The employee relationship
The Employee Relationship
The nature of the company I am choosing is a quick service restaurant. Cognitive ability tests assess abilities involved in thinking such as reasoning, memory, perception, mathematical ability, and problem solving. These types of tests estimate applicants’ potential to use mental processes to solve work-related problems. Some of the tests add up the correct answers of all the questions to get an overall score that will represent their general mental ability. Other tests give an individual score for each type of abilities and then the resulting scores represent measures of the specific mental abilities (Cognitive Ability Tests, n.d.).
Traditional cognitive tests are standardized, are reliably scores, and can be administered to large groups at one time. The format for these tests would be multiple choice, short answer, sentence completion, or true and false. Many professional cognitive tests are available commercially and may be considered when there is no need to develop a test that refers to a specific job or organization. Cognitive ability tests show big differences across ethnic groups which may have ethical and legal concerns (Cognitive Ability Tests, n.d.).
The advantages of cognitive tests include that they are able to predict job performance for more complex jobs. Another advantage is that they can be administrated on paper or by computer. Cognitive tests also help to reduce costs by helping identify better choices for promotions, hiring, and training. Disadvantages to the test are that they are typically more likely to differ in results by gender and race than other types of tests. They can also be time consuming to develop if you don’t use a premade test (Types of Employment Tests, n.d.).
Integrity tests assess attitudes and experiences related to someone’s honesty, social behavior, trustworthiness, reliability, and dependability. These tests ask direct questions about previous experiences related to ethics
The nature of the company I am choosing is a quick service restaurant. Cognitive ability tests assess abilities involved in thinking such as reasoning, memory, perception, mathematical ability, and problem solving. These types of tests estimate applicants’ potential to use mental processes to solve work-related problems. Some of the tests add up the correct answers of all the questions to get an overall score that will represent their general mental ability. Other tests give an individual score for each type of abilities and then the resulting scores represent measures of the specific mental abilities (Cognitive Ability Tests, n.d.).
Traditional cognitive tests are standardized, are reliably scores, and can be administered to large groups at one time. The format for these tests would be multiple choice, short answer, sentence completion, or true and false. Many professional cognitive tests are available commercially and may be considered when there is no need to develop a test that refers to a specific job or organization. Cognitive ability tests show big differences across ethnic groups which may have ethical and legal concerns (Cognitive Ability Tests, n.d.).
The advantages of cognitive tests include that they are able to predict job performance for more complex jobs. Another advantage is that they can be administrated on paper or by computer. Cognitive tests also help to reduce costs by helping identify better choices for promotions, hiring, and training. Disadvantages to the test are that they are typically more likely to differ in results by gender and race than other types of tests. They can also be time consuming to develop if you don’t use a premade test (Types of Employment Tests, n.d.).
Integrity tests assess attitudes and experiences related to someone’s honesty, social behavior, trustworthiness, reliability, and dependability. These tests ask direct questions about previous experiences related to ethics
References: Cognitive Ability Tests. (n.d.). Retrieved from http://apps.opm.gov/adt/content.aspx?page=3-04&AspxAutoDetectCookieSupport=1&JScript=1 Laws Related to Testing and Assessment Practices. (n.d.). Retrieved from http://www.iosolutions.org/Research_and_Resources/Agency_Resources/White_Papers/Laws_Related_to_Testing_and_Assessment_Practices.aspx Types of Employment Tests. (n.d.). Retrieved from http://www.siop.org/workplace/employment%20testing/testtypes.aspx