1、Prentice Hall, 2003Testing and Selecting Employees Chapter 6 Prentice Hall, 2003After studying this chapter, you should be able to:Explain what is meant by reliability and validity.List eight tests you could use for employee selection, and how you would use them.Explain the key points to remember in

2、 conducting background investigations.List the main types of selection interviews.Explain and illustrate at least six factors that affect the usefulness of interviews.Explain and illustrate each guideline for being a more effective interviewer.Prentice Hall, 20031. Why Careful Selection is Important

3、Organizational performance always depends in part on subordinates having the right skills and attributes.lRecruiting and hiring employees is costly.lThe legal implications of incompetent hiring The liability of negligent hiring（雇傭疏忽） of workers with questionable backgrounds Prentice Hall, 20032.Basi

4、c Testing Concepts2.1 Validity 效度（有效性、正確性、準確性）效度（有效性、正確性、準確性）lThe accuracy with which a test, interview, and so on measures what it purports to measure or fulfills the function it was designed to fill. 考試、面試等甄選技術真正測到的品質(zhì)、特點與該方法想要考試、面試等甄選技術真正測到的品質(zhì)、特點與該方法想要測到的品質(zhì)與特點的符合程度，或者與實現(xiàn)其測試功能的符測到的品質(zhì)與特點的符合程度，或者與實現(xiàn)其

5、測試功能的符合程度。合程度。Does the test actually measure what we need for it to measure?A test is useful just when it can measure what it was designed to do. Prentice Hall, 2003Sample Picture Card fromThematic Apperception Test主題統(tǒng)覺測試主題統(tǒng)覺測試Figure 61 How do you interpret this picture?Source: Harvard University Pr

6、ess. Used with permission.Prentice Hall, 2003Expectancy Chart Note: This expectancy chart shows the relation between scores made on the Minnesota Paper Form Board and rated success of junior draftspersons. Example: Those who score between 37 and 44 have a 55% chance of being rated above average and

7、those scoring between 57 and 64 have a 97% chance.Prentice Hall, 2003Types of ValidityCriterion validity 校標效度校標效度 lA type of validity based on showing that scores on the test (predictors) are related to job performance (criterion).基于基于測試中的成績與工作績效的關系的效度測試中的成績與工作績效的關系的效度Are test scores in this class r

8、elated to students knowledge of human resource management?Content validity 內(nèi)容效度內(nèi)容效度 lA test that is content valid is one that contains a fair sample of the tasks and skills actually needed for the job in question.測試針對工作中的要完成的任務和需要的技能進測試針對工作中的要完成的任務和需要的技能進行。行。 Do the test questions in this course rel

9、ate to human resource management topics?新駕照考試的內(nèi)容效度令人質(zhì)疑！Prentice Hall, 20032.2 Reliability 信度（穩(wěn)定性、一致性）信度（穩(wěn)定性、一致性）lThe consistency of scores obtained by the same person when retested with the identical or equivalent tests.同一個人在反復接受同樣的測試或等值形式的測同一個人在反復接受同樣的測試或等值形式的測試時所取得的分數(shù)的一致性。試時所取得的分數(shù)的一致性。 The way to

10、estimate reliabilitylRetest estimate 重測評估重測評估Are the test results stable over time?80 for time1 and 100 for time 2？lEquivalent form estimate 復本評估復本評估l信度系數(shù)大于信度系數(shù)大于0.9是可靠的；小于是可靠的；小于0.7則不可靠。則不可靠。Prentice Hall, 2003Reliability is necessary but not sufficient condition for validity.信度是效度的必要但信度是效度的必要但非充分條

11、件。非充分條件。l有信度的，未必是有效度的；有信度的，未必是有效度的；l有效度的，一定是有信度的；有效度的，一定是有信度的；l先看信度，后看效度。先看信度，后看效度。Prentice Hall, 2003Testing Program GuidelinesUse tests as supplements.Validate the tests.Monitor your testing/selection programKeep accurate records.Use a certified psychologist.Manage test conditions.Revalidate perio

12、dically.Table 61Prentice Hall, 20033. Using Tests at WorkMajor types of tests used by employerslBasic skills tests (45%)lDrug tests (藥物濫用測試 47%)lPsychological tests (33%)function of testinglScreen out good employees and candidateslScreen out bad or dishonest employeesComputer-Interactive TestinglTyp

