The document discusses performance management using assessments. It outlines identifying star performers and their development needs to groom future leaders. It also discusses using assessments to identify employees' strengths, weaknesses and training needs to develop leadership pipelines. The benefits of the Ma Foi CAT assessment module are described, including person-job fit, competencies, talent potential and leadership style. A range of assessment and development offerings are listed such as psychometric testing, 360 degree feedback and various personality and ability tests.
Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.
PM is also known as a process by which organizations align their resources, systems and employees to strategic objectives and priorities.[1]
Soft skills improvement is perceived as something intangible and doesn’t demonstrate increased results immediately. It can be labor intensive to observe each employee who is trained for different skills. To measure these skills correctly, it takes an unbiased professional to evaluate the behavioral changes. To develop effective measures of soft skills training, it is important to understand some of the drivers for implementing these programs in the first place. Many organizations implement soft skills programs to drive the professional development and growth of their employees. Organizations may identify key values and/or competencies and then build a training program to instill the values within their participants. In this session, we’ll discuss developing a plan for ROI to effectively measure the program and deliver quantifiable metrics to the organization.
Join us for this complimentary TICE Virtual Conference session. Your host, Julie Kirsch, director of program development at CohnReznick, will explore the challenges of measuring soft skills training, discuss how soft skills impact the business performance and strategies, and the various approaches that can be used to measure the program(s).
Nonprofit organizations that invest in talent-focused succession planning are better positioned to manage organizational challenges and changes. An effective Succession plan assures the recruitment of top-notch talent, effective development of critical skills and knowledge, and adequate preparation for advancement or promotion to other roles. This webinar, hosted by Irene Cruz, Client Success Manager at Cornerstone OnDemand, is the conclusion to a special two-part series on best practices in Succession Management for nonprofits.
How to Leverage Assessments for Employee Promotion Workforce Group
Why should organisations use assessment for employee promotion, and how effective are your yearly performance reviews?
Employee promotion is one of the integral aspects that organisations cannot ignore. When an employee gets promoted, they typically receive a new job title, more duties, a raise in pay, and other perks.
To promote the right employees in your organisation, you need to go beyond subjective and biased judgement to using more objective and reliable means like assessment. By exploring modern methods for performance review, you can save your company money, significantly improve its bottom line and scale your advantage in the marketplace.
Reviewing your employee performance is one way to keep them, boost their morale and fill the gap in your organisation. Employee appraisals offer performance measurements that form the basis of employee compensation decisions.
They are an excellent tool for identifying high performers and achievers whose efforts deserve rewards and recognition.
In this deck, you’ll learn in-depth strategies and insight on how to promote the right people to fill critical roles in your organisation
You’ll also learn:
1. How to validate your end-of-year promotion and appraisals
2. Modern methods of Performance appraisals
3. Effective assessments you can use to promote right
4. Employee promotion and its benefits to your organisation
Leadership Assessment - Guide Railing Your Talent Path - InspireOneInspireone
A strong holistic leadership assessment process is
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and consistently shows a more accurate prediction
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Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
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Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner. Performance management can focus on the performance of an organization, a department, employee, or even the processes to build a product or service, as well as many other areas.
PM is also known as a process by which organizations align their resources, systems and employees to strategic objectives and priorities.[1]
Soft skills improvement is perceived as something intangible and doesn’t demonstrate increased results immediately. It can be labor intensive to observe each employee who is trained for different skills. To measure these skills correctly, it takes an unbiased professional to evaluate the behavioral changes. To develop effective measures of soft skills training, it is important to understand some of the drivers for implementing these programs in the first place. Many organizations implement soft skills programs to drive the professional development and growth of their employees. Organizations may identify key values and/or competencies and then build a training program to instill the values within their participants. In this session, we’ll discuss developing a plan for ROI to effectively measure the program and deliver quantifiable metrics to the organization.
Join us for this complimentary TICE Virtual Conference session. Your host, Julie Kirsch, director of program development at CohnReznick, will explore the challenges of measuring soft skills training, discuss how soft skills impact the business performance and strategies, and the various approaches that can be used to measure the program(s).
