Employees’ Performance Tests

Employees’ Performance Tests
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Employees’ Performance Tests
Introduction
In every organization, intelligence and achievement tests are applied when recruiting employees (Cardoso & Sales, 2019). The two tests are essential in summarizing the potential outcomes of the new employees to the department. The sporting goods retail company conducts the two tests to employees; as a consultant, my responsibility is to create the two tests used to gauge employees.
Achievement and intelligence tests have steps to be followed before selection. First, achievement applies the following; planning, preparing a design for the test, preparing the gimmick, writing the items, preparing the scoring key and marking scheme, and preparing to question comprehensive analysis (Kate & Christopher, 2020). Intelligence tests: the first step is to initiate and start the corresponding IQ; the maximum has to be set on 100 marks, the test is determining whether valid or invalid, and the test is evaluated to identify the reliability (Kate & Christopher, 2020).
The two tests have different purposes. An achievement test is crucial in determining employees' progress in the organization (Cardoso & Sales, 2019). The test helps figure out how employees have to cope with the organizational undertakings and whether the progress has been or not fruitful (Kate & Christopher, 2020). Employees learn differently; hence the achievement test simplifies the knowledge obtained by employees at a personal level. In contrast, the Intelligence test’s primary purposes include determining the potential of employees in an organization; the intelligence test significantly measures an employee's capabilities to deliver services in the sporting goods retail company (Kate & Christopher, 2020). With the intelligence test, it is more comprehensive to determine employees' strengths and weaknesses according to the capabilities in different sectors. It also helps in the placement of employees in industries and organizational departments according to their abilities, increasing its productivity.
Moreover, they both have different constructs being assessed. Under Intelligence tests, the leading theory in the test is to test the ability to make generalities. Learning at an individual level is established; a person can know and not (Kate & Christopher, 2020). The standard idea in learning using the intelligence test is to distinguish an employee's capa...