Psychometric assessment originated with the armed forces, who needed to get the best possible recruits for the best possible outcome in times of great adversity. With the current financial crisis, media hype about recession and daily news of redundancies, one area where employers are not cutting back is that of performance assessments. After the last recession, many organisations ended up with employees covering two jobs. With current issues such as work related stress, increased employment legislation and the need for competitive advantage, there is no room for the luxury of more cuts. Employers are therefore ensuring that their people are in the best possible shape for a highly competitive future.
Having said that, employers are much more discerning about added value. This is provided through ease of use, ease of training and ensuring the tool used measures what the employers wants measuring and provides results that are easy to interpret. This could be through bespoke solutions, or through some of the newer tools that are easily accessible for line managers who often see the traditional tools as very academic, administratively burdensome and very much within the power of the HR function.
1 comments:
Very useful for recruitment and getting the right people but also very useful for coaching existing people to take on new roles, or for selecting the right people within an existing team for specific roles based ont their preferences and behaviours
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