Assessment: Putting the right people in the right places.
Updated: Sep 18
Organizations abound with diverse talents and capabilities, and these talents and skills vary in quantity and type from one person to another. Measuring these skills helps organizations to employ talented employees in appropriate roles, and this is a breakthrough that may be the beginning of sustainable success.
From the beginning, knowing the human being is one of the foundations of building civilizations, and Assessment in its essence helps us to understand people to put them in the right places.
Assessment is an added value to organizations, as it would improve them in terms of the quality of human resources decisions, and the quality of the employees themselves by knowing the capabilities of the employees and thus developing them to achieve the objectives of entities and individuals alike. In this article, we will learn more about Assessment, its added value, and its benefits to organizations.
What is Assessment?
Assessment is the process of measuring the performance, skills, and competencies of employees. Organizations may design an assessment based on a specific role or according to the needs of the organization. Assessments can be used for potential or internal employees, with the aim of identifying talented people in the organization and identifying strengths and development points at the leadership and non-leadership levels, as well as for promotions, job succession, and a number of talent management processes.
Why do organizations need Assessment?
Organizations need Assessment to help them make objective decisions regarding human resources, for example:
Recruitment: Organizations use assessment with the aim of identifying the best candidates for the job.
Development: With the aim of identifying the strengths and development points of employees and working to develop them.
Promotions: With the aim of identifying the best candidates for promotion.
What are the benefits of Assessment?
Assessment has many benefits, including but not limited to:
Identify relevant employees with high skills (High Potential)
Scale down unconscious bias when making decisions regarding human resources.
Increase the quality of the employee experience through mentoring and professional development.
Reduction of time and costs of the choice.
The studies show that the result of wrong employment costs the organization 1.5 times the employee's annual salary.
What are the types of Assessments?
There are multiple types of Assessments, But the most important ones are:
Behavioral Assessment: measuring the behaviors and skills that all employees need to perform the work, for example, teamwork skills, and communication skills.
Psychometric Assessment: Measure the employee's technical knowledge and experience in the scope of his specialization and field of work.
Assessment processes, whether behavioral or psychometric, are used to determine competencies by measuring three specific elements that the employee needs to perform his work efficiently which are knowledge, skills, and behaviors.
What kind of organizations need assessment?
All organizations of different levels, objectives, and types need the Assessment process, as it helps in determining the level of professional skills (technical competencies), behavioral competencies, and personal patterns so that it provides the decision-maker with a better view of the employee and his suitability for the culture and goals of the organization.
When do organizations need assessment?
organizations need Assessment during different times of their existence, when hiring, during the redesign of the organizational structure of the organization, to assess competencies in the transitional period of departments or transitional periods of the organization itself. The timing differs according to the needs of each organization and the extent of its knowledge of its employees and the competencies it needs to achieve its goals.
Assessments have become a necessity at a time when there are many skills and talents, and there are many work requirements and performance measures. Through Assessment, decision-makers can know more about human resources and thus make fair and fruitful decisions that are in the interest of the organization and the employee alike.