Western Governors University (WGU) HRM3600 C236 Compensation and Benefits Practice Exam

The term that refers to the perceived relevance of a job evaluation tool is face validity. This concept relates to how relevant and appropriate a tool appears at first glance, based on the opinions of those assessing it. For instance, if a job evaluation tool is designed to assess skills and responsibilities accurately and appears to do so effectively, it will exhibit high face validity. Evaluators look for this perceived relevance as it can influence their acceptance of the tool's outcomes.

In contrast, content validity focuses more on whether the tool covers all relevant aspects of the job in question rather than simply its perceived relevance. Criterion validity pertains to how well one measure predicts an outcome based on another measure, which is separate from perceived relevance. Job matching, while it relates to aligning jobs with suitable candidates or roles, does not address the evaluation tool's apparent relevance. Thus, face validity encapsulates the importance of perception in the context of job evaluation tools effectively.