Answer to Question 1
Answer: Cognitive tests are tests of general intellectual abilities. They measure not a single trait but rather a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability. Psychologists often call such tests aptitude tests, since they purport to measure aptitude for the job in question. Consider the Test of Mechanical Comprehension which tests applicants' understanding of basic mechanical principles. This may reflect a person's aptitude for jobslike that of machinist or engineerthat require mechanical comprehension. The work sampling technique tries to predict job performance by requiring job candidates to perform one or more samples of the job's basic tasks. Work sampling has several advantages. It measures actual job tasks, so it's harder to fake answers. The work sample's contentthe actual tasks the person must perform is not as likely to be unfair to minorities. Designed properly, work samples exhibit better validity than do other tests designed to predict performance.
Answer to Question 2
Answer: A management assessment center is a 2-3 day simulation in which 10-12 candidates perform realistic management tasks under the observation of experts who appraise each candidate's leadership potential. Typical simulated exercises include 1) the in basket, 2) leaderless group discussion, 3) management games, 4) individual presentations, 5) objective tests, and 6) the interview. These centers can be used for promotion and development purposes as well as for selection.
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