Human resource departments typically conduct assessments to evaluate a candidate’s skills and knowledge, identify an employee’s competency, determine employee satisfaction or discover training needs. Effective HR professionals use industry-standard techniques such as the Myers-Briggs personality type indicator. They also use online survey tools to create assessments for internal use. Business executives use the results of assessments to ensure they get the right personnel with the right skills and knowledge to help the company achieve its strategic goals.


Personality tests allow employers to assess a potential employee before offering her a job. For example, pre-employment tests help you identify a candidate’s energy level, frustration tolerance and cultural awareness. If you have a global customer service team, you typically want to recruit and hire individuals who score high in these areas. Personality tests reveal an individual’s strengths and weaknesses. Additionally, employees can make use of personality assessment results to help guide them in their career development.


HR personnel publish clearly defined job roles, with lists of the skills and knowledge required to complete job tasks, so that all employees understand job requirements. Training courses typically include exams at the end of the sessions to determine if a participant succeeded in achieving the course’s learning objectives. Additionally, training professionals might observe people back on the job to further evaluate competency. HR departments might also require employees to earn industry-standard certifications to progress in their careers. For example, project managers might be required to earn a credential from the Project Management Institute before earning a promotion or salary raise.


Employee satisfaction assessments help gauge morale, evaluate initiatives and validate future plans. For example, if your survey reveals low employee morale, lack of career development opportunities, dissatisfaction with compensation and benefits, and numerous complaints on the same topics, take action to address these issues by doing a root-cause analysis to determine why employees feel this way. Implement programs to fix problems, such as offering more training courses and career development opportunities.


HR professionals distribute surveys to find out what works for the company and what needs improvement. For example, an HR professional might create a survey to find out what types of support programs employees need in the workplace. This might result in programs to address issues in work and life balance, health and wellness or professional development. HR professionals use the results to justify investments in these programs. They also use the results to discontinue programs that employees believe have little value.