Acme Manufacturing Company (AMC)

Sample Solution

   

To validate the new aptitude test for sales representatives at Acme Manufacturing Company (AMC) in six months, I would use the following method:

1. Collect data on the performance of the first 50 new reps who take the test. This data should include metrics such as sales revenue, number of new customers acquired, and customer satisfaction ratings.

2. Divide the new reps into two groups:

3. Compare the performance of the two groups over time. If the test is accurate, then Group A should outperform Group B.

4. After six months, compare the performance of the two groups to the performance of a control group of sales reps who were hired without taking the test. This control group should be matched to the new reps in terms of demographics, experience, and other relevant factors.

Full Answer Section

   

5. If Group A outperforms both Group B and the control group, then this provides evidence that the aptitude test is accurate and predictive of future performance.

This method of validation is known as a concurrent validity study. Concurrent validity studies compare the scores of a new test to a measure of the same construct that is already known to be valid. In this case, the measure of the same construct is the performance of the new sales representatives. I selected this method of validation because it is relatively quick and easy to implement. It also provides a direct comparison of the performance of the new sales representatives who took the aptitude test to the performance of the control group who did not take the test. Here is a more detailed explanation of each step in the validation process: Step 1: Collect data on the performance of the first 50 new reps who take the test. This data can be collected from a variety of sources, such as sales reports, customer satisfaction surveys, and performance reviews. It is important to collect data on multiple metrics to get a complete picture of the performance of the new reps. Step 2: Divide the new reps into two groups: The new reps can be divided into two groups based on their scores on the aptitude test. For example, the top 25% of scorers could be placed in Group A and the bottom 25% of scorers could be placed in Group B. Step 3: Compare the performance of the two groups over time. The performance of the two groups can be compared using a variety of statistical methods, such as t-tests and ANOVA. It is important to compare the performance of the two groups over time to see if the differences in performance are sustained. Step 4: After six months, compare the performance of the two groups to the performance of a control group of sales reps who were hired without taking the test. The control group should be matched to the new reps in terms of demographics, experience, and other relevant factors. This will help to ensure that any differences in performance between the two groups are due to the aptitude test and not other factors. Step 5: If Group A outperforms both Group B and the control group, then this provides evidence that the aptitude test is accurate and predictive of future performance. If Group A outperforms both Group B and the control group, then this suggests that the aptitude test is able to accurately identify sales reps who are more likely to be successful in the role. Here are some of the benefits of using this method to validate the new aptitude test:

• It is a relatively quick and easy method to implement.
• It provides a direct comparison of the performance of the new sales representatives who took the test to the performance of the control group who did not take the test.
• It is a statistically rigorous method of validation.

I believe that this method of validation is the best way to determine if the new aptitude test is accurate and predictive of future performance in six months.