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AN ESTABLISHED METHOD IN HR
WHAT IS ASSESSMENT
Evaluation of behaviors in the face of real situations
Assessment is based on a branch of psychology called behaviorism, which, although it dates back, like personality studies, to the beginning of the last century, has the advantage of viewing the human mind as a black box into which stimuli of all kinds enter and reactions defined as behavior come out.
The Assessment methodology makes it possible, with high reliability, to predict whether organizational actors will be able to manifest effective behaviors simply by experimentally recreating conditions similar to real ones.
In illustrative terms, it is like testing the skill level of a tennis player, golfer or basketball player by putting it to the test, that is, observing it in a simulated situation, but absolutely corresponding to the sport under consideration.
THE ASSESSMENT METHODOLOGY is based not only on the advantage of actual observation of behaviors (and not on the collection of psychological factors that may be indicative of certain behaviors only on the basis of complex inferences), but also on the a priori definition of behaviors that can be tested in simulated settings.
These behaviors, referred to as capabilities or soft-skills are described in specifcations that facts of behavior divided into the three moments of fundamental expression of each capability.
THE 3 LEVELS OF CAPABILITY EXPRESSION,
an example of a capability structure:
SKILLS: Results orientation.
DESCRIPTION: Ability to consistently direct one’s own and others’ activities to the achievement of
intended objectives, providing a level of performance consistent with the nature and importance of the
THE 3 MOMENTS OF THE "RESULTS ORIENTATION" CAPABILITY:
1) Consistently apply oneself to achieving what is to be achieved.
2) Provide stimuli to bring action back into the expected tracks.
3) Carry out necessary activities with a propensity to meet expected standards.
BEHAVIORS
The behaviors in question are grouped into four basic categories drawn from the workings of the human mind according to neuroscientific studies detailed by Ned Hermann.
left cortical hemisphere
COGNITIVE SKILLS AREA
AREA OF MANAGERIAL AND INNOVATIVE SKILLS
right cortical hemisphere
AREA OF MANAGERIAL AND INNOVATIVE SKILLS
LEFT LIMBIC SYSTEM
AREA OF OPERATIONAL PROCESS CAPABILITIES
AREA OF INTERPERSONAL AND EMOTIONAL SKILLS
RIGHT LIMBIC SYSTEM
AREA OF INTERPERSONAL AND EMOTIONAL SKILLS
The correct Assessment methodology refers to specific organizational roles starting with the definition of Job Descriptions and moving on to the subsequent identification of Job Requirements, i.e., the competencies needed to fill an organizational position.
Competencies are divided, as we should remember, between technical professional knowledge (Hard-skill) and skills (Soft-skill).
This approach makes the Assessment methodology an unsurpassed tool in terms of concreteness and responsiveness to organizational realities that no criteria of personality investigation can have
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