Dear
HR Seniors,
Good Afternoon each n every one.
Henry Ford said "if money is your hope for independence you will never have it. The only real security that a man will have in this world is a reserve of knowledge, experience, and ability".
1.Can you please let me know how to judge the Experiance,Knowledge and ability of an individual employee ?
2.Better ways to measure Individual .
Iam awaiting your inputs
Regards,
Mahesh
M
From India, Hyderabad
HR Seniors,
Good Afternoon each n every one.
Henry Ford said "if money is your hope for independence you will never have it. The only real security that a man will have in this world is a reserve of knowledge, experience, and ability".
1.Can you please let me know how to judge the Experiance,Knowledge and ability of an individual employee ?
2.Better ways to measure Individual .
Iam awaiting your inputs
Regards,
Mahesh
M
From India, Hyderabad
There are different tools to measure a person's ability towards the job.
Simply telling that experience can be checked through refernces, knowledge can be judged through critical job question (i.e for HR what is the meaning of Head Hunting etc, for Accounts how many types of ledgers etc), and 3rdly the ability can be measured by asking any achievement in prior experience.
On the other hand you can use differnt behavioral type questions, etc.
Regards,
Adeel
Recruitment Officer (Lahore Pakistan)
From Pakistan, Lahore
6Simply telling that experience can be checked through refernces, knowledge can be judged through critical job question (i.e for HR what is the meaning of Head Hunting etc, for Accounts how many types of ledgers etc), and 3rdly the ability can be measured by asking any achievement in prior experience.
On the other hand you can use differnt behavioral type questions, etc.
Regards,
Adeel
Recruitment Officer (Lahore Pakistan)
From Pakistan, Lahore
Hi Mahesh,
Your Question is an unended one . There are vast measures to measure ability but the most surest one is steady dedication for the delegated task, thirst to learn new innovative methods and a questionable intelligent who first defines the given framework assigned ,studies it properly and then excels in the designated output.
Regards,
Nahela
From India, Pune
Your Question is an unended one . There are vast measures to measure ability but the most surest one is steady dedication for the delegated task, thirst to learn new innovative methods and a questionable intelligent who first defines the given framework assigned ,studies it properly and then excels in the designated output.
Regards,
Nahela
From India, Pune
Dear Mahesh,
A very generic question. I guess the people who have posted here and made it absolutely clear that there are many ways to measure. Judging ones' ability will vary from people to people - because my opinion of you will be different from anothers opinion.
If you are looking at a tool to measure these in your employees:
Experience:
Years of experience
In depth exposure in the field
Not just theoretical knowledge but hands on experience in managing the "exp" you are looking at (You have not mentioned if the experience is in service or Manufacturing. Your employees can be insurance people or product designers - so "YOU" need to share more information on that, and the best would be to do a research first and then ask)
Knowledge: Knowledge of the "SUbject" in context. This can be arrived at asking questions relevant to the subject in context. For example - if you are interviewing a Quality Manager - in Automotive field, apart from his experience, you may want to know his interest level in updating himself with the new concepts in quality management, new productive techniques in quality and how he makes sure he receives the advanced material on such aspects.
Ability - Again - apart from asking the candidate to explain stage wise experience in his / her previous job, you could also ask questions that are related to the job you are going to hire. Maybe if you are hiring an insurance sales person - you may want to ask him "What strategy do you adopt to meet people?, what if the person keeps avoiding your calls and ongoing to even meet you for 5 minutes how will you take it forward? --etc"
And your second question is just a repetition of the first question. I would suggest you to be more clear on what context you are lookign to measure. And please search citehr - you will have a lot of material! Rather than asking peopel to email you the vast measures.
From India, Madras
A very generic question. I guess the people who have posted here and made it absolutely clear that there are many ways to measure. Judging ones' ability will vary from people to people - because my opinion of you will be different from anothers opinion.
