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Assessments provide information about people either from data
provided by the individuals and/or their associates. Some assessments
must be administered by certified practitioners. Others can be
self-administered. Methods of delivery include hard copy or electronic
delivery via proprietary software or the Internet. There are more
than 10,000 tests in print. Considerations for the choice of tool
include the purpose of the assessment, the budget, and the required
level of standardization, reliability and validity. Assessments
are typically used as part of a development plan. It is often
important to have a practitioner knowledgeable in the instrument
work with the client to interpret the results.
If you are a Practitioner Mentoring Client,
access the Assessment
Inventory for sample tools.
The Benefits of Assessments
- Increased self-awareness
- Awareness of others and diversity
- Interpersonal interaction styles
- Basis for development
- Baseline for measuring improvement
- Career planning or hiring guidance
- Coaching focus
Types of Tools
Give information about an individual based on responses he/she
provides. Categories of tools include aptitude, personal interest,
diagnostic, skills, knowledge, and personality.
Give information to an individual regarding leadership style,
360 Degree Feedback Tools
Give feedback to an individual based in responses from others,
sometimes compared to self responses. "360" refers to
positions all around the individual, usually the boss, peers,
suppliers, customers, and subordinates.
Provide information about the organization based on aggregated
responses from individuals.