Dear Team,
I am trying to showcase the Assessment Centre process as one of the best practices within my organization at the Annual HR meet. Since it's a highly valid tool for conducting Leadership Assessment, I need your help to understand what other tools are available in the market that serve this purpose. 360-degree feedback could be one, and Psychometric assessments could be another.
What other methods are in use? I await your response.
Thank you.
From India, Mumbai
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I am trying to showcase the Assessment Centre process as one of the best practices within my organization at the Annual HR meet. Since it's a highly valid tool for conducting Leadership Assessment, I need your help to understand what other tools are available in the market that serve this purpose. 360-degree feedback could be one, and Psychometric assessments could be another.
What other methods are in use? I await your response.
Thank you.
From India, Mumbai
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Dear Aditi,
What is the nature of your industry? What is your finished product or service? Where is your company located? If you want to showcase the Assessment Centre process as one of the best practices, you need to prove how it will reduce costs and by what percentage it will reduce.
Regardless of the type of intervention, any HR initiative should reduce operational costs. If it does not reduce costs, then it is shallow or the implementation was faulty.
Please note that your superiors are interested in this aspect. Their primary goal is to reduce costs. In many organizations, HR is undervalued due to HR's inability to demonstrate how HR interventions lead to cost reduction. I hope this does not happen with you!
Thanks and all the best!
Dinesh Divekar
From India, Bangalore
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8036What is the nature of your industry? What is your finished product or service? Where is your company located? If you want to showcase the Assessment Centre process as one of the best practices, you need to prove how it will reduce costs and by what percentage it will reduce.
Regardless of the type of intervention, any HR initiative should reduce operational costs. If it does not reduce costs, then it is shallow or the implementation was faulty.
Please note that your superiors are interested in this aspect. Their primary goal is to reduce costs. In many organizations, HR is undervalued due to HR's inability to demonstrate how HR interventions lead to cost reduction. I hope this does not happen with you!
Thanks and all the best!
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Dear All,
I am planning to design and introduce game-based assessment tools for young talent acquisition within my organization. I request you to kindly let me know if there is any kind of certification available to learn the designing of tools. Also, please share the coordinates of the agency.
Thank you.
From India, Mumbai
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I am planning to design and introduce game-based assessment tools for young talent acquisition within my organization. I request you to kindly let me know if there is any kind of certification available to learn the designing of tools. Also, please share the coordinates of the agency.
Thank you.
From India, Mumbai
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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 a merit/demerit analysis of the new method of recruitment? Have you calculated the 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 the assessment center 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 for the abandonment of the discussion that you initiated?
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
In your second post, you have written that you wanted to introduce game-based assessment tools for young talent acquisition. However, have you done a merit/demerit analysis of the new method of recruitment? Have you calculated the 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 the assessment center 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 for the abandonment of the discussion that you initiated?
Thanks,
Dinesh Divekar
From India, Bangalore
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Leadership Assessment.xls
Assessment Methods in Recruitment, Selection & Performance A Managers Guide to Psychometric Test.pdf