Organizational Assessment

The orientation of organizational assessment services is aimed to achieve perfect organizational functions in order to reach organizational effectiveness and efficiency. Also, the environmental changes are quite rapid and competitive requires organization readiness to adapt to environmental changes as well as prepare qualified and human competitiveness resources. Some examples of organizational assessment activities that have been handled by HR-Qis are as follows:

a.   Job Analysis

Job analysis activities intended to obtain information about the job description, an individual specification that may do the job. Also, to evaluate the implementation of a task in an office. Job analysis is very useful for organizations in order to get a clear picture of person – job fit.

b.   Managerial/Competency Assessment

  1. Competency assessment is performed to assess whether a person has the potential to occupy managerial positions, both first-line, middle, or top manager. Assessment activities can be done in the form of competency evaluation and Quasi Assessment Center. Referring to the guidelines for competency assessment Civil Affairs Officer of BKN Regulation No. 23 of 2011, these activities may include:Assessment centers (AC), a method of predicting the behavior of individual positions (job target) by using multiple simulations. AC conducted using an objective, credible and comprehensive in measure potential and competence of employees. This program has the advantage because it uses many methods (multimethod), many assessors (multi assessor), based on the criteria, many sources (multiple inputs), a means of recording, data integration with the reviewer meetings, and included at least 5-6 assessee (multiple participants).
  2. Quasi-assessment center, the standard method was done to assess or measure the competence and predictive success of employees in an office with the use of at least two measuring devices, one of which can be simulated based job competency requirements and carried out by several assessors, at least three people. In the process will be used psychological and behavioral assessment tools as well as analysis of the track record and several self-assessment tools and aspirations. For special purposes LPKM cooperation with several professions (subject matter expert) related to certain managerial competence.

c. Work Load Analysis

Workload analysis carried out in order to photograph the suitability of individuals to occupy a position in the organization (person-job fit). These activities can provide information about the problem of disharmony working relationships within an organization. With a workload analysis, organizations can see the potential overload, overlap, and under load in any work.