MSG Team's other articles

9252 Experiential Training Methods

Experiential training is a whole body of training methods that are used to develop behavioural skills and physical abilities. Role playing, equipment simulations, games, on the job training (OJT), behaviour modelling, case analysis and computer based training are some of the experiential learning methods that can be used to deliver a training session. Experiential learning […]

9104 Elements of Creativity

Being creative is nothing but the passion of doing things differently and creating new and unique concepts and ideas. Individuals need to work on things which no one has attempted so far. Why do you always want to follow others? Thinking out of the box not only helps you reach innovative solutions but also makes […]

11060 Role of Attitude in Employee Relationship

The performance of an individual is largely dependent on the relation he/she shares with his/her colleagues. It is really important that individuals are friendly with their colleagues so that they can discuss several issues with each other and come to a conclusion best suited to all. No individual can perform alone. Tasks are accomplished at […]

10116 Knowledge Management in the Information Age

Knowledge Management Systems and the Internet We are living in an information age that is characterized by increasing information about everything and anything available anywhere and everywhere. In this context, knowledge management has to be done in a structured and organized manner if redundancies and information overload are to be avoided. The point here is […]

9753 Organizational and HRM Strategies for Virtual Workplaces and Remote Workforces

Why Work from Home is the Future and How we Should Get Used to It In a world gone digital due to the Covid 19 outbreak, corporates are now increasingly asking their employees to work from home as a means of following physical and social distancing. With the uncertainties surrounding a return to normalcy, or […]

Search with tags

  • No tags available.

The purpose of organization assessment programs is to evaluate the potential of employees for growth and development within the organization. Many organizations such as Johnson & Johnson, Ford, Intel and IBM use such programs to fulfill their staffing requirements. Since these organizations are known for continuous innovation, they need special target groups in order to handle their very special department. These specially formulated teams consist of those individuals who have greater employability and are able to work under pressure. To speed up high-priority development of new products and innovation of entirely different products, highly competent individuals are required. In order to fulfill their staffing requirements, these organizations take help of assessment programs.

Organizational Assessment Programs

  • Assessment Centers: Assessment centers are popular decision-making tools that are used by most companies including Pratt & Whitney, AT & T, Sears Reobuck & Co., TVA, JC Penney, IBM, GE and Bendix. All the individuals (participants) in assessment centers are engaged in a variety of exercises and put in different situations including tests, group discussions, interviews, in-baskets and business games. Their performances are evaluated by the experts. After that a panel of trainers gives them an in-depth feedback on their strengths and weaknesses. They then are given an opportunity to improve their skills and set their future career goals.

  • Psychological Testing: Psychological testing consists of written test that help individuals as well as organizations understand their personality, career interests, work attitudes, vocational interests and other personal characteristics. It reveals their career needs and preferences and then they are given jobs that suit their personality as well as skills and competencies.

  • Promotability Forecasts: Promotability forecasting is a tool that helps organizations is identifying the individuals with exceptionally high potential to perform different types of jobs. This technique is used in making early forecasts. Once individuals are identified, they are made to attend conferences and training programs and other relevant developmental experiences in order to groom them for higher positions. Several companies have different programs to groom different groups of employees. Along with this, high potential employees are given developmental assignments that are a real test for them.

  • Succession Planning: Succession planning is a formal process with an aim to groom lower level individuals to replace next-higher level individual in case he or she leaves the organization or gets retired.

    The process involves continuous review top executives and the next lower level employees in order to determine whether he or she is the right backup for the senior executive or not. This is the most important exercise which often takes several years in grooming the next person for the senior position.

    It includes overall development of the selected individual and continuous review of his or her performance. This is a common assessment tool in Fortune 500 companies that choose their CEO by the same process. Organizations create a pool of talented employees who have high leadership potential. They are put to different jobs in different situations and are evaluated by a panel of experts. The process is usually restricted to senior level management only.

Article Written by

MSG Team

An insightful writer passionate about sharing expertise, trends, and tips, dedicated to inspiring and informing readers through engaging and thoughtful content.

Leave a reply

Your email address will not be published. Required fields are marked *

Related Articles

Components of a Career Development System

MSG Team

Choosing the Right Business School and Major in the Course

MSG Team