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Assessment center — Assessment center (AC)

Posted: Sun Dec 22, 2024 9:35 am
by Mimakte
Types of tests for HR managers:

professional - analyze the level of management competencies;

psychological - aimed at studying personal criminal codes;

Tests and business games demonstrate management competencies through practical tasks.

These types of assessment are widely used in selecting managers at all levels, their assistants, creating a personnel reserve and improving administrative processes. In general, complex testing methods are used to analyze the competencies of management personnel, which allow several aspects to be certified simultaneously: motivation, mental abilities and personal qualities.

Management Potential Tests

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To create assessment tests, the company may taiwan mobile phone number example involve specialists from the HR department and other departments. It is necessary that the product be standardized, reliable, and valid. An error or incorrectness in the formulation of tasks may lead to the test being unsuitable for adequately assessing management qualities.

In personality tests, it is essential to exclude questions that touch on private matters or habits - this may violate human rights. Subjects should be clearly informed about the purposes of the study and how the information collected will be used.

To assess the situation correctly, it is recommended to use testing methods created by psychologists or experts in the field of human resources management, which are adapted to the specifics of a given business.

Benefits of testing:


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Ensuring equal conditions for all participants: each subject is faced with an identical set of questions, which eliminates any advantage or inequality.

Saving time. An interview can take from 30 to 90 minutes, an expert assessment or assessment center takes from hours to three days or a month. Tests take 25-90 minutes.

Elimination of the human factor: HR specialists and other experts do not participate in the online study, which minimizes the possibility of subjective influence on the results.

Simplifying the work of the HR department: Automating the process reduces the time needed to prepare and evaluate tests and helps ensure prompt feedback.

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What to do after assessing management competencies
Following this, it is necessary to generalize the results: to determine which weaknesses and strengths are most often identified as a result of tests and surveys.

It is important to focus on developing the capabilities that have been identified: they are what make a leader truly outstanding and unique. It is worth considering ways to increase the effectiveness of your key skills.

Let's look at the example of Gennady, a project manager. He realized that his strength was building a team where each member felt at home, was motivated, and understood the direction of personal development. Wanting to develop this skill, Gennady began to establish contacts.

What to do after assessing management competencies

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He contacted the head of a large IT company, shared his skills and asked for recommendations on the way forward. In response, he was offered to organize a new team to develop and promote a mobile application from scratch.

There is no need to focus on weak skills if they do not affect your work. It is only worth focusing on them if they hinder your professional development. Let's look at this using English as an example:

There is no need to worry about poorly developed skills. If a skill is weak, it's time to improve it.
I've been wanting to improve my English for a long time, so I should sign up for a language course. It will make me a more effective manager, allowing me to discuss foreign TV series with the team Next year we plan to start working internationally, and I need to improve my English to successfully interact with colleagues from other countries.
Sometimes a particular skill needs improvement, but the manager may be focused on other tasks. In this case, it is useful to seek help from a person who can compensate for the underdeveloped skills.

Gennady, the head of the programming team, realizes that his expertise in writing code has given way to management responsibilities.

Now his main task is the strategic development of the group. Recognizing his new position, he promotes Innokenty to deputy, which gives him the opportunity not only to program, but also to evaluate the work of other developers. This is critical to getting the feedback needed for the team to work effectively.

Recognizing your weaknesses is a key moment in self-development. Every person has them, and this is absolutely natural.

Career consultants, HR specialists, managers or career guidance specialists use the analysis of strengths and weaknesses to create an individual development plan. In this plan, they formulate recommendations for improving competencies and skills.

The roadmap comes in a variety of formats: a presentation, a Google Docs document, or a Kanban board like Kaiten, which is ideal for planning tasks and deadlines. The plan includes a variety of activities: training programs, courses, and networking opportunities.

What to do after assessing management competencies

Source: shutterstock.com

A typical situation for newcomers to management: they have not yet learned how to manage a team and must master these skills. Having analyzed their personal skills, the new leader sets a deadline, for example, six months, during which they must undergo training in managing a team and themselves, establish work processes, and gain practical experience.

Breaking down the development plan into quarters makes the dynamics more visible. When it is formed for a year, the tasks may seem daunting, and it is easier to put them off. This is similar to the university experience with the thesis: although they give it a year to write, most students start it in the last month.

In large companies, reviews occur every six months. Managers can request a review of their level and salary; doing this more often is not advisable. The processes of evaluation, analysis, development of development paths, improvement of strengths and eliminatio