| | | | | business interactions. |
| Behavioral assessment is a systematic and | | | | |
| quantitative method observed for studying and | | | | - Identifying the employee’s personal |
| assessing the general behavioral patterns in an | | | | attitudes and interests and how these will |
| individual. It can increase employee turnover up to | | | | contribute to the growth and development of the |
| a great extent. This process focuses on | | | | organization. |
| identifying the significant, social, cognitive, | | | | |
| affective, and/ or environmental factors that is | | | | - Identifying the force that drives the life of the |
| possibly associated with the occurrence or | | | | employees in order to understand their |
| non-occurrence of certain behaviors. While hiring, | | | | perspective. |
| behavioral assessment is done primarily to | | | | |
| evaluate the workplace personality of a candidate. | | | | - Identifying the capacity of the employee to |
| In fact, behavioral assessment will help the | | | | cope up with challenging situations as well as to |
| employer to get comprehensive insights about the | | | | determine decision making abilities. |
| behaviors and motivations of the employees. In | | | | The subjective and objective information available |
| addition, it also provides the basis for advanced | | | | from this analysis can be crucial in the |
| employee engagement as well as accelerates the | | | | assessment of the employee’s behavior |
| employee development opportunities. These | | | | patterns. Subjective information centers around |
| types of assessments usually include. | | | | the though processes of the individual in question, |
| | | | | his or her emotions, worries and preoccupations. |
| - Measuring the employee’s general intelligence | | | | Interviews and personality tests help reveal this |
| - This will help to explain the performance | | | | kind of information. Objective information, on the |
| capability of the person. | | | | other hand, revolves around the person’s |
| | | | | discernible behavior patterns. All this information |
| - A face-to-face interview with the employee - | | | | needs to undergo considerable clinical judgment so |
| This could provide valuable insight into the | | | | as to infer accurately the reasons behind the |
| employee’s view. | | | | problems. |
| | | | | Behavioral assessment is conducted to get |
| - Personality tests - These could determine the | | | | information that may not be readily available |
| ability or inability of the employee to form or | | | | otherwise. The value of this kind of assessment |
| sustain social relationships. | | | | also depends on the kind of behavior that has |
| | | | | been selected for observation. For example, to |
| - Observation of the employee’s activities | | | | detect a depressive disorder, the responses |
| and response patterns as well as temperaments | | | | recorded should substantiate that tendency, like |
| in office. | | | | motor activity, degrees of smiling and talking. |
| | | | | An assessment of the employee’s behavior |
| - Observation of the employee’s behavior in a | | | | may prove to be extremely necessary in |
| specific environment, or in a particular situation. | | | | eliminating attitudes that may pose a serious |
| | | | | threat to the individual or even the organization at |
| - Observation of the employee’s approach to | | | | a later stage. |