13、es of testsSpecialized work sample testsNumerical ability testsReading comprehension testsClerical comparing and checking testsPrentice Hall, 2003Sample TestFigure 64 Source: Courtesy of NYT Permissions.Prentice Hall, 2003Types of Tests3.1 Tests of cognitive abilities 認知能力測試認知能力測試3.1.1 Intelligence

14、TestsTests of general intellectual abilities that measure a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability.lStanford-Binet Test 斯坦福-比奈測試lWechsler Test 韋克斯勒測試lRed test 瑞文測試lPlease add a number behind each groups logically.1, 3, 6, 10， 1, 1, 2, 3, 5， 21, 20, 18

15、, 15,Prentice Hall, 2003Tests of cognitive abilities 認知能力測試認知能力測試3.1.2 Aptitude Tests 能力傾向測試能力傾向測試Tests that measure specific mental abilities, such as inductive and deductive reasoning, verbal comprehension, memory, and numerical ability.See an example in page 85: the Mechanical Comprehension test（

16、機械理解能力測試）Prentice Hall, 2003Aptitude Tests 能力傾向測試能力傾向測試the Administrative Aptitude Test 行政能力測試lSchedule the following five things. Which one is the best schedule logically? (1) go fishing; (2) find a lot of earthworms;(3) borrow the fishing tool from friends;(4) dig pits for tree seedlings;(5) chang

17、e the plan. A、43125B、14235C、42531D、32154Prentice Hall, 20033.2 Tests of motor abilities 運動能力測試運動能力測試Tests that measure motor abilities, such as finger dexterity（手指靈活性）（手指靈活性）, manual dexterity （手工操作靈活性）（手工操作靈活性）, and reaction time.l The Crawford Small Parts Dexterity Tes 克勞福德小零件靈巧性測試克勞福德小零件靈巧性測試l Th

18、e Minnesota Paper Form Board Test 明尼蘇達紙板測試明尼蘇達紙板測試Tests of physical abilities 身體能力測試身體能力測試lTests that measure static strength（靜態(tài)力量）靜態(tài)力量）, dynamic strength（動態(tài)力量）動態(tài)力量）, body coordination, and stamina（耐力）耐力）.Prentice Hall, 20033.3 Measuring Personality and InterestsPersonality tests 性格測試性格測試 lTests tha

19、t is to measure basic aspects of an applicants personality, such as introversion, stability, and motivation. projective techniques（投（投射方法）射方法） McClelland Projective Achievement, Affiliation and Authority Test 麥克里蘭成就、情誼和權力麥克里蘭成就、情誼和權力投射測試投射測試Prentice Hall, 2003Measuring Personality and InterestslPers

20、onality tests 性格測試性格測試 Make a picture story 編故事測試編故事測試House-Tree-person（HTP ）房、樹、人測試房、樹、人測試The Structured Sentence Completion 結構性完整造句結構性完整造句The Thematic Apperception Test 主題統(tǒng)覺測試主題統(tǒng)覺測試心理畫外音心理畫外音Inner sounds within the pictures Prentice Hall, 2003看看你是哪個動物？看看你是哪個動物？ 1.你做事是個值得信賴的人嗎？你做事是個值得信賴的人嗎？2.你個性溫和嗎

21、？你個性溫和嗎？3.你有活力嗎？你有活力嗎？4.你善解人意嗎？你善解人意嗎？5.你獨立嗎？你獨立嗎？6.你受人愛戴嗎？你受人愛戴嗎？7.做事認真且正直嗎？做事認真且正直嗎？8.你富有同情心嗎？你富有同情心嗎？9.你有說服力嗎？你有說服力嗎？10.你大膽嗎？你大膽嗎？11.你精確嗎？你精確嗎？12.你適應能力強嗎？你適應能力強嗎？13.你組織能力好嗎？你組織能力好嗎？14.你是否積極主動？你是否積極主動？15.你害羞嗎？你害羞嗎？不是依據(jù)別人眼中的你來判斷，而是你認為你本質(zhì)上是不是這樣。不是依據(jù)別人眼中的你來判斷，而是你認為你本質(zhì)上是不是這樣。非常同意，非常同意， 比比 較同意較同意, 差不多差

