Employee Assessments and Best Practices

Employee Assignments are systematic assessments of an organization’s employees. These employee assessments are used to identify the strengths, weaknesses, skills and knowledge required for the organization. These assessments play an important role in providing information for managers to effectively manage the human resources aspect of an organization. Below are five main types of employee assessments used in employee selection and employee performance management.

Structured Testing: Testing assessments are designed to determine an individual’s potential performance and suitability for employment. Structured testing assessments take candidates through a series of procedures, which help the employer determine their suitability for a position. These assessments are commonly used to screen out poor performance candidates. While pre-employment assessments take candidates through a background check, training and on-the job experience, structured testing assessments more systematically get at the core issues, such as skill and personality fit. The structured tests may also take candidates through a battery of psychological tests to measure their personality and intelligence to determine the level of their job suitability.

Behavioral Assessment & Questionnaire (BAQ): This type of assessment is conducted with the help of a panel of interviewers who ask questions about the candidates day-to-day activities, work performance and communication style. Answering these questions accurately can help managers determine what kind of employee would be good for the company. As the name implies, behavioral assessments and questionnaires have been proven to be effective in workplace performances among both new and seasoned employees.

Performance Management (PM) and Psychological tests: These two employee assessments are designed specifically for specific purposes. Performance management tests are designed to find out how employees handle tasks given to them. This kind of test can also determine the general efficiency of employees. Psychological tests, on the other hand, are designed to uncover problems in employees’ thinking processes and behavior. This type of test can also detect personality disorders or abnormal behaviors.

Employee assessments and practices are important tools that make the process of hiring and selection more efficient and effective. To ensure that they are implemented properly, however, companies should train their HR staff in the details of how each of these assessment and practice work. A great assessment strategy, therefore, consists of specific goals and guidelines.

All in all, employee assessments and best practices are tools that should be used to identify potential problems in employees as well as identifying the qualities and abilities of employees that are needed for a successful business. When done properly, employee assessments and best practices can lead to increased productivity, improved employee performance, and improved employee retention rates. By doing so, employers can ensure that their business has the best workforce it can have.