1. Is there any evidence of adverse impact against any race, sex, or ethnic groups?
2. If the total selection process for a job has no adverse impact, should the individual components of the selection process are evaluated for adverse impact?
3. Which type of validation would you use? Why? What are the differences between content and criterion-related validity studies?
4. Evaluate the job analysis procedures used in this case? Is it necessary to do such a thorough analysis?
5. If you are doing a criterion-related validity study, should your criterion be success in training or on-the-job performance?

  • CreatedSeptember 09, 2015
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