22、不多, 有一點同意有一點同意, 不同意不同意 5 4 3 2 116.你強勢嗎？你強勢嗎？17.你鎮(zhèn)定嗎？你鎮(zhèn)定嗎？18.你勇于你勇于學習學習嗎？嗎？19.你反應快嗎？你反應快嗎？20.你外向嗎？你外向嗎？21.你注意你注意細節(jié)細節(jié)嗎？嗎？22.你愛說話嗎？你愛說話嗎？23.你的協(xié)調(diào)能力好嗎？你的協(xié)調(diào)能力好嗎？24.你勤勞嗎？你勤勞嗎？25.你慷慨嗎？你慷慨嗎？26.你小心翼翼嗎？你小心翼翼嗎？27.你令人愉快嗎？你令人愉快嗎？28.你傳統(tǒng)嗎？你傳統(tǒng)嗎？29你親切嗎？你親切嗎？30.你工作足夠有效率嗎？你工作足夠有效率嗎？Prentice Hall, 2003分數(shù)計算辦法：分數(shù)計算辦法：把第把

23、第5、10、14、18、24、30題的分加起來就是你的題的分加起來就是你的“老虎老虎”分數(shù)；分數(shù)；把第把第3、6、13、20、22、29題的分加起來就是你的題的分加起來就是你的“孔雀孔雀”分數(shù)；分數(shù)； 把第把第2、8、15、17、25、28題的分加起來就是你的題的分加起來就是你的“考拉考拉”分數(shù)；分數(shù)；把第把第1、7、11、16、21、26題的分加起來就是你的題的分加起來就是你的“貓頭鷹貓頭鷹”分數(shù)；分數(shù)；把第把第4、9、12、19、23、27題的分加起來就是你的題的分加起來就是你的“變色龍變色龍”分數(shù)。分數(shù)。分析：分析：假若你有某一項分遠遠高于其它四項，你就是典型的這種屬性假若你有某一項分遠

24、遠高于其它四項，你就是典型的這種屬性假若你有某兩項分大大超過其它三項，你是這兩種動物的綜合假若你有某兩項分大大超過其它三項，你是這兩種動物的綜合假若你各項分數(shù)都比較接近，恭喜你，你是一個面面俱到近似完美性格的人；假若你各項分數(shù)都比較接近，恭喜你，你是一個面面俱到近似完美性格的人；假若你有某一項分數(shù)特別偏低的話，想提高自己就需要在那一種動物屬性的加強假若你有某一項分數(shù)特別偏低的話，想提高自己就需要在那一種動物屬性的加強上下工夫了上下工夫了 個性分析個性分析 老虎老虎自信，權威，決斷力高，競爭性強，胸懷大志，自信，權威，決斷力高，競爭性強，胸懷大志， 企圖心強，喜冒險企圖心強，喜冒險 孔雀孔雀熱心

25、，樂觀，口才流暢，好交朋友，個性樂觀、表現(xiàn)欲強。熱心，樂觀，口才流暢，好交朋友，個性樂觀、表現(xiàn)欲強。 考拉考拉穩(wěn)定，敦厚，溫和善良，不好沖突，行事穩(wěn)健、平實，耐力強。穩(wěn)定，敦厚，溫和善良，不好沖突，行事穩(wěn)健、平實，耐力強。 貓頭鷹貓頭鷹傳統(tǒng)、保守，注重細節(jié)，條理分明，責任感強，重紀律，分析力強傳統(tǒng)、保守，注重細節(jié)，條理分明，責任感強，重紀律，分析力強 變色龍變色龍在工作中調(diào)整自己的角色去適應環(huán)境，具有很好的溝通能力。在工作中調(diào)整自己的角色去適應環(huán)境，具有很好的溝通能力。 Prentice Hall, 2003Personality tests 性格測試性格測試Temperament surve

26、y 氣質(zhì)測試氣質(zhì)測試 Four types of temperamentslcholeric temperament 膽汁質(zhì)膽汁質(zhì)lmelancholy temperament 抑郁質(zhì)抑郁質(zhì) lphlegmatic temperament 粘液質(zhì)粘液質(zhì) lsanguine temperament 多血質(zhì)多血質(zhì) Wonderlic personal Characteristic Inventories 溫德里克個人特征盤點溫德里克個人特征盤點 the Big Five Personality Dimensions 大五人格測試大五人格測試lExtroversion 外向性外向性lEmotiona

