§ 31 - GENERAL THE RATINGS
The last two decades have seen a flowering assessments in all directions in business. But there are assessments and evaluations. Ratings pre and post training assessments of skills assessments, evaluations of a subject, a hardware, software, theme, or suitability assessments, and finally through management career.
We will focus in this chapter only to the latter: evaluations for driving careers.
Career management aims to anticipate (forecast management of jobs) in order not to leave key positions become vacant because they have been able to provide 2 or 3 years in advance.
But for predicting potential candidates for these positions must still verify that they have the skills (management skills) and if necessary, train them in advance. And how these checks or if a system of assessments.
Again, culture and politics HRD will make a difference. Should we assess throughout the year, should we settle for an annual appreciation of the hierarchy, should an annual performance evaluation, we need a confrontation employee-supervisor, should be assessed in 360 ° feedback?
So many questions asked by HRD. Everyone is free to make choices among the many options available to them. In any case, a single method for all members of the business is not necessarily the universal way.
It belongs to Tips and HR Software Companies to make available to their client companies ability to handle multiple assessments.
§ 32 - BEWARE OF PITFALLS
A / susceptibility
Again, the key to the successful implementation of one or more systems of assessments is a good internal communication. More employees and staff representatives will be notified early and well informed of the development, goals and objectives of the evaluation, employees will be less reluctant to participate.
Moreover, these assessments have become rather commonplace in medium enterprises (often with piles of reports of paper piled maintenance, year per year, in a cabinet or HRD RRH, but unusable because hand!).
Until recently, some employees refused to be assessed before training, because of not knowing who and what would be the evaluation. Today, all have roughly even realized that this is the best way to get proper training with a level that is neither too high nor too low for the employee trained. For
career management, we must use the same arguments. If the assessments and skills assessments have been made, the employee will only be better informed of its potential and opportunities that affect them. Similarly, the HRD / HR Manager or guidance will be reassured to read a review suggesting that the candidate has the skills required for a change in the organizational chart.
For the employee finally, it can avoid the failures (sometimes due to excessive precipitation) and back to square one, still sore after a promotion too acrobatic.
Attention also does not assess an employee if, for nothing, of course, no project is real career option for him. In particular, an employee who retires in the year or a little more, will be hard to understand that the assessment when it is about to leave office. All this is just common sense.
B / Clash of cultures
also note the establishment of a new ratings system may offend some sensibilities.
This applies for example to 360 ° assessments for example: some managers are reluctant to be evaluated by their subordinated or their colleagues. If the Anglo-Saxons used with more distance for such evaluation, it is not yet fully entered into the mores of Latin countries. .
C / Compliance regulations - CNIL - Respect for Diversity
If it is now accepted by the Human Resources departments being in compliance with laws, regulations and recommendations to the Commission Nationale Informatique et Liberté (CNIL) in France , is the basic function, it is unfortunately a sad fact that abuses are still common, voluntary or involuntary.
FYI, the site of the CNIL is: http://www.cnil.fr /
The choice of competencies selected for evaluation and description of each value of the rating should be established carefully and validated by the Directorate; that said, the ratings also include many areas of assessments, comments and annotations: careful not utilisr these spaces for entering data that are not in compliance with Regulation ( such information sexist, racial, religious, sexual, etc. ..). the
<<> can about it take a look at the EEOC website: http://www.eeoc.gov /; see also the CSR (Corporate Social Responsibility) in Brussels / Business and Diversity Theme In partnership with Graham Shaw from the UK organization, Center for Diversity and Business: http://www.csreurope.org/whatwedo/Businessanddiversity_page414.aspx >>
. Finally, attention to the fact that even if the ratings are not computerized and are stored on paper, the same rule applies. This is totally the responsibility of HRD / HRM.
It goes without saying that if all these notations and definitions are included in the HR software used, it provides additional security.
>>> In week 46, we will, as announced, the second part of our third theme scores: deployment safety and use.
good week.
(Copyright: Dominique and Jacques BERNET LELARGE)
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