Although it is important for patagonia to assess a potential employee’s ""fit"" within the organization—and hiring mistakes are rarely made—other companies might want to determine how well they predict a potential employee’s actual job performance based on scores on the employee’s selection procedure. which of the following determines this relationship? validity generalization work sampling honesty testing d reliability criterion validity

The correct answer is "Criterion validity."

The option that determines this relationship is criterion validity.

When using criterion validity,  Patagonia tries to assess a potential employee’s capability within the standards of the organization. The managers of the company want to determine how well they predict a potential employee’s actual job performance based on scores on the employee’s selection procedure.

This statistical method -criteria validity- tries to identify how well a measure validates or predicts an outcome of another measure. In a company, the Human Resources Department applies this test to a candidate as part of the interview mechanism to confirm that he/she would be the right candidate for the job.

i heard they are taking it off i hope this isn't true but otherwise if it doesn't get taken off it will probably be in early december or early january of 2018-2019