360 degree evaluation

Most corporations are not ready for the changes of the new era. They still do not understand why an entertaining atmosphere is crucial for engaging their employees!
Over the past six months, HR-leaders have continually reported about the inefficiency of incentive methods which are no longer cost efficient. According to Zsolt Fehér, expert of Assessment Systems International this motivational crisis happens as a result of a generational change which impacts the lower levels of organizations. The latest research of the regional consultancy firm explores the background of this phenomenon. The findings show that the drivers younger workers differ significantly from their elders but at the same time are fairly similar to the drivers of their western peers (especially in the United States). The results serve well as food for thought if we consider the effects at the micro and macro levels: now that young Hungarian graduates can easily be integrated into any organizational culture it is exceptionally important for Hungarian corporations to be able to attract and retain them with the right drivers.

In today’s dynamic world, employees are one of the valuable assets of an organisation and the key to success. Having quality employees will help companies run and grow. However, it can be a daunting task to recruit and keep top talent. One of the major fears for HRs during recruitment is hiring the wrong person, which can be a colossal waste of time, money, and other resources. Against this backdrop, a question that remains for HRs is how to ensure that the candidate hired is an excellent fit on all levels and how to enhance their competencies so that they can thrive in their jobs and drive company growth?  Assessment Systems has the answer.

After more than 100 years of research a majority of psychologists has agreed upon a definition of measurable intelligence (IQ) that can be described:
as the ability to reason, plan, solve problems, think abstractly, comprehend complex ideas, learn quickly and learn from experience. It is not merely book learning, narrow academic skill, or test-taking smarts. Rather it reflects a broader and deeper capability for comprehending our surroundings – “catching on,” “making sense” of things, or “figuring out” what to do.

Charismatic leaders tend to focus on personal advancement, humble leaders tend to focus on team performance and guiding their employees. Effective leaders are willing to admit mistakes, share credit, and learn from others. Humility in leadership also leads to higher rates of employee engagement, higher job satisfaction, and lower rates of turnover.