assessment

Examples of assessment in the following topics:

• Assessing an Organization's Technological Needs

  • Assessing the internal technological assets and future needs of an organization prepares management for successful technology integration.
  • There are various concepts that are typical of this managerial technology assessment strategy:
  • Technology Roadmapping - ascertaining the trajectories of technological advancement and applying business or market needs to this assessment.
  • This internal technology assessment also includes noting when and whether it is necessary to construct employee training programs for new technology.
  • Apply the four strategies of information gathering and introspection that allow for effective assessment of technology needs in an organization

• Evaluating Employee Performance

  • The assessment is conducted based on previously established criteria that align with the goals of the organization.
  • Often, peer assessments and self-assessments are used to paint a clearer image of performance.
  • Peer assessments and self-assessments are useful in capturing this data:
  • Self-assessments: in self-assessments, individuals assess and evaluate their own behavior and job performance.
  • 360-degree feedback: 360-degree feedback includes multiple evaluations of employees; it often integrates assessments from superiors and peers, as well as self-assessments.

• How to Assess Culture

  • Outlining the way culture is assessed, the pros and cons of multiculturalism and how culture is transmitted is central to management.
  • The merging of differing cultures presents a variety of implications, and requires extensive assessment and cross-cultural competencies for both individuals and businesses.
  • Outlining the way in which culture is assessed, the pros and cons of multiculturalism, and the way in which culture is transmitted provides a crucial backdrop for successful management.
  • Cultural assessment begins with awareness.
  • The graphs in demonstrate how these cultural understandings can be coupled with language skills and an understanding of the region to create a balanced approach to assessing culture.

• Setting Team Goals and Providing Team Feedback

  • Periodic performance assessments help a team identify areas for improvement so it can better achieve its goals.
  • Periodic self-assessments that consider the team's progress, how it has gotten there, and where it is headed allow the team to gauge its effectiveness and take steps to improve its performance.
  • To assess its performance, a team seeks feedback from group members to identify its strengths and its weaknesses.
  • Feedback from the team assessment can be used to identify gaps between what it needs to do to perform effectively and where it is currently.
  • Another type of team assessment involves using diagnostic tests to identify the dominant personality traits of each member.

• Assessing and Restoring Equity

  • The assessment and restoration of equity helps improve employee performance and organizational behavior.
  • Managers are tasked with assessing equity: identifying both the quantity and quality of a given individual's inputs and comparing that to his or her overall compensation.
  • While this concern also falls within the human resources frame, the manager is more directly involved with employee's actual contributions (and thus more accurate in assessing value).

• Planning a Project

  • Identifying stages in a project plan, complete with objectives, implementation, and assessment, is a primary responsibility of strategists.
  • Implementing a framework for generating a project-planning cycle, complete with strategic objectives, implementation methods, and assessment, is a primary responsibility of strategic managers.
  • Initiation: The initiation stage includes generating the idea, assessing the feasibility and profitability of the project, conceptualizing the operational benefits and the bottom line, and getting approval and resources.
  • Planning and design: Planning and design brings the project under the microscope by assessing the smaller details.
  • By appropriately incorporating each stage of the model into the planning process, managers can effectively forecast the deliverable, and they can avoiding losing value by accurately assessing the margins that will be produced in a given strategic initiative.

• Delivering Constructive Feedback

  • Critical assessments are essential to learning and performance improvement.
  • Praise and compliments are welcome reassurance of a person's abilities, but negative assessments can hurt unless clearly supported by observations and thoughtfully delivered.
  • Others feedback mechanisms are more formal and part of a process created for the explicit purpose of delivering performance assessments.
  • Using specific examples of each behavior to support each assessment is helpful in indicating what someone needs to do differently or improve.
  • In human resources, 360-degree feedback, also known as multi-rater feedback, multi-source feedback, or multi-source assessment, is feedback that comes from members of an employee's immediate work circle.

• The Mission Statement

  • In a best-case scenario, an organization conducts internal and external assessments relative to the mission statement.
  • The internal assessment should focus on how members inside the organization interpret the mission statement.
  • The external assessment, which includes the business's stakeholders, is valuable since it offers a different perspective.
  • Discrepancies between these two assessments can provide insight into the effectiveness of the organization's mission statement.

• Tactics for Improving Fit

  • Ways of improving job fit include assessing employee activities through various tools to increase employee satisfaction and efficiency.
  • Job analysis employs a series of steps which enable a supervisor to assess a given employee/job fit and to improve the fit, if necessary.
  • Observation: The simplest method of assessing how a job and employee fit is observing the employee at work.
  • Employee questionnaires can be a useful method of assessing job fit.

• Ethical Decision Making

  • Ethical decision making is the process of assessing the moral implications of a course of action.
  • Ethical decision making is the process of assessing the moral implications of a course of action.