Which Talent Assessment is Best?
I often hear HR professionals ask: “What tools do you recommend to accurately assess the talent in our organization?” Choosing the right talent assessment is critical to making sound hiring, development, and promotion decisions. Without this information, decisions can only be based on partial information, personal preferences, or the opinions of others.
As a rule of thumb, I recommend that organizations rely on more than one assessment for critical talent decisions, such as hiring a key player or promoting an executive. The right combination of assessment tools provides a more comprehensive view of the candidate. This approach can remove bias and the “halo effect” in some individuals, and reveal flaws or limitations that were not previously apparent.
The ideal suite of assessments will provide reliable information on the candidate’s track record, pattern of behavior, management style, competency profile, and potential for greater responsibilities. A complementary set of assessments includes some the following tools:
Tags: educational leadership, leadership assessmentRelated posts
Using Assessments As a Basis For Leadership Development Training
To maximize the development of your team’s leadership skills you need to know the capabilities of each member on your team. All too often companies will have a one size fits all to leadership development training rather than target training for leadership to the specific needs of an individual. One way to get a snapshot of the skills of your team members is to utilize an assessment.
Assessments offer feedback that can help you determine what leadership skills a person has and what leadership skills that need to be further developed. There are a variety of assessments that can be used to assess the leadership skills and abilities of your team. Let’s review one of the best assessment tools, the 360 degree feedback assessment.
The 360 degree feedback assessment gives you viewpoints of other people who interact with the person being assessed. Just as the name implies, you want to get feedback from individuals who are subordinate, superior, peers, customers, etc of the person being assessed. In other words, you are getting a well rounded view of the person based on other people’s perspectives. This information is valuable because as the old saying goes: “perception is reality.” No matter what the person being assessed my think the reality exists in what others think.
There are a couple of things to keep in mind to make a 360 degree assessment successful. First, your organization needs to have a culture of being candid. Being candid is vital to getting good feedback. If people are just going to tell you what they think you want to hear then your feedback is not worth the paper it’s printed on. The second thing to keep in mind is to assess items that are pertinent to the job and items that you are willing to do something about. This makes the assessment meaningful and people feel they are contributing to something that is beneficial.
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Educational Leadership in the 21st Century
Education plays a unique role right from the birth of humanity in its onward journey. In the background of the emerging global country of 21st century, education has incomparably challenging roles to play. The ‘global family’ becomes a close -knit community, minimizing and eliminating geographic, ethnic, linguistic, cultural, economic and all other barriers and the role of education has to undergo a conspicuous change. At this era of reconstruction and redefining, the very concept of education has to be reconstructed, redefined and modified assimilating the good elements of the past and discarding the bad ones. In fact, the basic concept of education remains intact in its mission but pedagogy and methodology have to be reviewed. That is what T.S Eliot said, “It is in fact a part of the function of education to help us escape, not from our own time — for we are bound by that — but from the intellectual and emotional limitations of our time.”The educational leadership in this century is endowed with the noble role of managing these changes in an effective and appropriate manner.
The most important challenge of education is to keep pace with the knowledge society. The knowledge and information evolve, develop and are acquired at an alarming speed. The educational leadership has to help the institution encompass the exploding growth of knowledge lest it would remain obsolete. This emphasizes the education being technologically up to date and scientifically exploring. This paradigm shift is due to the giant leaps in communication and information technology that can be manipulated as an asset rather than a challenge. Thus, the real concern in education today lies in the effective management of this complex phenomenon. Therefore, the academicians need to be dynamically ultra paced in the pedagogic process.
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