Discipline psychology Cognitive ability tests

Non-cognitive skills test are used to measure skills related to motivation, interpersonal interactions and integrity. This may involve intellect but also consciously or more direct than cognitive skills (Ren, Wang, & Jarrold, 2016). This paper therefore seeks to discuss one cognitive ability test and one non-cognitive measure which can be used to assess potential performance of employees and their effectiveness for their working position. Cognitive amplitude test in one of the cognitive ability tests used in the measuring of the employee potential performance as well as his/ her effectiveness in their position of work. it is one of the methods which is used to measure individual’s ability to solve a problem, learning skills as well as critical thinking (Duckworth & Yeager, 2015). Besides there has been development of confusion between ability and also intelligence since a person may appear to be be brilliant but useless in terms of practical.

The first test to be developed was referred to as intelligence amplitude test (Rindermann, Becker & Coyle, 2016). However,it had stronger variation with those tests of the modern society. In current society, the tests are mainly mental or cognitive in content. In the year 1930’s, the employment service of United States commisoned research in the amplitude of people. This gives an assurance of realiability and validity. One of the non-cognitive ability measure is the self-report questionarre/study. This is one of the frequently used assessment strategies in the clinical psychology (Fonagy. , et al. It entails a set of questions which are used for the purpose of describing certain characteristsics or qualities of particular test subjects. This non-cognitive test measure has therefore proved to be a good testing ability which could help predict the employee’s potential input in the organization.

It is thus commonly used method world-wide. Although self report questionnares provide a better way of measuring the non-cognitive skills of individuals/ potential employees, its reliability and validity is questionaares. Self-report questionarres involves individuals responding to the sets of questions with no interference from the researcher (Fonagy. , et al. Her perfrrmance is 40% which is below average. This includes; her constructive thinking ability, reasoning and comprehension of words and attention to detail. The above post requires the person to have strong communication skills which jane performed poorly on (Rafii & Andri, 2015). Being required to occupy a role which entails communication through phone calls to the external providers of service and clients while receiving clients, jane might not be placed for this job as she might appear to be deficient of the most important skills which are required for the job.

this is because she might end up performing below average. This means that she might not be able to perform well in the areas tracking expenses and budgets and also creating and updating presentation software files (Rafii & Andri, 2015). The employee will therefore need to be trained much on these areas to be able to deliver effectively. Anther outcome of the training needs is that; the potential employee will need to be trained on the communication skills both verbal and written as well as well as her attention to details. This is because in her new role she will be required to converse both directly and indirectly to the clients and service providers. This is the kind of a role which requires a person to have perfect communication skills for the purpose of ensuring efficiency in his/her duties.