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Assessment Tools for Employees in English or Spanish

Assessment Tools for Employees in English or Spanish

Personal & leadership development

 

Self-motivated supervisors/forepersons are those who take initiative in their lives and on the job. They are self-motivated and will proactively look for ways to enhance and improve their situation; these are the men and woman who grow. Those who are not self-motivated “wait to take orders”; they react to situations without insight and often stay in the same position throughout their life.Employee Training

The following is a program to further develop the supervisors’ skills and to prepare them for the next level.

This program consists of a combination of exercises of self-analysis and an evaluation of supervisors’ performance by their employees and co-workers. The objective is to have a better understanding of the supervisors’ own strengths and weaknesses, to establish plans of action to develop their full potential and to prepare them to better fulfill the company’s future supervisory needs.

KNOWING STRENGTHS AND WEAKNESSES

Objective:

  • To teach team participants to be more pro-active (“Internal Locus of Control”)
  • To apply tools of self analysis and opinion-survey to determine the strengths and weaknesses of each participant in his or her behavior styles, attitude and learning styles
  • To help supervisors understand others in order to obtain their collaboration

“360” Management Analysis

This tool of management analysis is an instrument that helps participants to learn how others perceive and think about them and to compare this information with the self analysis. This evaluation measures the participants’ communication, management style, leadership and teamwork and demonstrates if the person is fair, honest and ethical.

Learning Styles Inventory  (Memletics)

The Accelerated Memletics Learning System recognizes that each person prefers different styles and techniques to maximize their learning. Everyone has a mix of learning styles. Some people may find that they have a dominant style of learning, while others may find that they use different styles in different circumstances. Some of these styles are: Visual, Aural, Verbal, and more.

In summary, these are the learning styles:

Visual: Prefers using pictures, images, and spatial understanding

Aural: Prefers using sound and music

Verbal: Prefers using words both in speech and writing

Physical: Prefers using the body, hands and sense of touch

Logical: Prefers using logic, reasoning and systems

Social: Prefers to learn in groups or with other people

Solitary: Prefers to work alone and use self-study

DiSC Behavioral Analysis     (Personal Profile System)

Personal Profile System (DiSC) is a learning instrument that gives people unprecedented access to an understanding of their own feelings and behavior in almost any situation. This tool:

  • Reveals how the personality responds to the environment
  • Promotes self-awareness
  • Helps participants make choices that will bring the results they want
  • Allows participants to change the way they respond to situations
  • Utilizes situational analysis

Measures the thoughts, feelings, and behaviors of participants as they respond to a particular situation.

Attitude Analysis

KNOWING STRENGTHS AND WEAKNESSES OF MANAGERS AND LEADERS
Objective:

  • To teach team participants to be more pro-active (“Internal Locus of Control”)
  • To apply tools of self analysis and opinion-survey to determine the strengths and weaknesses of each participant in his or her behavior styles, attitude and learning styles
  • To help supervisors understand others in order to obtain their collaboration

Positive Attitude

This tool of management analysis is an instrument that helps participants to learn how others perceive and think about them and to compare this information with the self-analysis. This evaluation measures the participants’ attitude and behavior.

What is a positive attitude?

  • It is an optimistic state of mind
  • It is feeling happy and energetic
  • It is an internal energy that keeps us moving forward
  • It is having self-esteem
  • It is loving what we do

Employee Opinion Survey in the company

The intent of opinion survey service is to assess the employees’ opinions on issues that impact their performance, such as employee relations, benefits and compensation, departmental issues, interdepartmental issues, organizational issues, job satisfaction, safety and work environment. The results will be used to benchmark and identify improving areas that impact the organization and its workforce as well as to develop strategies and programs for the following year.

The Strategy

To effectively develop and execute the employee opinion survey, we propose the following interventions:

Step 1: Design and review an opinion survey. This includes developing demographic questions, creating survey categories and reviewing the structure and validity of each question. The demographic section will be restructured in such way that it will be practically impossible to identify any of the respondents. The survey itself will continue to consist of closed-ended questions using a Liker Rating Scale with four forced ratings. Finally, each category identified will have open-ended questions which allow respondents to share general thoughts, ideas, observations, and suggestions.

Step 2: Administer the survey to all employees and collect survey within two (2) to three (3) business days. One of our Consultants will provide instructions for completing the survey to each group of respondents. This process must be administered in a confidential manner so that anonymity is respected. The intent is to allow respondents to provide honest and open feedback. The respondents will be instructed to place their completed survey into a secure box held by the betteremployees.net Consultant.

Step 3: Data entry and summarize data for presentation of report.

Step 4: Analysis of data results and recommendations.

 

Sample Opinion Survey

 

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