27、l stability 情緒穩(wěn)定性情緒穩(wěn)定性lAgreeableness愉悅性愉悅性lConscientiousness盡責性盡責性lOpenness to express對新事物的開放性對新事物的開放性16PF 卡特爾卡特爾16種人格測試種人格測試Prentice Hall, 2003卡特爾十六項人格測驗美國伊利諾州立大學著名人格心理學家卡特爾經(jīng)美國伊利諾州立大學著名人格心理學家卡特爾經(jīng) 30 多年的研多年的研究編制而成的。究編制而成的。人格分解包括人格分解包括 16 種因素，全體因素的有機組合就構成了個人種因素，全體因素的有機組合就構成了個人整體的人格特征。整體的人格特征。每一項因素對應的

28、分值高低將會反映你在此要素上的人格表現(xiàn)每一項因素對應的分值高低將會反映你在此要素上的人格表現(xiàn)。具體分值代表了特征突現(xiàn)的程度。進行此項測驗，將有助于。具體分值代表了特征突現(xiàn)的程度。進行此項測驗，將有助于你更深入地了解你自己。你更深入地了解你自己。 1616項人格因素項人格因素樂群性、敏銳性、穩(wěn)定性、影響性、樂群性、敏銳性、穩(wěn)定性、影響性、活潑性、規(guī)范性、交際性、情感性、活潑性、規(guī)范性、交際性、情感性、想象性、隱秘性、自慮性、自律性、想象性、隱秘性、自慮性、自律性、變革性、獨立性、緊張性、懷疑性變革性、獨立性、緊張性、懷疑性Prentice Hall, 2003示例示例：樂樂群群性性智智慧慧性性穩(wěn)

29、穩(wěn)定定性性影影響響性性活活潑潑性性有有恒恒性性交交際際性性情情感感性性懷懷疑疑性性想想象象性性事事故故性性憂憂慮慮性性變變革革性性獨獨立立性性自自率率性性緊緊張張性性97547474236103546綜合綜合16 種因素的分析，種因素的分析， 在在 樂群性樂群性 、憂慮性、憂慮性 等方面表現(xiàn)得比較突出；等方面表現(xiàn)得比較突出； 在在 懷疑性、懷疑性、 想象性、變革性想象性、變革性 等方面則表現(xiàn)為低分，等方面則表現(xiàn)為低分， 在其他方面在其他方面表現(xiàn)均比較平常。表現(xiàn)均比較平常。 Prentice Hall, 2003Other TestsInterest inventories 興趣測試 ltest

30、s that compare the persons current interests with those of others now in various occupations so as to determine the preferred occupation for the individual.lIt can also be used for the career planning. Career interests test 職業(yè)興趣測試（6 ）Career anchor test 職業(yè)錨測試 （8）Prentice Hall, 2003我的島嶼計劃我的島嶼計劃請想像在長年的

31、緊張工作和學習之后，你現(xiàn)在要給自己放一個請想像在長年的緊張工作和學習之后，你現(xiàn)在要給自己放一個長假，換個環(huán)境，到一個遠方的島嶼上度過一年的時光。度假長假，換個環(huán)境，到一個遠方的島嶼上度過一年的時光。度假地點將在以下地點將在以下6 6個島嶼中選擇，你希望選擇哪一個？要知道，個島嶼中選擇，你希望選擇哪一個？要知道，這些島嶼相對封閉和遙遠，一旦到達，將很少有機會能和外界這些島嶼相對封閉和遙遠，一旦到達，將很少有機會能和外界聯(lián)系，更換島嶼度假更是不可能。請按一、二、三的順序挑出聯(lián)系，更換島嶼度假更是不可能。請按一、二、三的順序挑出3 3個島嶼。個島嶼。Prentice Hall, 2003I：深思冥想

32、的島嶼。有深思冥想的島嶼。有多處天文館、科技博覽館多處天文館、科技博覽館及圖書館。居民喜好觀察、及圖書館。居民喜好觀察、學習，祟尚和追求真知，學習，祟尚和追求真知，常有機會和來自各地的哲常有機會和來自各地的哲學家、科學家、心理學家學家、科學家、心理學家等交換心得。等交換心得。 S：友善親切的島嶼。友善親切的島嶼。居民個性溫和、友善、居民個性溫和、友善、樂于助人，社區(qū)均自樂于助人，社區(qū)均自成一個密切互動的服成一個密切互動的服務網(wǎng)絡，人們重視互務網(wǎng)絡，人們重視互助合作，重視教育，助合作，重視教育，關懷他人，充滿人文關懷他人，充滿人文氣息。氣息。 A：美麗浪漫的島嶼。美麗浪漫的島嶼。充滿了美術館、音

