logical reasoning tests

HR Focus in Start-ups to Succeed

Start-up companies can come in all forms and sizes. They seem to have high failure rates, but the minority who succeed can become large and influential.

It has been seen that most start-up founders more often have a casual or off-beat culture in their thinking, dress, office space, HR practices and Marketing, as compared to traditional corporations. Some of these casual approaches, such as the use of “flat” organizational structure, in which employees can directly communicate with the Founders or CEOs informally, are practiced to promote efficiency and to enthuse employees in the workplace.

Business Strategies for Finance, Marketing, Production, Product Development and Innovation are made without a robust HR and People strategy. The importance of this needs to be highlighted as this is one pillars of the foundation on which the businesses is built, and if this pillar is weak or not there the dangers will always loom. Having a HR and People plan is like a having Finance plan which is absolutely essential to a success of a start-up. If people are not the key focus area the start-up cannot succeed. The HRand People plan needs to be budgeted in the initial phase itself.

Hiring the right person is one of the biggest challenges for the start-up – it is not that getting people is a problem but getting the right-fit certainly is for most start-up organizations. Many a times compromises are likely to be made to get the organization moving quickly hoping that the incumbents will learn and adapt as we go along – something which a start-up needs to be careful about in my opinion.

All start-ups need people who are innovative, adaptable and flexible, analytical, emotionally intelligent, team players and have willingness to learn. They should be willing multi-taskers. Easily said than done – how do we find this out in an interview of an hour or two at the most? The founder’s or CEO’s experience or gut-feel may not be sufficient to make those judgements. There is a professional way of doing thisby putting the person through professional Competency Assessment or Personality (Psychological) Tests.

As the organization matures and grows retention of good people becomes the challenge.Attracting,developing and retaining an amazing team are the hallmarks of success for any start-ups success. If there are right people they will design and redesign success strategies and fight for the organization’s success.

What HR policies should be there? How shouldthe elements of legality, predictability, fairness, equity and control be built into them require in-depth thought and insight as does the business plan. What has succeeded in one organization may not in another as each organization have a unique character and personality. Having policies is not good enough it is their proper implementation which is the tougher part and leads to dissatisfaction in most organizations over a period of time.

Just like business strategies and plans change the HR policies need to be revised and re-engineered keeping in view the business needs.

Making sure that the there is adequate focus on people besides other areas is most important in my opinion.

More Visit :- http://www.cengrow.com/

Making Performance Management Work effectively

Managing Performance and keeping the workforce motivated is becoming increasingly complex and difficult particularly for the young brigade who is far more mobile and impulsive.
No system is perfect and permanent in any organisation. We need to continuously improve and adapt our processes to the changing environment.
Most organizations do have some form of Performance Management System as in recent times even Performance Appraisal is called the same. Firstly, let me clarify that Performance Appraisal is only one of the elements of the Performance Management System.
A robust Performance Management System (PMS) has 4 distinct sub-processes:
1. Formal Target Setting Process cascading down from the Annual Business Plan. It encompasses a participatory approach and is an open, transparent,data-based and an alignedprocess wherein the organization seeks to set challenging but realistic targets for all its employees.
2. Monitoring and Control involves an institutionalised and an on-going process for giving feedback, coaching and counselling to keepthe performance on track. This is the most important part of PMS and the organization needs to build the competence of its employees – it requires specialized training. This has invariably been a weakness in most organizations we have worked for in the last 30 years
3. The Performance Appraisal against the targets set in step 1 and any revisions thereafter. This requires the elements of subjectivity to be reduced and objectivity brought in. For this the appraisal form needs to be well designed. Self-appraisal often helps to bring acceptance and reasoning in the whole process. Appraiser and Reviewer both need to be data-based and objective to keep personal biases out.
4. A clearly defined Reward and Recognition Policy linked with thePerformance Appraisal contributes to building a motivated work-force. This needs constant review and updating year on year.
It is desirable to have the whole process fully documented with timelines with responsibilities clearly demarcated.
Other process such as Career and Succession Planning need to be in place for Performance Management to be more effective. Some Organizations do keep the two processes independent. However, the retention of talent has thrown a big challenge to many organizations as they grapple with balancing these processes.
More Visit :- http://www.cengrow.com/

How to Use Psychometric Testing in Hiring

According to a survey conducted by the Society for Human Resource Management, approximately 18% of the companies these days are using personality tests in the recruitment procedure, and surprisingly, this number is growing at the rate of 10-15% on an annual basis- as per many industrial and organizational psychologists and the Association of Test Publishers.

