2008-08-28T05:53:00.000-07:00

PASSe - Performance Appraisal Software for Self-evaluation

what is this product ?
Product: This is a unique interactive web-based software to evaluate the four
skills required by any professional / executive to discharge his duties effectively.

What are the skills evaluated?
Leadership qualities inherently present in the individual.
Attitude of the person.
Motivation present in him to do the particular job – present / absent.
Performance capability.

Leadership
Identifying and enhancing leadership qualities will help the organization in using
the available human resources in an effective manner. Module includes Skills
and Techniques to inculcate leadership abilities, Service, Mission, Thinker,
Personal Philosophy, Ethics, Change Masters, Helping Nature, Making
Decisions, Using Power, Motivating Others, Listening Skills, etc.
Attitude Change
Attitudes are complex subsystems that are a product of our ideas, opinions, and
belief systems. Attitudes influence our thoughts, perceptions, feelings, and
actions. Most of our ineffective behaviors are due to our negative attitudes.
Developing positive attitude towards work and life is quite essential in bringing
about optimal performance.
Motivation
The strength of the organization depends upon the people who are part of its
functioning. If people working in the organization have their aspirations and
goals demarcated their motives can be directed successfully. Need for
achievement, need for social advancement, need for competition, need for
cooperation, and other psychological needs are to be measured and cultivated.

Performance

Why evaluate these skills in a professional / executive?
A professional / executive is hired to perform certain job effectively and in
time, with minimal wastage of efforts and to maximize productivity.
This achievement is possible only with his total involvement in the job.
Self-awareness by evaluation of such professional involvement goes a long
way in identification of tasks and setting up of goal and changes in his
behavior.
Only then he can perform with less stress, less time and less effort.

Advantages of the software to the end user and company: A HR Tool :
- Helps in identifying the training needs
- Improves occupational adjustment
- Increases job satisfaction
- Optimizes proficiency
- Develops human relations
- Eases communication process
- Maximizes productivity.

Software can be used for Recruitment purposes also.

Strategy:
A company benefits best when its executives are delivering their used
potential close to their real potential. Only then a company will achieve its
ideal potential.
Similarly an executive will achieve best when his imagined potential is close
to his real potential and he is capable of delivering it as used potential.
By evaluating these different potentials, the company can identify the
training needs and rectifying them to reach their GOAL.

Summary:
In today’s world of knowledge management the insight into the strengths
and weaknesses of the workers helps an organization in reallocating the
human resources adequately. Lack of such awareness leads to under
utilization of resources and duplication of effort. We propose to bridge this
gap by introducing a systematic and objective psychological assessment.
The conclusions drawn at the United Nations Inter-Agency Meeting on
Partners in Life Skills Education organized by the Department of Mental
Health, World Health Organization (WHO) at Geneva stress the
immediate need for nurturing Life Skills. This report can be viewed at
www.who.int/mental_health/media/en/30.pdf.

Contents:
The software contains interactive module that poses simulated situations where
the executive chooses by clicking one of the alternatives. Very few
questionnaires and inventories are present, which reduces errors in testing.
The software not only measures a candidate but also immediately analyses
data and generates report.
We have avoided using direct questionnaire, which will bring out only the
OVERT part of the user. He may pretend or answer what is right for the
examiner and not himself.
Thus the executive is asked to project his/her thoughts, feelings, and
perceptions on to a neutral stimulus and thereby measures are elicited.
Especially when the executive’s actions are concerned it is better to test
them directly rather than asking questions or projecting internal behavior.
Hence, situational tests are given to the executive where the decisions are
made directly in dealing with these situations
Both positive and negative dimensions are included in the test to ensure that
there is no habituation formed in the tested individual. One should score
high on positive dimensions and low on negative dimensions
Results sheet in the end that can be printed and recorded.
Multiple attempts enabled for the user to try his best attempt.
User name and date of birth protection to preserve individual privacy.

Time :
The time taken to complete this test shall be restricted between 20 to 30
minutes as too much of time spent on test-taking would result in distraction
and boredom thus invalidating the performance of the executive on the test.

Availability :

The software is available as SOFTWARE AS SERVICE (SAS) in the form of bulk licences to a given company depending on their number of employees. This is generated as a unique customised URL, specific to that company only and the back end details is available to the CEO / HR chief only as separate access from our server. Delivered through internet only.

Contact :

basicskills@gmail.com

http://www.mindpowersolution.com/

Performance Potential - the hidden aspects

2008-08-28T04:10:00.000-07:00

An organization consists of a group of professionals and executives whose
collective effort contribute to the productivity and welfare of the company.
The company sets a standard / objective potential in the professional and
hires him. This becomes the IDEAL POTENTIAL.
Even with effective interview and cross checking his academic achievement,
previous job experience, attestations and recommendations, the company
does not know his REAL POTENTIAL. It could be more (when the
company is not taking advantage of it), or less (company hired an inadequate
staff).
How much of this real potential is being used by the executive in
discharging his duties is his USED POTENTIAL.
This is what the company is getting out of him. This could be far less.
Most of the professionals have tendency to think too much of themselves
when they are actually not, OR think less of their capability when actually
they are more capable. This is IMAGINED POTENTIAL.
Why evaluate these skills in a professional / executive?
A professional / executive is hired to perform certain job effectively and in
time, with minimal wastage of efforts and to maximize productivity.
This achievement is possible only with his total involvement in the job.
Self-awareness by evaluation of such professional involvement goes a long
way in identification of tasks and setting up of goal and changes in his
behavior.
Only then he can perform with less stress, less time and less effort.