The two tests that are used in the process of hiring in the setting of the employees are the personality tests and performance assessment test. Personality tests can be necessary for choosing personnel in an employment setting. In the personality test, for the qualification of an individual, his or her conscientiousness should correlate substantially with the traditional measures of employee performance and should be equally strong for predictions (Lane, Raymond " Haladyna, 2015). The Minnesota Multiphasic Personality Inventory (MMPI) is a largely validated psychopathology personality test which is basically used in the clinical psychology for the purposes of the revelation of possible mental health disorders. Performance assessment test in the employment setting helps in the determination of whether the job applicants can really undertake the work they apply for. Performance assessment test may be used as a pre-screening instrument to determine the applied skills-job match, knowledge and commitment of the job applicants towards the position. Therefore, these tests are necessary for purposes of ensuring the productivity of work.
Qn. 2
Reliability is used for the determination of internal consistency and the correlations on individuals in the employment setting. In the internal consistency, individuals who are not healthy are expected to expect to contain a scale of more than twenty symptoms of depression compared to a healthy individual. Basically, the scale of internal consistency in healthy individuals contains approximately twenty symptoms which they may experience from time to time unlike in unhealthy people who are expected to experience all the symptoms of depression, which are more than twenty, at all times. Therefore, reliability determines the individuals capable of working better through the correlation of one’s internal consistency.
Validity is used in for the determination of the severity of symptomatology of depression levels and in the improvement reflection after the psychiatric treatment (Csikszentmihalyi " Larson, 2014). As such, validity will facilitate the determination of how well a person with depression symptoms is progressing and at what rate. To ensure the effectiveness of the validity test, it must correlate with a different variable such as reliability for efficient determination of likely responsive depression in the face of particular life situations. Therefore, the higher the correlations, the better the test undertaking hence, better results.
Qn. 3
Basically, these two types of tests, personality and performance assessment tests are undertaken for purposes of determining how well an individual can operate and concentrate on his or her line of duty. Both the validity and the reliability tests define the symptomatology depressive in an individual in an employment setting. Content validity is usually founded on the clinical significance of the indications that consists of the substances of scale (Kaplan " Saccuzzo, 2017). Criterion-Oriented validity, on the other hand, will involve connections with other effective self-report scales pertaining an individual depression and discrimination between the general public and the psychiatric patients. Therefore, the CES-D was built for survey purposes to the general population on an employment setting thus, termed to be short designed self-report measure.
Qn. 4
The reliability and validity of the personality test are based on the positive outcomes which may impact the business. Basically, the personality test will enable the managers, for instance, to determine how to fit an individual is in relation to a particular job position. For example, for a managerial position, through the personality test, the peoples responsible for that test will be able to determine whether the applicant has leadership skills. Performance assessment test, on the other hand, will help the managers to define an applicant’s skills-job match, work knowledge and commitment.
Qn. 5
Legal issues in tests at work are disabilities laws and medical privacy (Cherry " Jacob, 2016). Medical privacy is necessary for the employees during tests at work and should be highly guarded.
References
Cherry, B., " Jacob, S. R. (2016). Contemporary nursing: Issues, trends, " management. Elsevier Health Sciences.
Csikszentmihalyi, M., " Larson, R. (2014). Validity and reliability of the experience-sampling method. In Flow and the foundations of positive psychology (pp. 35-54). Springer, Dordrecht.
Kaplan, R. M., " Saccuzzo, D. P. (2017). Psychological testing: Principles, applications, and issues. Nelson Education.
Lane, S., Raymond, M. R., " Haladyna, T. M. (Eds.). (2015). Handbook of test development. Routledge.
