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Finding Corporate Cultural Preference For A New Hire

Since great company culture is built on a foundation of trust between employer and employee, it’s important that companies hire the right people to help foster trust. Many organizations rank cultural fit on par with (or even more important than) technical skills and have begun focusing greater attention on fit in the talent acquisition process. Harvard Business Review recently stated, “Culture fit is the glue that holds an organization together. That’s why it’s a key trait to look for when recruiting.” The result of poor culture fit due to turnover can cost an organization between 16% and 20% of an employee cost. In fact, a bad hire can result in possible uncomfortable and costly outcomes for a business including damaged employee morale, negative publicity, lost productivity and possibly litigation.

Imagine a company management  believes that an open office plan and team projects promote creativity and progress, but the employees are overwhelming introverts and not comfortable to work in an open environment. Cultural fit is a concept that can be hard to find at the time of hiring, but everyone knows when it is missing.

If you look at the companies whose workforces are happy, engaged and productive, you’ll find a common denominator: a great company culture. Exceptional corporate culture occurs when employers value team members and employees feel connected with corporate culture. It starts with trust. Every employee within the organization has a job to do, working toward common goals that are typically based on business targets and profitability markers. Without trust, an employee and employer relationship can’t even function on a basic level, let alone grow. A successful company can’t be achieved alone, and it’s the recognition of that fact by all parties that create a positive, productive environment.

Company culture is made up of the values, beliefs, attitudes and behaviors shared by a group of people and it is made up of all the life experiences each employee, from executive to hourly employee, brings to the organization. At its core, organizational culture is about the people that make up the company. It comes from the employees, which is why it’s important to start by asking, speaking with, and most importantly,

Every organization is different, and all of them have a unique culture to organize groups of people. Yet few people know that every organization actually combines a mix of four different types of organizational culture under one leading cultural style, The Clan Culture, the Adhocracy Culture, the Market Culture, and the Hierarchy Culture.

Employee preference for specific corporate culture can be predicted as a part of hiring process using Rankskills On-line Competency Mapping Assessment. Please get in touch with us to find out how you can determine corporate cultural for new hire or existing employees

About Rankskills

Rankskills offers integrated talent management system and services.

  • We have customizable Competency Assessment & HR Analytics system platform
  • We build customized talent management systems.
  • We help companies for executive search & head hunting right talent.

Visit :www.rankskills.in

 

Emerging Trends In Talent Assessment

Organizations today compete fiercely for talent. Firms invest an enormous amount of money, time and other resources to attract the best candidates. Careful talent assessment results in significant productivity increases, cost savings and decreased attrition for effective talent management.

The nature and variety of assessment tools have evolved considerably in recent years as analytics and data have become more important in the business environment. Formal assessments are used to hire new employees, evaluate current employees for different roles, identify employees with high leadership potential, compare talent within an organization against industry or geographical benchmarks, understand talent strengths and gaps, and develop employees’ long-term value.

Advances in technology mean that more tools are accessible online, on-demand, and with immediate reporting and feedback. Technology has also given rise to more available data on individuals and new tools that enable organizations to mine these data for competitive advantage. For example, social media and other data collected via technology are used for predictive analytics, modelling trends, passive assessment of candidates and uncovering insights to enhance business performance.

The use of immersive, personalized assessment experiences is on the rise. In the hiring context, organizations are using these new tools and experiences to provide job previews and sell the organization and its brand. The Evolution of Assessment Technology Unsupervised online testing has become the standard for assessment administration because it is so efficient, decreasing the time needed to fill vacancies and reducing costs.

Initially, online testing prompted two major concerns: test security and candidate integrity. Concerns about security arose because early versions of online assessments were static, meaning that all candidates received the same items, which could be copied and shared easily. If tests are copied and shared, they become invalid and must be replaced, creating unsustainable costs for companies. Computer adaptive testing (CAT) methods are now the norm because CAT allows for dynamic selection of questions from a large set of items based on how each candidate is responding.

To ensure candidate integrity, some organizations ask candidates who have progressed through the hiring process to complete a brief onsite assessment at a convenient point to verify the candidate’s online score. Mobile assessment now provides even more convenience than assessments via desktop computers. A new class of assessments that use mobile-centric design principles has arisen to optimize the user experience. Innovative assessments that go beyond multiple choice and look and feel more like games. The result of these innovations is that assessments are being judged by their design and accessibility as much as by their measurement and predictive qualities. Some assessments, including personality and past-experience assessments, show little difference in scores when completed on mobile devices or PCs.

Future Trends Technology will continue to spark revolutionary changes in assessment methods and practices. For example, the ability to passively target candidates from available information sources could lead to transformational changes in hiring processes. Today, applicants apply for positions based on job postings, but tomorrow organizations may search data for key talent in ways that bypass postings. This is uncharted territory and will require new policies on privacy, legal and ethical considerations. As hiring practices span global markets, human resource professionals will also have to become familiar with additional laws and regulations. Perhaps most important, early adopters of new technology should be aware that without sufficient research behind it, an innovation might undermine rather than help an organization to make effective, defensible hiring decisions. In some countries, litigation and audits of hiring practices will lead to new standards and precedents related to new assessment technology, and organizations must be alert for these changes.

About Rankskills

Rankskills is on-line Talent Assessment & HR Analytics Company

We build customized competency and performance management systems

Modern Methods of Performance Appraisal

  1. Management by Objectives: This concept was given by Peter.F.Drucker, according to him, the performance of an employee can be assessed on the basis of the targetsachieved by him as set by the management of an organization.Firstly, the management sets the goals and communicate the same to the employees, and then the performance of an employee is compared against these set goals and is evaluated on this basis.
  2. Psychological Appraisals: This is one of the most frequently used modern methods of performance appraisal, wherein the psychologist assesses the employee’s potential for the future performance rather than the past one. Under this method, the psychologist conducts the in-depth interviews, psychological tests, discussions with the supervisors and the reviews of other evaluations.

This assessment is done to determine the intellectual, emotional, motivational and             other related characteristics of an employee that is necessary to predict his                          potential  for the future performance.

  1. 360-Degree Feedback: It is a feedback method wherein the details of an employee’s performance is gathered from other stakeholders such as superiors, peers, team members and self. In this method, the employee is asked about himself, i.e. what he feels about his performance, and then accordingly he can realize his strengths and weaknesses.

Also, the peers or team members are asked about assessee’s performance through which the employee knows about what others feel about him and can overcome his disbeliefs if any. Thus, this method is used to have a detailed evaluation of an employee from all the perspectives.

  1. 720-Degree Feedback: This is an another feedback method, wherein the assessment is done not only by the stakeholders within the company but also from the groups outside the organization. These external groups who assesses the employee’s performance are customers, investors, suppliers and other financial institutions.

It is one of the most crucial modern methods of performance appraisal because this is the only group that determines the success of the organization as a whole.

Nowadays, companies use the modern methods of performance appraisal which have a broader scope than the traditional methods and provides a more accurate and comprehensive evaluation of an individual.