Once the script is complete, it's time to start the event itself. The host monitors the progress of the assessment, following clear instructions for each task: how to correctly formulate the problem, what details need to be clarified, how long each issue should be resolved, and so on.
The behavior of each participant is displayed by the observer approved for him in a special checklist, which lists significant behavioral indicators and tasks that contribute to their manifestation. Their number should be related to the number of employees being assessed. There should be no more than 2-3 participants per observer, otherwise there is a risk of presenting an incomplete picture.
In the case of remote assessment (this format is acceptable, but then the nuances of online interaction must be taken into account when preparing for the event), organizing observation is associated with fewer difficulties. Since the meeting is recorded and can be viewed again, it is possible to study in detail how a particular participant behaves at a certain moment, in what conditions behavioral indicators become noticeable.
Remote testing
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If the scenario involves role-playing chinese overseas europe data package games or interviews, a separate expert should be assigned to each participant. The expert provides personal support to the participant and guides his/her actions, after which he/she evaluates the employee in the checklist.
Formation of consolidated reports based on the assessment results
In conclusion, it is necessary to analyze the completed assessment forms and present a generalized description of each employee's competencies in the form of a table. Based on how many behavioral indicators were identified for each of the competencies, it is possible to draw a conclusion about the degree of its development in the employee and about problem areas that need attention to ensure progress.
Let's assume that when examining the "results orientation" competency, it is established that the employee persistently strives to achieve the goal, performs the work qualitatively and in full, but does not intend to increase the workload due to tasks that are not within his area of responsibility, because he is afraid of failure. At the same time, he has a desire to improve and, in addition, successfully passes the tests, which indicates that he has great potential.
It is important for the manager to involve this employee in collective decision-making, consult with him, give him assignments, ensure his participation in projects and at the same time expand his area of responsibility, conduct effective communication with him, highlight his valuable qualities and encourage his achievements.
At the end of the assessment center, a report is prepared for each participant, listing their key characteristics and giving instructions on how to work with them further. The report is used by the company when developing an individual employee development plan.
How to achieve multiple growth in traffic and sales from your website?
Alexey Boyarkin
Dmitry Svistunov
Head of SEO and Development
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