360 degree Performance Appraisal

The 360 degree Performance Appraisal feedback and sometimes simply called 360 feedback, is a performance appraisal system that gathers feedback on an individual from a number of sources; including colleagues, direct managers and even customers. The supporters of 360 degree appraisal claim that this gives managers and co- workers better information about skills and performance, as well as work relations, as compared to the traditional appraisal system that is based on line managers’ assessment.

The popularity and growth of the 360 degree performance appraisal is not shocking. When carried out correctly, 360 degree performance appraisals are inexpensive, constructive and they boost productivity.

360 Degree Performance Appraisal feedback helps every person in the organisation to understand their strengths and improve their weaknesses.

Emotional Intelligence

Emotional Intelligence, also called EI, is partly the ability to recognize and control your own emotions, and understand what these emotions are telling you. Emotional Intelligence – EI also means that you can recognize the emotional wants and needs of others and respond appropriately. Putting it simply, Emotional Intelligence – EI determines your self-awareness and your people skills.

Emotional Intelligence is necessary for building trust, creating a sense of identity and efficacy, solving problems with others, cooperating, and participating productively in a group.

Research shows that people with high Emotional Intelligence are often more satisfied with their work, have better work relationships, and experience higher productivity than people with lower Emotional Intelligence.

When Emotionally Intelligent people work together, they have the ability to sweep aside minor conflicts in order to focus on the team’s interests. They can deal well with more serious conflicts, and they can grow from any disagreements that may arise.

Psychometric Assessments

Psychometric Assessments are the turf of study concerned with the theory and system of psychological measurement. One part of the field is concerned with the impartial measurement of skills and knowledge, abilities, attitudes, personality traits, and educational achievement. For example, psychometric assessments research has concerned itself with the creation and justification of assessment apparatuses such as questionnaires, tests, and personality tests. Another part of the arena is concerned with arithmetic research bearing on quantitative theory. Thus, psychometric assessments involve two major research tasks one being the construction of apparatuses and processes for measurement and the other expansion and modification of theoretical approaches to measurement. All psychometric practitioners possess a specific Psychometric Assessments prerequisite, and while most are psychologists with advanced graduate training in psychometric assessments testing. Many work in human resources departments. Others specialize as learning and development professionals.

Participating at the 2nd Strathclyde Dialogue

Know How for Management Consulting (Know How Training) will be participating at the 2nd Strathclyde Dialogue on March 13, 2013.The dialogue will circulate around the impact of technology on our society. Know How Training’s managing director will discuss the topic and focus on the impact of Play Attention on our society and every day life.