Nonprofit organizations that invest in talent-focused succession planning are better positioned to manage organizational challenges and changes. An effective Succession plan assures the recruitment of top-notch talent, effective development of critical skills and knowledge, and adequate preparation for advancement or promotion to other roles. This webinar, hosted by Irene Cruz, Client Success Manager at Cornerstone OnDemand, is the conclusion to a special two-part series on best practices in Succession Management for nonprofits.
How to Leverage Assessments for Employee Promotion Workforce Group
Why should organisations use assessment for employee promotion, and how effective are your yearly performance reviews?
Employee promotion is one of the integral aspects that organisations cannot ignore. When an employee gets promoted, they typically receive a new job title, more duties, a raise in pay, and other perks.
To promote the right employees in your organisation, you need to go beyond subjective and biased judgement to using more objective and reliable means like assessment. By exploring modern methods for performance review, you can save your company money, significantly improve its bottom line and scale your advantage in the marketplace.
Reviewing your employee performance is one way to keep them, boost their morale and fill the gap in your organisation. Employee appraisals offer performance measurements that form the basis of employee compensation decisions.
They are an excellent tool for identifying high performers and achievers whose efforts deserve rewards and recognition.
In this deck, you’ll learn in-depth strategies and insight on how to promote the right people to fill critical roles in your organisation
You’ll also learn:
1. How to validate your end-of-year promotion and appraisals
2. Modern methods of Performance appraisals
3. Effective assessments you can use to promote right
4. Employee promotion and its benefits to your organisation
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A strong holistic leadership assessment process is
the backbone of a sustainable leadership pipeline
and consistently shows a more accurate prediction
of likely job performance
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
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3. Performance Management Needs
Identification of star performers
• To identify high potential employees/star performers from various managerial levels
in order to groom them for leadership positions in the future
• To incorporate an assessment process which is scientific, standardized and fair so
as to demonstrate credibility of the process and gain confidence of all related
stakeholders
Leadership development
• To identify the strengths and weaknesses of key employees and to identify their
development needs so as to plan and implement focused developmental initiatives
• To develop a robust and sustainable leadership pipeline, so as to enable the
organization to effectively pursue and achieve its business objectives
4. Talent Management
--- Benefits of the Ma Foi CAT module
Person-Job Fit
Know the “percent match” and access narrative descriptions of personality-based similarities and differences
between the job profile and the test taker.
Person-Job Fit Matrix
Evaluate assessment results compared to multiple job profiles at your organization using “percent match” to
make post-hire assignments as well as placement decisions with current employees.
Client-Specific Competencies
Identify specific competency strengths and limitations that can be used as a starting point for training needs
identification and development at your company.
Talent Potential
Identify current and future star performers through commonly desired talents such as sales potential,
leadership potential, and creative potential.
Leadership Style
Get to know your future leaders so you can make better placement decisions, ensure that their style
matches an assignment or team, and provide them with an awareness of how their style will be perceived by
others.
Big 5 Narrative Detail
Gain deeper insights into an employee's expected behaviors, motivators, and interpersonal style through
interpretive information that describes the employee's tendencies along the Big 5 Global Factors.
6. Assessment Service Offerings :
Psychometric Testing through world renowned tools and international alliances
Counseling / Coaching / Feedback assignments
Assessment & Development Centers
Competency Mapping
In House/Public orientation and certification programs in 16PF.
