Consider the fairness of using group-based norms in the use of aptitude tests used for hiring practice in organizations. aptitude and career-interest assessment and the results used in hiring decisions.
Form your argument for or against the use of group-based norms in the utilization of the results of aptitude tests in hiring decisions. Justify your argument using examples and the current literature.© BrainMass Inc. brainmass.com October 25, 2018, 9:48 am ad1c9bdddf
Norms refer to the test performance data of a particular group of test takers designed for test users as a reference for evaluating and/or interpreting individual test scores (Cohen & Swerdlik, 2005).. Norming a test is focused on a nationally representative sample, which consists of statistics based on a group of test takers in a given period of time. According to Cohen and Swerdlik, norms are derives after the developer having targeted a defined group as the population for which the test is designed. This considered a "normative sample" based on the scores of persons whose performance on a particular test is used to evaluate other test takers by the same standards.
The problem lies with the standardization procedure (e.g. the group's make up and interpretation of scores). For instance, there are ...
This solution discusses group norms as they are used to influence aptitude tests in 482 words with references.
Examine fundamental concepts of I/O Psychology.
Please help me with my discussion/examination.
Examine the fundamental concepts of the field of industrial/organizational psychology. In your examination, address the following items:
Describe the evolution of the field of industrial/organizational psychology.
Explain how industrial/organizational psychology is different from other disciplines of psychology.
Discuss how industrial/organization psychology can be used in organizations.
Explain the role of research and statistics in industrial/organizational psychology.