33、樂廳，充滿了美術館、音樂廳，街頭雕塑和街邊藝人，街頭雕塑和街邊藝人，彌漫著濃厚的藝術文化彌漫著濃厚的藝術文化氣息。居民保留了傳統(tǒng)氣息。居民保留了傳統(tǒng)的舞蹈、音樂與繪畫，的舞蹈、音樂與繪畫，許多文藝界的朋友都喜許多文藝界的朋友都喜歡來這里找尋靈感歡來這里找尋靈感。 E：顯赫富庶的島顯赫富庶的島嶼。居民善于企業(yè)經(jīng)嶼。居民善于企業(yè)經(jīng)營和貿(mào)易，能言善道。營和貿(mào)易，能言善道。經(jīng)濟高度發(fā)展，處處經(jīng)濟高度發(fā)展，處處是高級飯店、俱樂部、是高級飯店、俱樂部、高爾夫球場。來往者高爾夫球場。來往者多是企業(yè)家、經(jīng)理人、多是企業(yè)家、經(jīng)理人、政治家、律師等政治家、律師等。 C：現(xiàn)代、井然的島現(xiàn)代、井然的島嶼。島上建筑十分

34、現(xiàn)嶼。島上建筑十分現(xiàn)代化，是進步的都市代化，是進步的都市形態(tài)，以完善的戶政形態(tài)，以完善的戶政管理、地政管理、金管理、地政管理、金融管理見長。島民個融管理見長。島民個性冷靜保守，處事有性冷靜保守，處事有條不紊，善于組織規(guī)條不紊，善于組織規(guī)劃，細心高效。劃，細心高效。 R:自然原始的島嶼。自然原始的島嶼。島上自然生態(tài)保持得島上自然生態(tài)保持得很好，有各種野生動很好，有各種野生動物。居民以手工見長，物。居民以手工見長，自己種植花果蔬菜、自己種植花果蔬菜、修繕房屋、打造器物、修繕房屋、打造器物、制作工具，喜歡戶外制作工具，喜歡戶外運動。運動。Prentice Hall, 2003我的島嶼計劃我的島嶼計劃

35、選擇同一島嶼作為首選度假目標的學生為一組交流：選擇同一島嶼作為首選度假目標的學生為一組交流：自己為什么選擇這個島嶼，大家有什么共同的興趣自己為什么選擇這個島嶼，大家有什么共同的興趣愛好。愛好。每個小組請一位同學在全班分享一下自己小組成員每個小組請一位同學在全班分享一下自己小組成員共同的特點，從中總結出共同的特點，從中總結出6 6個類型最突出的特點。個類型最突出的特點。Prentice Hall, 2003霍蘭德的職業(yè)興趣理論霍蘭德的職業(yè)興趣理論霍蘭德將職業(yè)環(huán)境和人格以同樣的維度分為霍蘭德將職業(yè)環(huán)境和人格以同樣的維度分為6 6個類型：個類型：l現(xiàn)實型現(xiàn)實型(Realistic)(Realisti

36、c)l研究型研究型(Investigative)(Investigative)l藝術型藝術型(Artistic)(Artistic)l社會型社會型(Social)(Social)l企業(yè)型企業(yè)型(Enterprising)(Enterprising)l常規(guī)型常規(guī)型(Conventional)(Conventional)一個人的職業(yè)是否成功，是否穩(wěn)定，是否順心如意，在很大一個人的職業(yè)是否成功，是否穩(wěn)定，是否順心如意，在很大程度上取決于其人格類型與職業(yè)類型之間的匹配情況。程度上取決于其人格類型與職業(yè)類型之間的匹配情況。 Prentice Hall, 2003組織野營活動的時候，下列組織野營活動的時候

