The assessment of staff in an organization

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The assessment of staff in an organization

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Abstract

In recent years, companies have realized the importance of staff because they represent the true wealth of the latter. Indeed, recruitment and more generally the management of human resources prove to be a major issue for businesses as it participates positively to the success of the company. It is thus essential to achieve an efficient manpower and resort to proper methods of evaluating potential candidates. In this presentation, we will look into the assessment and the different methods that exist for this purpose. The evaluation methods often vary from one company to another, according to its financial and human resources, its objectives, corporate culture, its size, its overall policy, etc.

Introduction
Staff evaluation
1. Definition of evaluation
2. The objectives of the evaluation
3. Successful assessment
The different methods of evaluating staff
1. The assessment interview
2. The course of the assessment
3. Timing of assessment
4. 360 degree feedback
5. Objectives
6. Reasons for the feedback
7. Means of getting the feedback
8. Timing of feedback
9. Assessment center
10. Reasons for the assessment center
11. Method of evaluation
12. The tools used
Conclusion

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[...] The evaluator will: Allow the employee to undertake an appropriate mode of assessment (by questionnaire, guide, etc) Analyze the job and develop a competency framework for defining knowledge, know-how and life skills. Define competencies and professional characteristics that will be the basis of the evaluation The course of the assessment The interview should allow employees to move on professionally and contribute to achieving the objectives of the work team, department and more broadly of the institution. Therefore it is necessary to have several steps to address during the interview. [...]

[...] Means of getting the feedback The process of setting up a 360 feedback is effective in several stages: Provide employees with the purpose and mode of operation of the system. Sensitize participants to the importance of 360 feedback. Develop a questionnaire. Conducting evaluations. Monitoring and implementation of progress of plans. Timing of feedback It is necessary to have a frequency of two years to conclude this type of exercise. It allows employers to build solid progress plans. c. The Assessment Center The Assessment Center is an Anglo-Saxon method of evaluation. [...]

[...] The need for the assessment interview The annual maintenance assessment is in fact an exchange that allows the employee to take stock of past one year of work, to validate whether to continue in his current post, setting future goals and decide on corrective actions to be taken up and the training programs that need to be implemented. How to assess? The annual appraisal interview takes at least an hour and a half and must be conducted in an atmosphere that is conducive to reflection and listening. [...]

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