Psychometric testing proves that there are certain cognitive and personality tests which help the new employees to succeed in their field and boost them for their future. Since the cost of a bad hire is extensively estimated to be a year’s salary; there are huge incentives for organizations to get hiring right. Due to lack of knowledge, unfortunately, many organizations use the wrong psychometric assessments in a wrong way and here are the followings they ought to know to minimize the potential risks and maximize their predictive accuracy, as Cengrows is helping you to achieve:

Know the law: the organization ought to keep in mind, the legal compliance when they want to add psychometric tests to their pre-employment screening system. The assessment tools, especially cognitive ability tests need to be job- relevant due to the presence of anti- discrimination laws. Competency mapping is included too for psychomotor testing.
Business needs should be known: these tests won’t help you unless you don’t have well- established measures of job performance. These days, organizations are focusing more on the predictors or independent variables rather than concentrating on dependent variables. It is important to know that if an industry doesn’t have quantitative measures of employee performance on the job, then there is no source for statistical correlations of how good these tests predict their performance. In such a case, you need to be dependent on the assessment center.
Risk of cheating is reduced: the tests like cognitive ability tests are conducted in order to safeguard the candidate; organizations should ‘proctor’ the assessment test, either by monitoring him via video conference, or noting their activities directly. But keep in mind that some candidates may be tempted to play a smart act with the result. You must compare the reference of the candidate and his interview ratings with their results to ensure whether the two are consistent or not. Such things are useful in the sales department where to need to have a smart candidate and you can be easily fooled by people by ‘impression management’. Using multiple psychometric tests can actually help the organizations to get a more consistent picture. You have to perform such tests in limit and never try to over-do it because sometimes, even a well-developed, predictive assessment battery and legally defensible won’t be of any worth if the candidate feels it being over time-consuming.
Must share the results with the candidates: every candidate has the right to see their effect these days- as per “informed consent” and few organizations also provide access to the reports based on the psychometric tests that the applicants take. Whether the candidate accepts the employment offer or not, there are both- the ethical as well as the pragmatic benefits of sharing the result.
Test the tests: job performance of an individual must be evaluated quantitatively, which give the company criteria for correctness. While hiring managers and HR, one must consume the right methodology to select and retain the authentic psychometric tests.

To undergo all these points as mentioned earlier, one ought to know and understand the business needs and make sure that you find a test that evaluates the characteristics. Some laws prohibit the company from discriminating the privacy of the candidate, but no legislation prohibits the company from using strange assessment tools.

To know more visit: Cengrow

Projective tests: Have a keener eye for talent

COMPETENCY BASED INTERVIEW A projective test is a type of personality test in which the individual is made to respond to ambiguous scenes, words or riddles. This kind of analysis emerged from the psychology of thought, which suggests that people have their behavioral traits and urges which might leave an impact on the business organizations they work with. These projective tests were intended to uncover such unconscious desires that are hidden from a normal behavior of an individual.

The projective techniques require more time and skill to administer than more objective testing methods and hence are an efficient method in assessing an individual’s competencies on the organization. They are very useful to employers in helping them obtain a comprehensive picture of a person’s personality mark the traits that they foresee as valuable to their organization and channelize it for their own as well as individual’s benefit.

The projective techniques directly or indirectly imply to competency based interviews, which have a sole purpose in an organization: to test employee’s skill. So, as interviewers you may be more interested in candidate’s experience or previous qualifications, what you need to know is whether you have the right skills to take the position on in your firm as different companies compete with different goals. You can also practically test how candidates would react in given situations. So rather than concerning yourselves with candidate’s past achievements, place emphasis on predicting how he/she would behave in a certain scenario in a business is driven environment.

