What is the ultimate goal of People Management? Happier people? Well, maybe, for a purpose. And what is that purpose? Performance. We in HR all work on producing the best environment, choosing the best people, working out the best processes, rules, and regulations, conducting the best development programs, all in order to help our employees achieve the best level of performance they can so that our organization can be successful.
Experiential learning (EL) is a type of learning that is focused on reflecting on what has been done, and drawing conclusions and implementing improvements based on that experience. EL exercises are activities that provide users with a challenge and through the process of solving it, an insight into their mindset, behavior and problem solving capability.
What exactly is a diagrammatic reasoning test (DRT for short)?
The short, simple answer is that it’s a test that measures “brain power”. A more precise answer would be that it is a type of reasoning test that aims to measure logical reasoning skills as well as the ability to find hidden connections between seemingly unrelated objects and processes.
Here’s an example:
In his last blog post my dear colleague Luděk Stehlík promised that we’d bring a concrete example of a simple tool that can help us identify reliable pieces of knowledge, that may have real impact on the business results of the company. The list of universally “hot” business topics include job performance of employees, employee engagement, retention rates, and so on. Let’s be ambitious and let’s take a look at something that is directly related to performance!
Imagine that you are a Londoner during the latter stages of 2WW when London came under bombardment by German "vengeance weapons" – the V-1 buzz bombs and V-2 rockets. Based on your personal experience and personal experience of other Londoners you have a strong suspicion that these bombs are landing in definite clusters, with an unusual number of bombs landing on the poorer parts of the city, and thus making these areas of the city more dangerous than others. Now imagine that after the war I would present you with a map showing points of impact of 67 V-l bombs in Central London. The map would look this way:
Successful enterprises seek to improve their operations through innovation. For many years, HR could focus only on precise or the most optimized processes. But by doing so a company could fall into the trap of becoming too rigid and could miss new opportunities or approaches.
After more than 100 years of research a majority of psychologists has agreed upon a definition of measurable intelligence (IQ) that can be described:
Facebook has recently made a big step forward and opened the door to express our emotions with “Love it” or “Wow” besides the well-known “Like” button, which makes it possible to express our emotions in a better defined way using online social networking.
360 Degree Feedback has become one of the most frequently used tool in HR assessment - whether for development or other purposes. Nevertheless opinions about it are still divided while there are more studies and discussion concerning the different aspects of 360˚ Feedback. One of these studies concerns whether 360 works for everyone and under what conditions.
We know that the 360° feedback tool is mainly a tool for development: Because of this, we may encounter some interesting and even inspiring stories.
Let me share two different stories where we can see a clear impact on career progress.
Thomas D. is a manager in a big industrial company. He was seeking promotion to a new position where he would lead 90 employees. When I met with Thomas, I had the result of his 360° report as well as his Hogan Assessment Personality Report.