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By Dr Mike Smith (eds.)

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Selection in Organizations 33 First, a large sam pie of over 200 applicants are selected in some way. The selection must yield a quantitative score for each member of the sam pie - say, on a I to 10 scale. Second, the productivity of each person in the sampie is measured - again, say on a I to 10 scale. Ideally, all applicants are employed and their performance is assessed after aperiod of several months. In this case the study is called a predictive validity study. In many cases, however, predictive studies are impractical and concurrent studies are used.

Indeed, sometimes it is a lot harder to get others to do things than doing the task oneself! The definition also makes the distinction with operatives and specialists. An operative is the person who actually does things - either making things or providing a service. Specialists provide either the manager or the operative with information or advice. A training specialist gives advice and information about developing the skills and competencies of employees. A financial specialist gives advice on the recording and investment of money.

4. Good tests are only supplied to trained users and they are never administered via the post. Good tests have at least 10 questions per scale. This makes sure that random elements have a chance to cancel out - simply divide the number of questions in the test by the number of scores produced. Good tests do not put people into watertight categories - people are simply not made in a few discrete types: they occupy all points along a continuum. e. ipsative tests). Ever since Whyte's Organization Man included suggestions to beat personality tests selectors have been worried about the possibility of faking personality tests.

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