CASE STUDY 3: ASSESSMENT OF THE TWO METHODS 1
Case Study 3: Assessment of the Two Methods
Name
Department, Institutional Affiliations
Course
Instructor's Name
Date
CASE STUDY 3: ASSESSMENT OF THE TWO METHODS 2
Case Study 3: Assessment of the Two Methods
The two issues that surround the quality of measures are reliability and validity.
Reliability can be described as the continued consistency of measurements, both at the moment
and time, presenting real-time results and the different procedures that include the coefficient
factor, interrater and intra-rater, and agreement, among others. On the other hand, validity can be
described as the accuracy of both measures and predictions and reflects the overall score that the
measure has achieved. This is achieved through a comprehensive study and measurements that
help conclude as well as come with a validity of the measure. The company in question,
Phonemic Company, deals with clothing for both men and women. They operate mainly through
a seasonal catalog, while most of their competitors and other companies utilize brick-and-motor
stores. The main source of income for the company is the telephone ordering system that allows
customers to preorder their clothing. As such, the company requires to have additional staff,
from 185 to 225, due to the increased number of telephone orders that have been on the rise.
Question 1
Through interpreting the two phenomena, the time 1 and time 2 coefficient is 0.85 and
0.86, while the recommended one was 0.80 if the measure was to be reliable. As such, I
interpreted that the results from the clerical test meant that the results had reliability. Time 1 and
time 2 were also analyzed to find the correlation between them. It was found that test-retest
reliability was higher with a coefficient was higher of 0.92. Through a clear look at Work
Sample (T), the percentage of agreement raters were both standing at 88% and 79%, while that
of Work Sample C stood at 80% and 82% (Heneman, Judge, & Kammeyer-Mueller, 2019). As
such, with the results, I can easily recommend that all these are reliable. I also believe that the
CASE STUDY 3: ASSESSMENT OF THE TWO METHODS 3
two additional criteria show reliability but should be evaluated more. It is also significant to have
an in-depth analysis of each section in the customer care services department to ensure
credibility and not just check the overall standards. The clerical tests and the work samples can
be pledged "for keeps" for the company as they indicate reliability.
Question 2
It is possible to interpret the relationship between the two forms of the score through
calculations of the correlation coefficient. The symbol r is used to represent the coefficient and
usually runs from -1.0 to 1.0. the larger the value of r, the robust the relationship. While it is
always depicted without a negative or a positive sign, the value is always positive. The two areas
that are being assessed have proved to be trusted sources of assessment, similar to reliability
results. The validity score, therefore, is precise since there is a significantly small difference in
the score of Time 1 as compared to Time 2, which might have as well resulted in better
preparation of the candidates in Time 2 as compared to those candidates in Time 1. Other factors
such as nervousness might have also played a significant role in the relationship difference
(Heneman, Judge, & Kammeyer-Mueller, 2019). It is important for the company to come up with
an analysis of the importance of the job and its importance as the results indicate exceptional
work from Phonemic. I also believe the best results to be used in customer care representation
should be those from working tests T and C. They provided analysis of factors such as error and
speed, and therefore the use of both the working sample and the clerical tests was a good way to
indicate validity. As such, they are both a good way when it comes to methods of future
recruitment.
Question 3
CASE STUDY 3: ASSESSMENT OF THE TWO METHODS 4
The main limitation is understanding the criterion used and the older employees'
information compared to the new applicants. Lack of similarity of any form between the two
groups, there will be less generalization. If the criterion does not fit or fulfill the performance of
these representatives, the tests will be null and void or ineffective. It is also imperative to
consider the motivation of the two variables as a new applicant might be more motivated than a
regular employee. With this in mind or factors that are most likely to weaken the validity of the
score, it is important to come up with a strategy that would be comprehensive for the applicants
as well. It is important to understand that the new employees are being subjected to a predictive
validation design while the older employees are using concurrent validation design. This makes
it hard for the new employees who are always required to take the design while the old
employees might not take it seriously due to the fact that they already have the job (Heneman,
Judge, & Kammeyer-Mueller, 2019). Employees might also be limited to the amount of
experience they might be having and the additional training that they might need.
CASE STUDY 3: ASSESSMENT OF THE TWO METHODS 5
References
Heneman III, H., Judge, T., & Kammeyer-Mueller, J. (2019) Staffing organizations. (9th ed.).
Middelton, WI: Mendota House, Inc.
