Dear Team
I am trying to showcase Assessment Centre process as one of the best practices within my organization in the Annual HR meet. Since its a highly valid tool to conduct Leadership Assessment, I need your help to understand what other tools are available in the market that serves this purpose. 360 degree feedback could be one, Psychometric could be another.
What more methods are in use? Awaiting revert
From India, Mumbai
I am trying to showcase Assessment Centre process as one of the best practices within my organization in the Annual HR meet. Since its a highly valid tool to conduct Leadership Assessment, I need your help to understand what other tools are available in the market that serves this purpose. 360 degree feedback could be one, Psychometric could be another.
What more methods are in use? Awaiting revert
From India, Mumbai
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Dear Aditi,
What is the nature of your industry? What is your finished product or service? Where is your company located? If you wanted to showcase Assessment Centre process as one of the best practices then you need to prove how it will reduce some cost and by what per cent it will reduce.
Irrespective of the type of intervention, any HR intervention should reduce the operational cost. If it does not reduces the cost, then it is shallow or implementation was faulty.
May it be noted that your bosses are interested in this jargon. Their sole aim is to reduce the cost. In many organisations HR is not valued because HR's inability to translate introduction of HR intervention into cost reduction. Hope this does not happen with you!
Thanks and all the best!
Dinesh Divekar
From India, Bangalore
7840What is the nature of your industry? What is your finished product or service? Where is your company located? If you wanted to showcase Assessment Centre process as one of the best practices then you need to prove how it will reduce some cost and by what per cent it will reduce.
Irrespective of the type of intervention, any HR intervention should reduce the operational cost. If it does not reduces the cost, then it is shallow or implementation was faulty.
May it be noted that your bosses are interested in this jargon. Their sole aim is to reduce the cost. In many organisations HR is not valued because HR's inability to translate introduction of HR intervention into cost reduction. Hope this does not happen with you!
Thanks and all the best!
Dinesh Divekar
From India, Bangalore
Dear All
I am planning to design & introduce game based assessment tools for young talent acquisition within my organisation. Request you to kindly let me know if there is any kind of certification available to learn the designing of tools. Also share the coordinates of the agency.
Thank you
From India, Mumbai
I am planning to design & introduce game based assessment tools for young talent acquisition within my organisation. Request you to kindly let me know if there is any kind of certification available to learn the designing of tools. Also share the coordinates of the agency.
Thank you
From India, Mumbai
Dear Aditi,
In your second post, you have written that you wanted to introduce game based assessment tools for young talent acquisition. However, have you done merit/demerit analysis of the new method of recruitment?
Have you calculated time spent in hiring young members? How much time is spent per recruitment? What is the cost per recruitment? Will this new method require spending additional time and money? If yes, do you have sufficient manpower and resources to do that? Will your management give sanction to do that?
Feedback on your past post: - You had raised a post on assessment centre about two months ago. In reply, I had raised certain questions. However, there was no reply from your side. Can members of this forum know the reasons of the abandonment of the discussion that you initiate?
Thanks,
Dinesh Divekar
From India, Bangalore
In your second post, you have written that you wanted to introduce game based assessment tools for young talent acquisition. However, have you done merit/demerit analysis of the new method of recruitment?
Have you calculated time spent in hiring young members? How much time is spent per recruitment? What is the cost per recruitment? Will this new method require spending additional time and money? If yes, do you have sufficient manpower and resources to do that? Will your management give sanction to do that?
Feedback on your past post: - You had raised a post on assessment centre about two months ago. In reply, I had raised certain questions. However, there was no reply from your side. Can members of this forum know the reasons of the abandonment of the discussion that you initiate?
Thanks,
Dinesh Divekar
From India, Bangalore
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