The assessment of individual professional performance is a continuous process, necessary to achieve the objectives of an organization. There are two important aspects of this process: how the employee assesses his degree of development and how the employer sees the employee’s performance. And, if as a rule, the employee measures the effort to arrive at the satisfaction, the employer measures the tangible results obtained, measurable and quantifiable. The best way to reach an agreement on how to assess individual performance is the establishment of a measurable performance assessment system so that at any time, managers and employees are the same values as regards the expected results.
Assessment of competences to perform in a behavioral interview; It is a complex process that takes into account the level of competence that the employee holds in the areas covered by the position occupied within the organization.
Mode of deployment:
- Choosing a number of 6-7 skills related to the job description, from a total of 36 competences made available by Neva Training Company.
- Conduct the behavioral interview, consisting of individual discussions lasting approximately 2 hours with each employee undergoing the evaluation process, for discovering the current level of performance.
- The assessments of each competency are the result of a platform that generates an interview structure from the chosen competencies according to the STAR (situation-task-action-result) method.
- For each rated employee, the hiring company receives an evaluation report, amounting to approximately 10 A4-size pages.
- The assessment of competences is complemented by the results of several psychological questionnaires (choice of the employer): Interpersonal competency Questionnaire, questionnaire for the discovery of motivating factors, personality questionnaire, Response questionnaire in the face of the conflict.