The main idea of this tool is that a specialist is assessed not only by managers, but also by his colleagues, subordinates, and employees of related departments. As a result, a rating of characteristics is compiled, which depends on the professional specifics: thus, for a management specialist, this is communication skills, for a logistician, the ability to quickly organize routes and make decisions.
Usually, the survey is anonymous, only the level of interaction is indicated - colleague, subordinate, superior. The assessment uses a point system, after which the average value is calculated for each competence.
If partners, clients, and other parties join the questionnaire, this is the “540 Degree Method”.
Assessment center
An approach that involves overseas chinese in uk data a comprehensive assessment using complementary verification methods. It is aimed at both analyzing competencies and identifying psychological and professional characteristics of employees. The scientific community is of the opinion that this method is one of the most accurate and reliable today. It is also mentioned in the "Russian Standard of the Assessment Center" and in international regulatory documents.
Assessment center
Source: shutterstock.com
Often, the method is used by third-party experts or in-house HR specialists who have undergone special training. If there is a risk of bias, it is recommended to involve independent analysts from outside. If the business requires unique competencies from employees, the work should be entrusted to the internal HR service, since it can be difficult to find suitable external contractors.
Evaluation of personnel efficiency using the assessment center methodology requires special skills from the person who will conduct it. Such a specialist must:
be able to track the behavior of participants;
provide the most detailed description of processes;
categorize behavior;
assess core and related competencies;
provide timely feedback to participants.
The assessment process usually includes 3 main stages: business games, interviews, testing. The largest amount of information can be collected from simulated situations: they allow you to determine not only the specialist's competencies, but also the degree of his ability to work in a team, the level of communication skills, leadership qualities.
Evaluation also occurs during feedback sessions, during which we examine how the employee perceives criticism, how he reacts to information from experts (what form of presentation is closer to him), and how he relates to the opinions of outside professionals.
Thus, this entire process contributes not only to the analysis of the employee's abilities, but also to the formation of his detailed psychological portrait. The collected data can be u