The problem posed by measuring
individual potentials arises from the fact that there is no "standard"
such as a meter-bar in the metric system.
It thus follows that
reliability is an inadequate criterion to determine whether a test is valid.
Reliability is necessary but insufficient in itself to guarantee the validity.
One can measure very accurately the wrong items!
The RELIABILITY of the U-TEST
has been submitted both to the method of parallel testing and to the method of
shortened versions (Spearman-Brown).
Correlation coefficients lay
between .92 and .94 which is exceptionally high. Essentially these results are
due to the experimental selection of the questions. Research in this field has
been accomplished by Julia Lewis-Salmen.
The VALIDITY can only be
determined by the comparison of the test results with the judgment of observers
who know the tested person very well and only on items that can really be
observed. The U-TEST attains hereby a correlation coefficient of .94 to .96.
This score is astonishingly
high. It is so high as to appear even unbelievable. The best way to verify for
yourself this "unbelievably" high score is to test, by means of the
U-TEST, a couple of people that you know very well.
The ultimate test of the U-TEST
is answered by knowing: is the candidate the way the U-TEST describes and is the
personís performance as indicated?
Users have been very astonished
by its precision.
You will be able to see the
reliability of the results obtained, for yourself.
The U-TEST is essentially an
individualís capacity analysis.
Capacity: relates to skills and
to potential. The capacity to learn a new job, the capacity to tackle problems,
the capacity to perform on a job.
Analysis: denotes a very
profound and detailed investigation.
Productivity is the
relationship between "efforts made" and "results obtained".
The personal qualities determine the behavior and, consequently, the efforts
made by the candidate. However, it is not sufficient to make efforts. One should
also obtain results. In other words, one must be efficient. The U-TEST measures
those factors which are related to "efficiency": accuracy, speed,
persistence, correct estimation, etc.. The U-TEST is not just a "character
analysis". It allows you, by means of relevant information, to invest in
the right people.
The U-TEST is not a
psychological test. It assesses specific potentials and shows the effect of
these on productivity.
This is the relationship
between two variable items. A positive correlation means that if item A
increases, then item B will also increase accordingly. A negative correlation
means that if A raises, B declines.
This is a figure indicating the
level of correlation. This number is always between 0 and 1. A correlation
coefficient equal to 1 signifies a complete relationship, i.e. if the magnitude
of one item is known, then the other can be immediately deducted. If the
correlation between two items is 0, then this means that there is absolutely no
relation between the two.
This is the degree of precision
of a test, i.e. the degree to which the variables measured by the test are free
from errors of measurement. There are different methods to measure reliability.
A first method consists of testing the same person by means of
"parallel" tests, i.e. by different tests that are based on the same
principles. Differences are then expressed by a correlation coefficient. Another
method consists of using shortened versions of the same test and to calculate
the correlation coefficient using the Spearman-Brown formula.
This is the appropriateness that the test
really measures what it is supposed to measure. Validity is expressed as a
correlation coefficient between results predicted by the test and those results
of which one can be sure, e.g. by means of observation.