Measuring work performance

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1,500 per person, ability test will cost Rs 500 and setting up a development centre that includes conducting ability test, personality questionnaire and stimulation exercise—role play, case study presentation and in-tray exercise—costs Rs 60,000 to Rs 65,000 for mid-and-senior level executives and Rs 20,000 to Rs 25,000 for junior executives.”

Preparing a good-assessment tool involves psychologists, psychometricians and research along with elaborate study of reliability and validity of the tools, according to experts.

Ashok Leyland, the country’s second largest commercial vehicle maker uses a mix of both—prepare assessment tools in-house as well as outsource the work to consultants outside. The company uses personality assessment for senior-level recruitment and tools like personality mapping, 360-degree assessment and case presentation for internal assessment. Declining to give specifics about the cost benefit when the work is outsourced and done in-house, JN Amrolia, executive director-HR, Ashok Leyland, said: “We do not see it as a cost but as an investment towards the development of in-house expertise and capabilities. Outsourcing assessments especially for senior-level recruitment is expensive but the cost is negligible considering the impact a wrong selection can have at that level.”

Similarly Intelenet Global Solution, a Mumbai-based BPO develops assessment tools in-house and conducts the tests in-house for the candidates’ recruitment and annual performance management. However, for the accelerated carrier development programme for its employees, the assessment tools are outsourced. “We believe that one of the critical success factors for delivering value to our customers and achieving success is the quality and calibre of people that are recruited,” said Manual D’Souza, executive vice-president, human resources, Intelenet Global Services.

Appraising employees tends to get more focused. “A formal appraisal process is conducted once a year along with quarterly reviews to discuss the progress made on accomplishment of tasks, identification of developmental inputs, support needed and to spur on performance by reinforcing desired behaviour and counselling on negative traits,” D’Souza adds.

According to industry experts, most companies outsource their work especially for assessing their senior-level executives where the assessment is in-depth and complex. And different tools are used for different functions or categories and levels.