SELECTED ISSUES OF THE ASSESSMENT OF THE CREDITWORTHINESS OF ENTERPRISES

Modern models of creditworthiness testing are automated. By creating models, the aim is to objectify the process and reduce the time to issue a credit decision. There is a difference between the creditworthiness testing used by banks that often use credit scoring and companies from the FinTech sector which base their ability testing on complex algorithms that take into account the characteristics of the subject and person. Should be emphasized threats exemplified by the implementation of the program of the Chinese Social Credit System. It is based on a point social assessment that may have a direct impact on creditworthiness and in the future may be extended to the enterprises themselves. This leads to the surveillance of society. The purpose of this review paper is to discuss selected methods of assessing the creditworthiness of enterprises, used by institutions to reduce the risk of loan default. In addition, new directions of creditworthiness testing and examples of their application in Polish and foreign financial institutions will be presented

New frontiers in cognitive ability testing: working memory

Purpose Cognitive ability tests demonstrate strong relationships with job performance, but have several limitations; notably, subgroup differences based on race/ethnicity. As an alternative, the purpose of this paper is to develop a working memory assessment for personnel selection contexts. Design/methodology/approach The authors describe the development of Global Adaptive Memory Evaluation (G.A.M.E.) – a working memory assessment – along with three studies focused on refining and validating G.A.M.E., including examining test-taker reactions, reliability, subgroup differences, construct and criterion-related validity, and measurement equivalence across computer and mobile devices. Findings Evidence suggests that G.A.M.E. is a reliable and valid tool for employee selection. G.A.M.E. exhibited convergent validity with other cognitive assessments, predicted job performance, yielded smaller subgroup differences than traditional cognitive ability tests, was engaging for test-takers, and upheld equivalent measurement across computers and mobile devices. Research limitations/implications Additional research is needed on the use of working memory assessments as an alternative to traditional cognitive ability testing, including its advantages and disadvantages, relative to other constructs and methods. Practical implications The findings illustrate working memory’s potential as an alternative to traditional cognitive ability assessments and highlight the need for cognitive ability tests that rely on modern theories of intelligence and leverage burgeoning mobile technology. Originality/value This paper highlights an alternative to traditional cognitive ability tests, namely, working memory assessments, and demonstrates how to design reliable, valid, engaging and mobile-compatible versions.