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behavioral skills
Training & Organizational Development
behavioral skills
A forum for exchanging ideas about skills training, leadership training, management training, compliance training, e-learning, as well as organizational development and effectiveness.
Hi!
I would like to get inputs on the design or framework for an assessment tool to measure behavioral skills of an employee. Most of the assessment tools we have focuses more on the technical skills
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Forums » Topic Forums » Training & Organizational Development » behavioral skills
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behavioral skills
posted at 6/2/2008 10:32 PM EDT
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Posts: 3
First: 6/2/2008 Last: 6/3/2008 |
Hi!
I would like to get inputs on the design or framework for an assessment tool to measure behavioral skills of an employee. Most of the assessment tools we have focuses more on the technical skills. Thank you very much. |
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behavioral skills
posted at 6/3/2008 9:58 AM EDT
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Posts: 6
First: 11/7/2007 Last: 6/4/2008 |
I don't know which behaviors you are interested in assessing, but most good personality assessments can predict behavioral tendencies. For example, if someone scores high on extraversion, you can expect them to be outgoing and people-focused.
There are numerous personality assessments out there that measure a variety of traits. Some are good and some are not so good. If you find a valid and reliable instrument, then you should be able to predict behavior pretty accurately. You also could create your own assessment, but that is costly and time-consuming. Good luck! Matt www.dynamicmanagement.org |
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behavioral skills
posted at 6/3/2008 9:12 PM EDT
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Posts: 1
First: 6/3/2008 Last: 6/3/2008 |
Hi
If you want to measure the behavioural aspects of those competencies, you could create a customised assessment, perhaps delivered by a 360 degree approach. Basically for each of the competencies, you will need to define 4-5 observable behaviours. Then get the following people to rate the frequency and/or effectiveness with which those behaviours are displayed by the person in question - their manager/supervisor, a few peers, a few direct reports and the individual (self-report). That is it in a nutshell. It is a fairly involved process, so you may want to consider enlisting specialist help. Tim |
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behavioral skills
posted at 6/4/2008 9:58 AM EDT
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Posts: 6
First: 11/7/2007 Last: 6/4/2008 |
Good point Tim. A 360 evaluation would definitely be useful, as long as you have the time/resources to implement it correctly. I don't know how many employees you will be assessing, but it can be very time consuming to create the assessment, gather and analyze the data, and then provide appropriate feedback.
There are 360 instruments on the market, but generally it is more effective to create your own, so that you can customize it to measure the characteristics that you desire. Cheers, Matt |
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behavioral skills
posted at 7/24/2008 9:59 PM EDT
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Posts: 1
First: 7/24/2008 Last: 7/24/2008 |
Hi!
Wanted to point out that most tools you will use (360 etc) usually focus on measuring the frequency of a behaviour, and not its intensity. Therefore, unless you are enlisting specialist help to get this tool developed, you will need to be careful about wording the behavioural indicator of a particular competency that you are measuring. E.g:for measuring leadership effectiveness you might have an indicator that states 'delegates tasks to subordinates'. In measuring that on a 360 degree instrument, if the statement is measured on a frequency scale (how often?) it will not give data on how well the person delegates. If the statement measures intensity (how well?), it may not indicate how often. This can be tricky when dealing with managers that may be delegating often, but may not be doing it effectively, or managers that are effective delegators but only do it once in a while. Good luck!! |
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behavioral skills
posted at 9/30/2008 8:18 AM EDT
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Posts: 2
First: 9/11/2008 Last: 9/30/2008 |
Bandit, we have a tool that measures 4 learning skills, 9 behavioral traits, and 6 occupational interests online. Results are delivered to you via email within 2 minutes of completion of assessment.
The first step is to have your top performer take the assessment, which creates a job pattern of THEIR learning index, behavior and interests. The second step is to have candidates (or incumbents) take the assessment to determine how close they come to matching your top performers. For candidates you get Placement report showing % of match and interview questions. For incumbents, you get Coaching report showing % of match and coaching tips (think employee instructional manual). Top performeers can deliver up to 100% more productivity and have MUCH less turnover. Interviews only find top performers 15% of the time. If you use job matching tools, you can increase your success rate to 75+%. Please let me know if we can help! Regards, Dave PredictiveAssets (your company's #1 asset is it's employees; we predict their success) Chicagoland USA |
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behavioral skills
posted at 10/2/2008 9:57 AM EDT
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Posts: 1
First: 10/2/2008 Last: 10/2/2008 |
We use a tool called the Birkman Method(R), that measures behavior in eleven different component areas. The assessment is occupational and relational. www.Birkman.com |
Forums » Topic Forums » Training & Organizational Development » behavioral skills
