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	<title> &#187; Test Development</title>
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		<title>Creating an interview plan</title>
		<link>http://www.tetrics.com/2014/08/creating-an-interview-plan/</link>
		<comments>http://www.tetrics.com/2014/08/creating-an-interview-plan/#respond</comments>
		<pubDate>Thu, 07 Aug 2014 22:14:24 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Employee Selection]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>
		<category><![CDATA[Test Development]]></category>

		<guid isPermaLink="false">http://www.tetrics.com/main/?p=1352</guid>
		<description><![CDATA[&#160; Interviews are a helpful way to gather information about potential employees. When done properly, they can yield information which would be unavailable through methods such as assessments or resumes. However, running interviews without first creating a plan can allow a variety of potential issues to arise. One of the biggest criticisms of interviews is [&#8230;]]]></description>
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		<title>What is Adverse Impact and why  you should care.</title>
		<link>http://www.tetrics.com/2014/05/what-is-adverse-impact-and-why-you-should-care/</link>
		<comments>http://www.tetrics.com/2014/05/what-is-adverse-impact-and-why-you-should-care/#respond</comments>
		<pubDate>Thu, 29 May 2014 20:43:17 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Adverse Impact Analysis]]></category>
		<category><![CDATA[Employee Selection]]></category>
		<category><![CDATA[Personality Inventory]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>
		<category><![CDATA[Test Development]]></category>
		<category><![CDATA[Adverse Impact]]></category>
		<category><![CDATA[assessment development]]></category>
		<category><![CDATA[Test deveolpment]]></category>

		<guid isPermaLink="false">http://www.tetrics.com/main/?p=1247</guid>
		<description><![CDATA[&#160; What is Adverse Impact and why as an HR person you should care. Adverse impact relevant to any hiring plan, as it can appear without warning or intent. Beyond simply the intent to discriminant against a particular class (gender, ethnicity, etc.), adverse impact occurs when a measure used for decision-making (be it an assessment [&#8230;]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>What is test reliability and why does it matter?</title>
		<link>http://www.tetrics.com/2014/05/what-is-test-reliability-and-why-does-it-matter/</link>
		<comments>http://www.tetrics.com/2014/05/what-is-test-reliability-and-why-does-it-matter/#respond</comments>
		<pubDate>Tue, 20 May 2014 15:06:58 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Reliability]]></category>
		<category><![CDATA[Test Development]]></category>
		<category><![CDATA[assessment development]]></category>
		<category><![CDATA[reliability]]></category>
		<category><![CDATA[Test deveolpment]]></category>
		<category><![CDATA[test reliabililty]]></category>

		<guid isPermaLink="false">http://www.tetrics.com/main/?p=1243</guid>
		<description><![CDATA[&#160; Definition of reliability                 Reliability is the relationship between a person’s true score/ability and the observed score and is a key component in test development. Now one might thing that these will be perfectly correlated. However it is not going to be the case think back to a time when you were taking a [&#8230;]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>How to create a legally defensible performance management system.</title>
		<link>http://www.tetrics.com/2013/10/how-to-create-a-legally-defensible-performance-management-system/</link>
		<comments>http://www.tetrics.com/2013/10/how-to-create-a-legally-defensible-performance-management-system/#respond</comments>
		<pubDate>Wed, 23 Oct 2013 20:59:01 +0000</pubDate>
		<dc:creator><![CDATA[Jill May]]></dc:creator>
				<category><![CDATA[Adverse Impact Analysis]]></category>
		<category><![CDATA[Blog]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Test Development]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1151</guid>
		<description><![CDATA[How Legally Defensible is Your Appraisal Management System?One of the issues that must be considered when evaluating a performance management (PM) system is how well it would stand up in court. Not surprisingly, legally defensible PM criteria is in line with the criteria for good performance management systems. According to Aguinis (2007), good performance standards [&#8230;]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>6 steps for setting up a performance management system.</title>
		<link>http://www.tetrics.com/2013/10/6-steps-for-setting-up-a-performance-management-system/</link>
		<comments>http://www.tetrics.com/2013/10/6-steps-for-setting-up-a-performance-management-system/#respond</comments>
		<pubDate>Fri, 18 Oct 2013 16:57:56 +0000</pubDate>
		<dc:creator><![CDATA[chevron7]]></dc:creator>
				<category><![CDATA[Blog]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Test Development]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1149</guid>
		<description><![CDATA[Setting up a performance management system Thinking of setting up a new performance management system (PM) in your organization? You could be setting up a pathway for bringing your organization to the next level and aligning all of your talent. Effective performance management systems can serve many purposes: they can help a company make administrative [&#8230;]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>Which is Worse? Not Asking at All, or Asking the Wrong Questions?</title>
		<link>http://www.tetrics.com/2013/04/which-is-worse-not-asking-at-all-or-asking-the-wrong-questions/</link>
		<comments>http://www.tetrics.com/2013/04/which-is-worse-not-asking-at-all-or-asking-the-wrong-questions/#respond</comments>
		<pubDate>Thu, 25 Apr 2013 19:54:06 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Adverse Impact Analysis]]></category>
		<category><![CDATA[Blog]]></category>
		<category><![CDATA[Employee Selection]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Personality Inventory]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>
		<category><![CDATA[Test Development]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1142</guid>
		<description><![CDATA[Let me answer your question in the most straightforward way. Asking the wrong questions is worse than not asking any questions at all. Teachers, professors and even parents have been harping on us for most of our lives to engrain within us that there are “… no are no stupid questions” to be asked. In [&#8230;]]]></description>
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		<title>4 Best Practices for Asking the Right Questions</title>
		<link>http://www.tetrics.com/2013/04/4-best-practices-for-asking-the-right-questions/</link>
		<comments>http://www.tetrics.com/2013/04/4-best-practices-for-asking-the-right-questions/#respond</comments>
		<pubDate>Thu, 18 Apr 2013 17:41:27 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Blog]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Performance Management]]></category>
		<category><![CDATA[Personality Inventory]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>
		<category><![CDATA[Test Development]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1140</guid>
		<description><![CDATA[4 Best Practices for Asking the Right Questions &#160; As you already know, asking the right question(s) are important to get the information you need to know to make decisions. By understanding something or someone fully, we can be empowered by making decisions that are based on real data, rather than misinformation. After you have [&#8230;]]]></description>
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		<slash:comments>0</slash:comments>
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		<title>The Importance of Asking the Right Questions</title>
		<link>http://www.tetrics.com/2013/04/the-importance-of-asking-the-right-questions/</link>
		<comments>http://www.tetrics.com/2013/04/the-importance-of-asking-the-right-questions/#respond</comments>
		<pubDate>Wed, 10 Apr 2013 19:14:33 +0000</pubDate>
		<dc:creator><![CDATA[Avi Fleischer]]></dc:creator>
				<category><![CDATA[Blog]]></category>
		<category><![CDATA[Employee Selection]]></category>
		<category><![CDATA[Performance Appraisal]]></category>
		<category><![CDATA[Personality Inventory]]></category>
		<category><![CDATA[Pre-Employment Assessments]]></category>
		<category><![CDATA[Test Development]]></category>

		<guid isPermaLink="false">http://www.typevox.com/tetrics/?p=1138</guid>
		<description><![CDATA[Questions are the lifeline and driving force behind all organizations. Through questions, a company and its team can determine important objectives and align performance measures that are based upon those goals. It is not so much about the questions, but more about the answers that will be revealed through the process of asking. For example, [&#8230;]]]></description>
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		<slash:comments>0</slash:comments>
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