The tasks in a competency based interview would range from oral and written communication to planning, organization and problem-solving. So, it is time for you as an entrepreneur to match the right skills with the right candidate and see your business grow. Cengrow has achieved this mastery with time; it is equipped with all modern techniques in analyzing candidate’s profile and his behavior to make sure your he/she does justice to the role been given. It is all a growing corporate firm needs, a workforce not smartest in the room but brightest to do the job that is assigned. Cengrow will help organizations grow through these everyday situations in which most of the business leaders fail to identify the right talent for their needs of activities. Some key competencies that employers look for in a candidate include:

Teamwork
Responsibility
Communication skills
Decision making
Leadership
Problem-solving
Goal orientation

A consultation firm helps you have a plethora of all these in the working class you hire. But where do you find one reputable company? Cengrow has been the people’s choice since past 30 years. The applications designed here helps organizations make prudential decisions when it comes to recruiting the right talent, getting relevant data from past and current and optimally utilizing the talented workforce to encourage them to do better. Cengrow, to sum up, is not just a consultation firm, but a potential power you can trust for fulfilling your ambitious business goals.

Logical Reasoning Test – Your Path To Success

imagesss

Our personality impacts how we respond to situations or behave socially. Being implicit in our understanding of people or being intuitive is part of our psychological behaviour. Logical reasoning tests are created to measure the ability to solve problems and identify logical reasoning. It involves selecting a missing shape, number or series as part of the test to demonstrate capabilities for analytical and conceptual thinking.

Each role is defined by a different set of personalities. For example, a salesperson would require to be smart & communicative, a designer needs to be creative; while a manager needs to be curious, a leader to lead the team with high spirits and enthusiasm while being motivating. Our personality is strongly correlated with our competencies and personality assessments and logical reasoning tests help in determining those competencies faster and in an efficient manner.

Logical Reasoning Tests: Perfect Aptitude Test

Developed by experienced psychologists, Logical reasoning test is timed and is recommended that candidates first get familiarised with the test style and format. Evolving around a set of images or patterns with optional answers, the test can also be referred to as an ‘analytical ability test’, that can be taken by anyone and the preparation includes training your mind to understand patterns, recognise the odd symbols or images and correctly solving the questions. It will also help in knowing the dos and don’ts of the test. Cengrow offers experts that provide personal guidance and determine relevant strengths and weaknesses using analytical ability test and other psychometric tools. This is really helpful in improving an individual’s aptitude test scores and learning the right problem-solving techniques.

Kinds of Logical Reasoning Tests

Assessment centre are digital platforms that enable people to take these tests and help organisations assess multiple qualities in their applicants in a faster efficient way. These tests are based on numerical, Verbal & Diagrammatic reasoning tests and are helpful while selecting candidates for professional jobs. Numerical tests demonstrate how an employee deals with numbers and assesses their knowledge of ratios, percentages, sales analysis and other trends. Verbal reasoning involves reading short passages and answering to questions that assess comprehension skills; while diagrammatic reasoning tests evaluate logical reasoning abilities by measuring the ability to understand flowcharts, diagrams and other sequential diagrams.

Determining Competencies & Candidate’s Potential

Simply put, logical reasoning tests are one type of personality tests that help employers choose and pick the most suited candidate or current employee for a job role. It is a standardised way to assess an individual’s logical behaviour and is quite an efficient approach in conducting interviews.

Assessing people and organizations is a highly specialized job. Cengrow makes this takes easy and manageable for organisations and are ideally placed to help you to gain this insight. Cengrow provides all kinds of assessment and psychometric tests that can help you make a better choice when it comes to selecting the right people with the right qualities.

Recruiters and employers are today utilising a combination of psychometric tests to determine personalities and hidden qualities in an individual. These tests form an important part of the interview structure and a powerful way to acknowledge people’s potential to work with the team and are therefore considered as a major part of the organisation’s decision-making process.