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Upon Further Assessment-Chapter 7 Essay

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Upon Further Assessment: Chapter 7 Article

      The Article, Upon Further Assessment, was found in the SHRM website and was publishes August 1 2013. This article talks about future leaders facing rigorous testing as employers strive to measure their worth to the organization. The article lists different types of assessments that HR professionals use to fill a leadership position. One of the assessments that is listed is Self-Assessments which are assessments that are used to discover what a person is good at and where the individual has room for improvement. Based on what the self assessment indentifies a person can use its results to purse educational and career goals that will bring long-term satisfaction.   Another assessment listed in this article and the major one that we are learning about in chapter 7 of our text is Multi-rater assessments which are often called 360-degree assessments. These assessments range in price to more than $800 million annually, however there may be fewer assessments costs depending on the complexity and level of the assessment. Some of the vendors who offer the assessment services that I personally have reviewed in my work place is Korn/Ferry International, and Mercer Group, however there are many other vendors such as SHL and Development Dimensions International. The article also states that in a 2012 survey the 3600-degree assessment was the most common assessment used by 77 percent of organizations. In addition to the 360 assessment it was rated to most effectual by 40 percent of respondents. These assessments outline an individual’s strengths and weakness and provide recommendation for development and promotion.

This article also touches on why organizations bother testing and spending loads of money on the test. Organizations find value of these tools to test for new-hire rates or turn-over rates. These tools provided the hiring managers of the organization a ratio of who would be a good match culturally, politically and...

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