The self-assessment of performance is not for boosting ego, but for inspiring authenticity; growth mind, engagement, trust, and innovation.
1 The talent performance and potential assessment are not just a stand-alone assessment. It is the foundation of a full-blown, structured personal and leadership development process.
2 IT assessment should cover people, processes, products, and partners and should be performed by an external group to remove any bias or tunnel vision from internal staff members.
3 The self-assessment of performance is not for boosting ego, but for inspiring authenticity; growth mind, engagement, trust, and innovation.
4 Making an objective performance assessment via selecting the right measures and measuring them right are both art and science.
5 The assessment and management of talent performance are critical to a business’s long-term success because people are always truly invaluable assets in any business.
6 The breakdown of assessment types about thinking performance includes innate thinking capabilities and styles, cognitive skills and decision-making biases; behavioral styles and patterns; motivational drivers and passions. Taken together and combined, they provide a well-rounded baseline assessment of “character” or more specifically the individual’s mindsets and their various thought processes.
7 It is important to take a critical look at the organizational strengths and weaknesses, make an assessment on business responsiveness as well, with the goal to improve the overall business performance and unleash its full potential.
8 The customer satisfaction assessment includes such as IT resources consumption, growing tendencies, main complaints, SLAs, end-user information, customer touchpoint digitalization, NPS, customer experience.
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