Methodology

Generally, an assessment is conducted as a test. However, we may develop questions and conduct individual interviews or focus groups. Or, we also collect and analyze performance data to determine common needs. We will explore these areas through the use of personal observations; assessments may include on-site observation and testing. On-site observations are conducted by individuals who are experienced and knowledgeable with regard to performing a task analysis of the work processes, procedures, methods, and practices being observed. These individuals are found both inside and outside the organization. Typically, these individuals who once worked in the position and have the in-depth knowledge of the concepts, and processes conduct individual interviews and tests.

Generally, an assessment is conducted as a test. However, we may develop questions and conduct individual interviews or focus groups. Or, we also collect and analyze performance data to determine common needs. We will explore these areas through the use of personal observations.
Assessments may include on-site observation and testing. On-site observations are conducted by individuals who are experienced and knowledgeable with regard to performing a task analysis of the work processes, procedures, methods, and practices being observed. These individuals are found both inside and outside the organization. Typically, these individuals who once worked in the position and have the in-depth knowledge of the concepts, and processes conduct individual interviews and tests.
The Examinations are conducted in English or respective state languages of South India (Tamil Nadu, Andhra Pradesh, Kerala and Karnataka).
Certificates are handed over to the successful students through the centers’ where they appeared for examinations.
Results of the students of various centers are dispatched with Mark lists through courier / post.

Data Gathering

With the continuing emphasis on competency development, we provide the companies who are seeking individuals who consistently meet or exceed performance requirements and organizational goals. In turn, more and more companies are turning to 360-degree feedback, also referred to as multi-rater assessments (MRA), and to testing or assessment centers. These tools play a key part in a training needs assessment from the standpoint of a continuous improvement process!

The first source

The first source of acquiring assessment information is to define the abilities desired of managers – competencies, knowledge, skills, tasks, behaviors and actions. This has been the function of job analysis, and the resulting job descriptions. As companies continue to go through change, these analyses and descriptions require continuous updating. However, these descriptions become the basis for evaluating levels of competence, which can help HR practitioners assess needs for training and development programs. These descriptions are one source of assessment information

A second source

A second source of assessment information has been performance evaluation data. The purpose of evaluation was to help individuals to enhance those areas needing improvement. The difficult task of assessing how well people are doing their jobs has traditionally fallen to supervisors and managers, even though they are usually not in the best position to observe employee performance on a regular basis. More companies are turning to MRAs or 360-degree feedbacks. This technological evolution has a profound implication. Managers now have a tool for separating the evaluation of abilities for developmental purposes from the evaluation of performance results! MRA’s involve identifying key direct reports (such as peers, internal customers, the employee’s manager, subordinates, and the employee’s manager’s manager) to participate in a performance evaluation. An MRA is an assessment tool that involves each employee in developing a performance enhancement plan. From this information, companies can identify potential training programs and can track and evaluate progress.

A third source

A third source of information may be for the company to use a managerial evaluation or assessment center to develop individuals in career path or a succession planning process. There are tests and assessment center processes that assess skills, attitudes and behaviors for specific jobs. Through administration, the company would then receive objective feedback on which candidates currently possess characteristics or on certain developmental areas necessary for candidates in a career path or succession plan. Some of the typical functions assessed for managerial level candidates include setting organizational objectives, managing budgets, improving work procedures, coordinating interdepartmental work activities, developing teamwork, and making decisions.

A fourth source

A fourth source of information is the identification of exemplary performers who are meeting and exceeding performance criteria. The information gained through the use of interviews can be utilized to evaluate career path and succession planning and to improve the development of the workforce. In an assignment with a major restaurant chain, our interviews focused on three areas: (1) the current position and what skills and experiences prepared employees for success; (2) the challenges of the current position and what knowledge, skills or experiences would have helped prepare employees; and (3) the impact (if any) that employees feel organizational changes have or will have on the work they do.

Obviously, when you consider implementing a training program, assessment work is mandatory. A great deal of information is required before you can move forward with a performance improvement effort designed for organizational impact. The HR professional plays a key role in contributing to performance effectiveness within the organization.

Project guidance using latest technologies and frameworks.
Includes relevant technology training.
Adequate Machine Hours
Real-life project experience
A personalized coaching on report writing
Project certification at the end of the course..

A review of literature indicates that training programs are often prescribed as the drug of choice to problem situations in organizations. We understood the problem in greater detail, proposing a solution or an intervention can be a costly and fruitless endeavor. Often overlooked first step in the performance improvement process is the training needs assessment. We serve to identify the gaps, and considers if the problem can be solved by training. The assessment is part of a planning process focusing on identifying and solving performance problems.

SWOT Analysis

A SWOT analysis is a structured planning method used to evaluate the strengths, weaknesses, opportunities and threats involved in a business venture.

Methodology

Data Gathering

SWOT Analysis

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