Stage #2. Preparing the position
Posted: Sun Dec 22, 2024 9:35 am
A document regulating the process of employee testing is key to establishing clear rules and standards. The absence of such regulations can lead to various misunderstandings, including complaints from employees who, unlike others, did not receive a promotion or bonus after passing the test.
Since there is no universal form for this document, its structure can be developed individually. It usually contains several main sections:
Introduction . This indicates the scope of the document and lists the regulations that were relied upon when creating it.
Defining goals for employee evaluation . The tasks discussed in the previous stage are established.
Objectives . Here you indicate the desired results taiwan mobile phone number example that are expected after conducting a corporate assessment of the level of knowledge. This may be improving the professional skills of senior and middle managers, stimulating them to achieve corporate goals, etc.
Testing schedule and frequency . In some cases, instead of specific dates, the document may state that the time frame and frequency of testing are determined by the assessment committee.
The organization and implementation of employee testing is carried out by internal or external experts as part of the assessment committee . This section provides the names of specific specialists.
Stage #2. Preparing the position
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Employee Categories . This part of the document specifies the job categories of employees participating in the evaluation process.
Research tools . These include psychological questionnaires, online testing of employees, and interviews.
Parameters for assessing results . This section should clearly define the assessment methodology: whether it is the use of a rating scale, categorical definitions (satisfactory/unsatisfactory), or classification by level of competence. It is important to specify exact numbers or percentages for the limits of passing or failing the test.
Results and recommendations . This section outlines the next steps after employee evaluation. It may state that the manager will discuss the test results with employees, provide them with feedback, make decisions on salary changes, and that the HR departments will work on creating training programs.
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"Marketing Department KPI: 11 indicators and calculation example"
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Step #3: Collect results from previous tests
In organizations where employee assessments have been conducted previously, it is recommended to aggregate all data in one place. This will allow you to analyze changes in the competencies and performance of personnel, as well as track the improvement of their knowledge.
For convenience, you can use Microsoft Excel or Google Sheets tables.
Manual data collection can be labor-intensive and inefficient. Many companies choose to use specialized services to automate the process.
For example, on the iSpring Learn platform it is possible not only to conduct personnel assessment, but also to automatically receive a detailed report on test results, time spent on their completion, points scored and errors made.
Step #4. Conduct employee testing
At this stage, it is important to assess the qualifications of personnel using pre-determined criteria and testing methods.
Step #5. Prepare a conclusion
The final stage involves analyzing the employee testing results. When using an online platform, statistics are usually collected automatically, and you only need to go to the reports section to view them. In the case of manual testing, special attention must be paid to data aggregation.
It is recommended to use Google Sheets or Microsoft Excel for the convenience of collecting and analyzing information in a single format.
First, it is necessary to analyze the results and then formulate a conclusion based on them. For example, it may be revealed that the sales department employees have deep knowledge of the company's products and are well versed in the needs of customers, but they do not have sufficiently developed skills for teamwork and independent organization of their activities.
Since there is no universal form for this document, its structure can be developed individually. It usually contains several main sections:
Introduction . This indicates the scope of the document and lists the regulations that were relied upon when creating it.
Defining goals for employee evaluation . The tasks discussed in the previous stage are established.
Objectives . Here you indicate the desired results taiwan mobile phone number example that are expected after conducting a corporate assessment of the level of knowledge. This may be improving the professional skills of senior and middle managers, stimulating them to achieve corporate goals, etc.
Testing schedule and frequency . In some cases, instead of specific dates, the document may state that the time frame and frequency of testing are determined by the assessment committee.
The organization and implementation of employee testing is carried out by internal or external experts as part of the assessment committee . This section provides the names of specific specialists.
Stage #2. Preparing the position
Source: shutterstock.com
Employee Categories . This part of the document specifies the job categories of employees participating in the evaluation process.
Research tools . These include psychological questionnaires, online testing of employees, and interviews.
Parameters for assessing results . This section should clearly define the assessment methodology: whether it is the use of a rating scale, categorical definitions (satisfactory/unsatisfactory), or classification by level of competence. It is important to specify exact numbers or percentages for the limits of passing or failing the test.
Results and recommendations . This section outlines the next steps after employee evaluation. It may state that the manager will discuss the test results with employees, provide them with feedback, make decisions on salary changes, and that the HR departments will work on creating training programs.
Read also!
"Marketing Department KPI: 11 indicators and calculation example"
Read more
Step #3: Collect results from previous tests
In organizations where employee assessments have been conducted previously, it is recommended to aggregate all data in one place. This will allow you to analyze changes in the competencies and performance of personnel, as well as track the improvement of their knowledge.
For convenience, you can use Microsoft Excel or Google Sheets tables.
Manual data collection can be labor-intensive and inefficient. Many companies choose to use specialized services to automate the process.
For example, on the iSpring Learn platform it is possible not only to conduct personnel assessment, but also to automatically receive a detailed report on test results, time spent on their completion, points scored and errors made.
Step #4. Conduct employee testing
At this stage, it is important to assess the qualifications of personnel using pre-determined criteria and testing methods.
Step #5. Prepare a conclusion
The final stage involves analyzing the employee testing results. When using an online platform, statistics are usually collected automatically, and you only need to go to the reports section to view them. In the case of manual testing, special attention must be paid to data aggregation.
It is recommended to use Google Sheets or Microsoft Excel for the convenience of collecting and analyzing information in a single format.
First, it is necessary to analyze the results and then formulate a conclusion based on them. For example, it may be revealed that the sales department employees have deep knowledge of the company's products and are well versed in the needs of customers, but they do not have sufficiently developed skills for teamwork and independent organization of their activities.