Human resources managers or departments may perform assessments to predict the future performance of employees. Certain assessments are particularly helpful when an individual is being considered as a candidate for an open position at a small business. Assessments may tell the company if the potential employee is capable of fulfilling the job and if she has the appropriate skill sets. Other assessments focus on the personality of potential and current employees and their motivation to get the job done.
Cognitive and Personality Assessment
The human resources manager or department of a small business may conduct cognitive tests to assess both knowledge and intelligence before extending a job offer to a candidate. The results of the tests may give employers a head’s up about whether or not the candidate has the intellectual capacity for the job. Test results may also show whether the individual’s personality traits match up with the job requirements. For example, an extremely introverted person may not be the best fit for a job that requires extensive client contact. The personality assessment may identify an individual’s strengths, as well as his potentially detrimental characteristics, in terms of the position.
To make sure a potential employee will fit in with the organization, a human resources manager may conduct a motivational inventory and an organizational assessment. The motivational inventory assesses what the individual wants, although motivation may shift over time. The idea is to find people whose motivational is in alignment with the goals of the organization. When this fit occurs, employees tend to achieve a high level of performance. Test results may also be used for career counseling when openings are available.
Evaluation According to Performance Standards
Clear job descriptions with specific performance expectations for each job help companies assess an employee’s performance. The human resources manager may be responsible for developing job descriptions and performance standards that are expressed in such terms as outcomes, quality, cost and quantity. Employees may then be subject to routine reviews by department heads or managers.
Organizational assessments take a look at areas of the company to find out what works and what doesn’t. These assessments are made to find out about the context in which individual employees do their jobs. Human resources looks at such things as organizational structure, workflow, outcomes and client satisfaction. The test results are used to find opportunities to enhance commitment and engagement on the part of the employee.