Your company faces tough decisions every day – how to invest training resources, how best to engage employees, and who to promote into critical leadership roles. Assessments are commonly thought of as a pre-hire activity that organizations can use to identify the best candidates for a particular role in an organization. However, best-in-class organizations differentiate themselves by also applying assessments in the “post-hire” to create a comprehensive talent measurement program.
Assessments can be the tool you need to help you identify a more efficient and effective way to help your employees develop the skills they need to be successful in their role. Post-hire assessments have the potential to provide insight into employee strengths and areas for development as part of a training needs analysis or group-level gap analysis. Join Michael Blair, M.S., Strategic Staffing Leader for CenturyLink, as he describes initiatives he put in place to quantify and improve his engineering team’s skills and productivity. Ken Lahti, Ph.D., PreVisor’s VP of Strategy and Content, will explore the different ways that assessments can be used to maximize the value of the individuals that make up your workforce.