The reliability and validity of assessments must first be evaluated. Reliability is to be worthy of belief, dependable, accurate or stable and constant. Validity means the extent to which one accurately reflects the proven concept in question based on facts, or evidence. As to the reliability and validity of, “Will You Be a Hit or a Miss? The Expectancy for Success Scale,” Assessment, I am still undecided.

Whether these tests are valid and reliable depends upon the honesty and mood of the test taker and the test’s ability to measure the results. A test or an assessment may ask ambiguous questions that are subject to change if an individual is affected by negative life experiences, a change in finances, or personal life conflicts and even if a change in one’s mood or health is altered. Therefore, I believe although the assessments may be reliable, they may not be completely valid. The assessments may assist in the decision to make the best choice at that particular time.

In the end, the potential benefits and drawbacks of a test that attempts to measure skills, abilities, or traits are not usually the final decision maker in the workplace, Along with an individual’s work history, overall workmanship, skills, abilities and knowledge aided by the assessment would produce a better outcome. The negative is, whether a test actually measures an individual’s worth in a working atmosphere if they are bad at test taker? That decision should be based on an individual’s potential to fill the requirements and the willingness to continuously learn more to better themselves and their lives.