The following types of HR tests exist for managers:
professional, where the level of management competence is determined;
psychological, with the help of which personal qualities are assessed;
tests, trials, business games, the results of which can be used to determine the level of development of competencies.
With the help of such research, top managers and their deputies are selected, a personnel reserve is formed, and the corresponding processes are optimized. Complex tests are used to evaluate the results of the manager's activities. In this case, several areas can be studied at once - motivation, personality, intelligence.
An organization can create how does cash app work assessment tests independently, involving specialists from the personnel selection and development department or other departments. It should be borne in mind that an incorrectly composed or incorrect task will lead to a waste of time. Personality tests should not contain questions that violate human rights. The respondent must also be informed of the purpose of the study and how the information obtained will be used in the future. In order for the assessment to be correct, it is better to use methods developed by psychologists or other specialized specialists taking into account the specifics of the business.
The benefits of testing include:
Equal conditions, since respondents are asked the same questions, and no one is given any preferences.
Saving time. An interview can last up to an hour and a half, an expert study, including the 360-degree method, up to thirty days, an assessment center – from several hours to 3 days. Depending on the type, structure of the survey and the level of the manager, it takes from 25 to 90 minutes to complete the tests.
Exclusion of the subjective factor in the assessment. When conducting online testing, such HR or other expert who may have personal preferences or antipathies to the respondent does not participate.
Tests simplify the work of an HR specialist. As a result of process automation, the time for developing tests and calculating results is reduced, and feedback is provided.
Evaluation of the manager's performance is one of the important components in the audit of the organization's personnel, since top management is responsible for its subordinates, and the successful functioning of the enterprise depends on it.
An event of this kind will only be useful if the key indicators are correctly defined and the purpose of the analysis is followed. It is important to keep in mind that assessing the performance of top management in terms of quality, volume and time does not always reflect the real picture, since the speed of completing various tasks is sometimes achieved due to the unique abilities of a person, and does not indicate that he is underloaded.
Each enterprise should develop its own algorithm for analyzing the effectiveness of top management. It is important that the process is open and accessible, which will allow solving issues in a constructive manner, planning further improvement of the quality of performance indicators.
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