How frequently do you use psychological assessment tools in your Organization? (for example for recruitment and selections purposes, competency assessment for training and development purposes or employee satisfaction assessment)
- Sometimes
- When considered necessary – in partnership with external companies that specialize in this domain
- Every time we think it will be useful
- Never
Is it fair to say that those that are responsible for people management in the companies want to make the best possible decisions when it concerns their most valuable asset – their employees?
Let’s look at the task of those responsible for people management: acquiring, developing and retaining talent in alignment with company needs and overall strategy. Pretty straightforward right? Maybe, but not necessarily an easy task.
The demands on those concerned with people management are also growing and becoming increasingly challenging. These people are asked to provide employees with the best work conditions possible, assuring high levels of motivation and satisfaction while at the same time with stronger financial restrictions. On the other hand employees are also becoming demanding in their search for professional and personal balance, constant self-development and financial compensation that meets their expectations.
So how do those responsible for people management tackle this complex task?
Nowadays we understand the importance of making decisions based on data. So any cost-effective tools that contribute to more efficient people management are an advantage. This is where psychological assessment tools can help.
In your company do you use assessment tools during your recruitment and selection process? When last have you evaluated the level of employee satisfaction with a scientific valid questionnaire? When it comes to employee development do you use psychological tools to assess current competency levels to determine the gap between existing and ideal levels?
Just like a doctor uses medical exams to diagnose physical symptoms those that analyse and study human behaviour can use psychological tools to diagnose existing symptoms in a dysfunctional system or for preventive measures.
For example, the scientific validated psychological tool Reiss Motivation Profile® can help people managers understand which are their employees’ true values and motivations. This tool can be used for several purposes, such as helping one determine who aspires to leadership positions or supporting team management as it provides a report stating each individual’s basic needs and motivations providing each team member with the insight to better understand and communicate with each other.
We can help facilitate the growth and prosperity of your people and company as whole.