If you are looking at a tool to measure these in your employees:
Experience:
Years of experience
In depth exposure in the field
Not just theoretical knowledge but hands on experience in managing the "exp" you are looking at (You have not mentioned if the experience is in service or Manufacturing. Your employees can be insurance people or product designers - so "YOU" need to share more information on that, and the best would be to do a research first and then ask)
Knowledge: Knowledge of the "SUbject" in context. This can be arrived at asking questions relevant to the subject in context. For example - if you are interviewing a Quality Manager - in Automotive field, apart from his experience, you may want to know his interest level in updating himself with the new concepts in quality management, new productive techniques in quality and how he makes sure he receives the advanced material on such aspects.
Ability - Again - apart from asking the candidate to explain stage wise experience in his / her previous job, you could also ask questions that are related to the job you are going to hire. Maybe if you are hiring an insurance sales person - you may want to ask him "What strategy do you adopt to meet people?, what if the person keeps avoiding your calls and ongoing to even meet you for 5 minutes how will you take it forward? --etc"
And your second question is just a repetition of the first question. I would suggest you to be more clear on what context you are lookign to measure. And please search citehr - you will have a lot of material! Rather than asking peopel to email you the vast measures.
From India, Madras
My dear friend,
I fully endorse the views of Nahelaji. Being part and parcel of interview panels umpteem times in our organisation, what I infer after the interview about a person becomes futile on seeing the performance !! Hence sustained performance needs to be watched over a period of time. Our present education system produces only persons stuffed with knowledge and not skills - most importantly soft ones.
Direct questions on subject matters can bring out the knowledge level. Experience can be seen from the years of service and what is important is to confirm whether the years of experience and knowlede level are matching together, as some people would mere exist and do not learn. Ability certainly differs from person to person and from post to post. I have seen persons dwindling when promoted as they do not suit to that level of performance.
It is all the more important as to who assesses and judges the persons. Because the assesser must be competent enough to assess the person accurately. A diamond merchant alone can identify a diamond as others would call it as a dull stone. The famous Hindhi heroine of yester years Hemamalini in fact was screened unfit for films by the famous Tamil Director Sridhar - we know pretty well as what height she went in the silver screen and tinsel world - we can cite many such instances.
Various tools divised for this purpose can be indicative and the real position can be known only after some time on seeing the performance. That's why people are put on Training / Probation initially.
Regards.
Ganesh.R.
[QUOTEqmaheshkumar;939318]Dear
HR Seniors,
Good Afternoon each n every one.
Henry Ford said "if money is your hope for independence you will never have it. The only real security that a man will have in this world is a reserve of knowledge, experience, and ability".
1.Can you please let me know how to judge the Experiance,Knowledge and ability of an individual employee ?
2.Better ways to measure Individual .
Iam awaiting your inputs
Regards,
Mahesh
M[/QUOTE]
From India, Tiruppur
I fully endorse the views of Nahelaji. Being part and parcel of interview panels umpteem times in our organisation, what I infer after the interview about a person becomes futile on seeing the performance !! Hence sustained performance needs to be watched over a period of time. Our present education system produces only persons stuffed with knowledge and not skills - most importantly soft ones.
Direct questions on subject matters can bring out the knowledge level. Experience can be seen from the years of service and what is important is to confirm whether the years of experience and knowlede level are matching together, as some people would mere exist and do not learn. Ability certainly differs from person to person and from post to post. I have seen persons dwindling when promoted as they do not suit to that level of performance.
It is all the more important as to who assesses and judges the persons. Because the assesser must be competent enough to assess the person accurately. A diamond merchant alone can identify a diamond as others would call it as a dull stone. The famous Hindhi heroine of yester years Hemamalini in fact was screened unfit for films by the famous Tamil Director Sridhar - we know pretty well as what height she went in the silver screen and tinsel world - we can cite many such instances.
Various tools divised for this purpose can be indicative and the real position can be known only after some time on seeing the performance. That's why people are put on Training / Probation initially.
Regards.
Ganesh.R.
[QUOTEqmaheshkumar;939318]Dear
HR Seniors,
Good Afternoon each n every one.
Henry Ford said "if money is your hope for independence you will never have it. The only real security that a man will have in this world is a reserve of knowledge, experience, and ability".
1.Can you please let me know how to judge the Experiance,Knowledge and ability of an individual employee ?
2.Better ways to measure Individual .
Iam awaiting your inputs
Regards,
Mahesh
M
From India, Tiruppur
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