37、，下列活動你最喜歡做的是：活動你最喜歡做的是：lA 考察周圍的地理環(huán)境考察周圍的地理環(huán)境lB 動手搭帳篷動手搭帳篷lC 整理安排物品整理安排物品lD 照顧體弱的同伴照顧體弱的同伴lE 設計好玩的小游戲設計好玩的小游戲lF 整個活動的籌備組織整個活動的籌備組織常規(guī)型C現(xiàn)實型R企業(yè)型E研究型I藝術型A社會型S人事Prentice Hall, 2003Other TestsAchievement tests 成就測試 lTests that measure what a person has already learned. the tests in school a typing testhand

38、writing tests 筆跡測試Prentice Hall, 2003Graphology 筆跡測試筆跡測試Graphology (handwriting analysis)lAssumes that handwriting reflects basic personality traits.l Graphologys validity is highly suspect.Source: Reproduced with permission from Kathryn Sackhein, Handwriting Analysis and the Employee Selection Proc

39、ess (New York: Quorum Books, 1990), p. 45.Figure 68 Handwriting Exhibit Used by GraphologistPrentice Hall, 2003Personality tests 性格測試性格測試 lPros and consDisadvantagelPersonality testsparticularly the projective typeare the most difficult tests to evaluate and use.AdvantagelTests have been used succes

40、sfully to predict dysfunctional job behaviors(不正常工作行為） and identify successful candidates for overseas assignments.Prentice Hall, 20033.4 Management assessment centerA simulation in which management candidates are asked to perform realistic tasks in hypothetical situations and are scored on their pe

41、rformance.lTypical simulated exercises include:The in-basket 公文筐測試公文筐測試Leaderless group discussion 無領導小組討論無領導小組討論Management games 管理競賽管理競賽Individual presentations 個人演講個人演講The interview 面試面試Prentice Hall, 2003Video-Based situational testinglA situational test comprised of several video scenarios, eac

42、h followed by a multiple choice question that requires the candidate to choose from among several courses of action.lThe results suggest that video-based situational tests can be useful for selecting employees.Prentice Hall, 20034 other selection method 4.1 Background Investigations and Reference Ch

43、eckslExtent of investigations and checksReference checks Background employment checksCriminal recordsDriving records Credit checks lReasons for investigations and checksTo verify factual information provided by applicants.To uncover damaging information.Prentice Hall, 2003Background Investigations a

44、nd Reference ChecksSources of information for background checks:lFormer employerslCurrent supervisorslCommercial credit rating companieslWritten referencesEffectivenesslBack ground check is an inexpensive and straightforward way.Prentice Hall, 2003Reference Checking Form （推薦核查表）Figure 67 (Verify tha

45、t the applicant has provided permission before conducting reference checks)Candidate Name:Reference Name:Company Name:Dates of Employment:(From: and To:)Position (s) Held:Salary History:Reason for Leaving:Explain the reason for your call and verify the above information with the supervisor (includin

46、g the reason for leaving)1. Please describe the type of work for which the candidate was responsible.2. How would you describe the applicants relationships with coworkers, subordinates (if applicable), and with superiors?3. Did the candidate have a positive or negative work attitude? Please elaborat

47、e4. How would you describe the quantity and quality of output generated by the former employee?5. What were his/her strengths on the job?6. What were his/her weaknesses on the job?7. What is your overall assessment of the candidate?8. Would you recommend him/her for this position? Why or why not?9.

48、Would this individual be eligible for rehire? Why or why not?Other comments?Source: Society for Human Resource Management, 2004.Prentice Hall, 2003Making Background Checks More UsefulInclude in the application form a statement for applicants to sign explicitly authorizing a background check.Use tele

49、phone references if possible.Be persistent in obtaining information.Use references provided by the candidate as a source for other references.Prentice Hall, 20034.2 Physical ExaminationReasons for preemployment medical examinations:lTo verify that the applicant meets the physical requirements of the

50、 positionlTo discover any medical limitations you should take into account in placing the applicant.lTo establish a record and baseline of the applicants health for future insurance or compensation claims.lTo reduce absenteeism and accidentslTo detect communicable diseases that may be unknown to the

51、 applicant.Prentice Hall, 20031. If a person scores a 90 on an intelligence test on one day and scores 130 when retested on another day, you might conclude that this test is _.lvalidlinvalidlreliablelunreliablea.inconsistentPrentice Hall, 2003Which of the following is an example of a reliable test?lone that yields consistent scores when a person takes two alternate forms of the test lone that yields one score on a test and a different, but better score on the same test taken on a different occasionlone that yields the same score from two differen