Job Profiling and Person-Job fitment Study
Team Building Assignments/Leadership Development Workshops
Organization Climate Study
Behavioral Interviewing Skills Workshop
Competency based Interviewing Skills Assignment
360 Degree Competency based Assessment and Feedback
Competency Assessment Technique – CAT module **new
7. From IPAT stable
16 Personality Factors (PF) Test
• Developed by Dr. Raymond Cattel in 1949
• Owned by IPAT (Institute of Personality & Ability Testing) in the US & OPP
in UK
• Translated into more than 40 languages world-wide
• 6 different reports of the same person can be generated
• High Reliability & Validity
• Reliability Index of 0.85
• Established validity Indices
• 5th and Latest Edition represented solely by Ma Foi in India
8. Wide variety of Testing tools
PSL Range of Tools:
Personality Assessment Tools
Occupational Personality Inventory (OPI)
Rapid Personality Questionnaire (RPQ)
Function Based Personality Assessment
Customer Service Questionnaire (CS7)
Advanced Sales Questionnaire (ASQ)
Others
Motivation Questionnaire (MQ)
Infinity Series
9. EBILITIES – GMA
- Measuring General Mental Ability
The GMA test is a self-administered, timed test that uses abstract designs, shapes, and
colors to help measure general ability. The GMA IQ score helps estimate an individual's
general intellectual ability and the 5 subtest scores provide additional information about
the individual's performance.
• Self-administered, 15-25 minute, different timed test for different levels.
• Administered individually or with groups.
• Highly correlated with other intelligence measures, the GMA test helps provide
convenience without sacrificing quality.
• The nonverbal format helps overcome language, cultural and educational barriers,
making it useful with diverse populations.
• Requires less training for administrators than many other general abilities tests.
10. Other Tests cont …..
• MBTI
• Firo-B
• Belbin Team Analysis
• Emotional Intelligence Test
• Executive Profile Survey
• Comprehensive Abilities Battery – Series of Aptitude tests
• Creativity and Strategic Innovation test modules
14. Advantages of
To the individual:
Helps individuals to understand how others
perceive them.
Uncover blind spots
Quantifiable data on soft skills
To the team:
Increases communication
Higher levels of trust
Better team environment
Supports teamwork
Increased team effectiveness
To the organization:
Reinforced corporate culture by linking survey items to organizational
leadership competencies and company values
Better career development for employees
Promote from within
Improves customer service by involving them
Conduct relevant training
15. 360 Deg. Competency Assessment
-- Ma Foi Leadership Benchmark
Assessing existing and aspiring managers on their Leadership qualities
Features:
By implementing the Leadership Benchmark™ managers will be able to:
1. Gain feedback on how well they have established the four leadership conditions with the people they
must lead and influence.
2. Develop a personal leadership plan to address each of the four leadership conditions, i.e. how they will
establish: A shared understanding of the environment in which the organisation is operating
A shared sense of direction
A shared set of values and a feeling of team
A shared feeling of power
3. When completed a second time, track progress in each of the four areas.
This tool can be used to help;
(1) improve leadership effectiveness
(2) effect change in the organisation and/or
(3) initiate a specific training or development program.
16. 360 Deg. Management Competency Assessment
-- Ma Foi Management Skills Inventory
This tool help in Assessing skills of frontline and mid level managers
Tool Assesses the following skills :
Communicating Making Decisions
Resolving Conflict Managing Change
Developing Staff Serving Customers
Measuring Results Negotiating
Planning Handling Pressure
Delegating Motivating Staff
Maintaining Systems and Procedures
Interviewing
Influencing Others
Solving Problems
17. 360 Deg. Management Competency Assessment
-- Ma Foi Management Competency Assessment
Feedback on 5 different areas;
Setting Goals and Performance Standards
Coaching
Assessing Performance and Providing Feedback
Providing Recognition and Rewards
Managing for Continuity of Performance
Each of the 5 areas tests on 10 different behaviors, totally 50 behaviors managers get feedback
on.
Assessing Managerial effectiveness targeting mid level managers
18. Advantage
innovative testing service provides you with several advantages:
• Competency Based Selection
• Placement in the right role
• Identification of star performers early in their career
• Promotion / Potential analysis
• Special Training
• Competency Gap Analysis
• Diagnosis of Developmental needs (Development Centers)
• Cost effective solutions compared to other vendors
19. For More Information :
Kindly get in touch with me for more information :
Ajay Venkatesh
Consultant – BD
ajay.venkatesh@mafoi.com
919890808848 | 022 - 67232194