This study re-examined a previously validated application blank in use for 1 year to screen applicants for the position of equipment operator with a company involved in hydrocarbon recovery. Subjects were 409 male equipment operators ranging in age from 19 to 38 years. Minorities accounted for 12% of the group, while 88% were white. Subjects were randomly divided into an even group, N = 201, and an odd group, N = 208. Multiple R's of .39 were obtained for the most significant 10 variables in each group, but these shrank considerably during cross-validation. Only 3 variables were common to both groups since the unique error variances for each group resulted in different arrangements of variables. It was concluded that the items should be re-examined for relevancy and job relatedness.

With the EEOC requiring empirical criterion-related validity for selection procedures, predictor variables of physical characteristics, biographical data, and personality traits were related to both on-the-job performance and training performance. In the correlational analysis of the variables, a total of 455 flight attendants from a single airline were used, with half of the subjects serving as a cross-validation sample. The results showed slight relationships between biographical data and physical characteristics to training performance but no relationship between any predictor variable and job performance. The impact of race being a significant predictor of training performance was reviewed. The lack of practical information was discussed, and implications made for future research to include proper design and reliability of screening procedures before attempting criterion-related validation.

Five learning measures used in a skills training program were related to three types of job performance measures for a sample of 163 oil field employees. Statistical analyses resulted in only modest correlations between learning and job performance criteria. Factor analyses of learning measures followed by multiple regression on factors yielded a significant R with only one criterion measure. It was concluded from these data that the training program was of minimal value. The discussion centered on strategies for better training, training research, job engineering, and correcting the two limitations of this study.