Using Psychometric Assessments for Measuring Organisational Development

Psychometric tests significantly contribute to the organisation’s success. You can use these as effective predictors to prepare your company from uncertainties by strengthening your workforce.

According to the Society for Industrial & Organizational Psychology, 68% of organisations already engaged in various forms of skill testing, particularly for cognitive ability and personality of employees. These assessment tools are not only used to hire new employees; they can also be used to evaluate current employees for different roles, identify employees with high leadership potential, understand and develop employees’ skills.

Psychometric assessments in training and development

Training-need identification using assessment tools should always remain focused on improving an individual's performance in line with the organisational goals. The following requirements can help managers select the right tools to use in their development programmes: 

Industry-based requirements. While there are different levels of knowledge among employees, they also have to be aware of how the organisation fits into the industry itself.

Job-based requirements. Assessments are designed to provide data that can be used  to improve the final output of the employee’s job. 

Task-based requirements. An employee’s daily job is a combination of different tasks and processes. When one aspect of the job is not functioning well, the overall productivity of the workforce will be affected.

Psychometric assessments help your company to provide learning and development (L&D) programmes responding to the actual needs of employees. Leveraging these tools can provide your company the following benefits:

  1. Guide for decision-making. Results from assessments provide L&D professionals valuable analysis and basis when implementing L&D solutions for employees.

  1. Justification for investing in L&D. You can use insights gained from assessments as references when investing in training programmes, especially in online L&D solutions.

  1. Creation of strategic plan. Using data-backed assessments can help you prioritise L&D initiatives that will teach and prepare employees in their current and future roles and responsibilities. In the organisation.

  1. Selection of training methods. Assessments at a comparative level can help your organisation make sound decisions when selecting methods for development programmes.

Psychometric assessments in organisational planning

Psychometrics can be essential to your organisation’s future leadership and development. Many companies are now increasingly using these tools to identify their potential leaders.

In a Willis Tower Watson study, 52% companies are already using data-backed assessments for middle management positions. Meanwhile, 28% of senior management in companies use the assessments for succession planning.

Assessments can prepare your employees for their future roles. Integrating psychometrics with succession planning can include the following benefits:

  1. Fiscal benefits. Optimising the use of these tests ensures strategic positions remain occupied with competent performers. This would cut costs related to external recruitment and training.

  1. Bridging knowledge and skill gaps. Assessments aid the identification of training and skills needed to address the development areas of employees, helping to prepare them in becoming more competent for future high level roles in the company.

  1. Gaps in desirable competencies. Utilising these diagnostic tests enable the organisation to determine what new competencies may become necessary. This will avoid breaking stride in performance and productivity during a vacancy.

Psychometric assessments in performance evaluation

Performance evaluation is subject to social and organisational influences. However, psychometrics can provide quantifiable results, providing managers with the confidence to make informed decisions on the employee’s performance.

Psychometric tests deployed require a certain amount of flexibility in situations to maintain the validity of the performance evaluation process.

Well-established validity metrics are needed to evaluate job performance. Some of the criteria required of this include:

  1. Objectivity of the tester

  2. Standardized and controlled scenarios

  3. Certainty to quantify and minimise intrinsic errors

  4. Predict and evaluate employee’s performance accurately

Assessments have always been proven as critical tools for identifying programmes that correspond to the workforce’s needs to deliver high performance in the organisation. These tools can be used to improve, promote, and identify employees as future potential leaders.

Organisations integrating psychometric assessments in organisational development always adapt in changing business structures and build highly engaged and committed employees with the organisation.

Learn more about Talegent’s assessment solutions and request for a demo to help your organisation’s development initiatives for your workforce.

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