Organizational, Employee and New Hire Assessments:
     How to Make These Tools for Success Work for You
            ...


    •   What the organizational culture presently supports and what will need
        to change
    •   What vision your...


potential to learn and think
Personality – characteristics, job fit
Integrity – honesty, attitude toward theft, drugs, e...


    •   Encourage employees to assume greater responsibility.
    •   Provide a basis for periodic salary adjustments.
 ...
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Organizational, Employee and New Hire Assessments: How to Make These Tools for Success Work for You

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Organizational, Employee and New Hire Assessments: How to Make These Tools for Success Work for You

  1. 1. 
 Organizational, Employee and New Hire Assessments: How to Make These Tools for Success Work for You By Rex Gatto, Ph.D. INTRODUCTION The first quarter seems to bring with it organizational reassessment, that is opportunities to assess products, services, and current employees, and the opportunity to hire new ones. Given that, it should also be a time to put every organizational product, service and employee on trial for its life, and to examine from a systems point of view what is supported in your organization. Without question, 2009 was one of the more brutal years in the labor market in a very long time. However, in this past year, hires totaled 59.4 million (Bureau of Labor and Statistics). Even during this recession, there are still millions of people being hired. Assessment helps organizations find the right fit for both new hires and current employees, thus decreasing turnovers and increasing productivity and profitability. Three categories of assessment tools to assist in an organizational systems examination: An Organizational Assessment, an Employee Assessment, and a Pre-employment Hiring Assessment. These Assessment Tools can be broken into two separate functioning units: Tests and Inventories. Tests have either right or wrong answers (2+2=4) that do not change; they are either correct or incorrect. Inventories, in contrast, have no right or wrong answers because the purpose is to identify characteristics, preferences, or mannerisms a person may have. ORGANIZATIONAL ASSESSMENT An organizational assessment (test or inventory) can be utilized to create a new understanding of the synergy within your organization. From a systems approach, the following can be ascertained: • How the development or change impact the individuals and the organization • What the present and new levels of competence are that people will need to demonstrate 750 Washington Road • Suite 14 • Pittsburgh, PA 15228 • 412-344-2277 Fax: 412-344-3828 • E-mail: rex@rexgatto.com • www.rexgatto.com 

  2. 2. 
 • What the organizational culture presently supports and what will need to change • What vision your Champion Leader created • How well the organizational teams creatively support the present needs while exploring new possibilities Organizational assessment can give great insight into how the above points are perceived and understood throughout the organization. PRE-EMPLOYMENT ASSESSMENT Pre-employment assessments (test or inventory) have become more prevalent in recent years, especially given the ease of completing assessments via the Internet. Prospective employees no longer have to travel to the job locale for initial testing: candidates can be weeded out at much less cost to the company by taking assessments online. Generally the online assessments (or pencil and paper if appropriate) are used to measure a person’s: • Knowledge • Skills • Abilities • Other characteristics as needed Once job requirements from a job description have been written, a combination of assessments can be chosen to identify how a candidate might or might not fit a given job. It is advisable to use assessments that are valid and reliable predictors of success in a job position: you need to be aware of which assessments measure what, and which create the predictors of success in a specific type of job (i.e., sales, management, manufacturing, administrative, etc.). Many assessments are available to HR personnel to assess a candidate and support a better understanding of her/his knowledge, relationship-building skills, team building, emotional quotient, and general skills and abilities. One of the most difficult aspects of this process, however, is to find that right combination that elicits the most appropriate information to render a successful job fit. Types of Assessments from which to Choose: Aptitude - knowledge and ability to apply skills (math, language, typing, reasoning, etc.) Cognitive Ability – analysis and solution of problems, drawing conclusions: 750 Washington Road • Suite 14 • Pittsburgh, PA 15228 • 412-344-2277 Fax: 412-344-3828 • E-mail: rex@rexgatto.com • www.rexgatto.com 

  3. 3. 
 potential to learn and think Personality – characteristics, job fit Integrity – honesty, attitude toward theft, drugs, etc. Psychomotor – coordination and manual dexterity Physical – capabilities (i.e., lifting) How to Integrate Pre-employment Testing into Your Own System These assessment process integrates quite easily into the processes most organizations already have in place. Once you have identified the leading candidates for the position in question, have them complete the assessments you have chosen based on your organizational culture and needs. After culling the information from the assessments and narrowing the list down to the top several candidates, bring these candidates in for an interview and ask customized questions designed from the assessment results. You can now make a knowledgeable decision, backed by not only personal interviews, but by a wealth of reliable data. EMPLOYEE EVALUATION AND APPRAISAL SYSTEM The key to the success of every organization is the performance of its employees. As a professional in a supervisory capacity, you serve an important role in the career and personal development of the staff under your direction. The process of assessing performance should foster open communication and create an environment that enhances the development of skills and the performance of the individuals involved. Feedback is one of the most powerful tools for supporting and improving an individual’s performance and increasing a company’s profitability. An effective evaluation and appraisal system should: • Improve the employees’ understanding of the job in relation to the organization’s standards and measure how well the employees are meeting these standards. • Link evaluations to the organization’s business objectives. • Motivate employees to want to improve. • Assist in the development of action plans for improvement. • Create ownership on behalf of staff members for their own career development. • Be both formal and informal. • Improve recruiting and retention of top performers. • Leverage employees’ strengths. 750 Washington Road • Suite 14 • Pittsburgh, PA 15228 • 412-344-2277 Fax: 412-344-3828 • E-mail: rex@rexgatto.com • www.rexgatto.com 

  4. 4. 
 • Encourage employees to assume greater responsibility. • Provide a basis for periodic salary adjustments. • Aid management in selecting the right people for promotion, transfer, and training. • Provide safeguards of objectivity and fairness in the assignment of personnel. People need to be educated and coached on providing meaningful feedback as well as receiving it. SUMMARY By utilizing our tools for success, pre-employment hiring assessments and an employee evaluation and appraisal system, an organization can strengthen its foundation with high quality hires and dedicated, productive and loyal employees. A good foundation brings you one step closer to building a great organization. Using the right tools builds success! Gatto Associates, LLC offers a full range of assessments, available online, that can be utilized to further target opportunities for development of professional skills. In addition, we offer workshops and coaching sessions on Giving and Receiving Feedback in the Workplace. Please call us for a free consultation regarding all of these tools for success. Contact me at (412) 344-2277 or email me through the website, www.rexgtto.com.
 750 Washington Road • Suite 14 • Pittsburgh, PA 15228 • 412-344-2277 Fax: 412-344-3828 • E-mail: rex@rexgatto.com • www.rexgatto.com 


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