Eduquity Career Technologies, the country's pioneering Human Resource Assessment solutions company, brings you the second issue of `Equations', our fortnightly newsletter. Equations will bring you regular updates on the latest developments on HR selection and development initiatives as also those in the field of assessments, besides keeping you informed of our findings in these areas, scientific research being an ongoing process at Eduquity.

In this issue, we talk of why the use of scientific and objective assessment instruments will help you make good employee selection decisions. We also feature two more of our findings on the call center industry.

We hope you enjoy this issue of Equations

When properly applied, the use of valid and reliable assessment instruments will help make better selection decisions, says R Suri Menon, Vice-President, Consulting and Development, Eduquity.

In a study conducted by the consulting firm Accenture, nearly 80 per cent of the respondents (483 senior executives from firms worldwide) said that attracting and retaining talent is their most important people management challenge. Similarly, Gallup's consulting experience shows that most organizations typically underestimate the adverse impact of hiring people who are not the "right fit."

The question of what predicts performance has been the subject of scientific inquiry for over a century now. Time and again, it has been seen that even if an applicant is a top professional within a particular area of expertise, it does not necessarily mean that this individual will be a good performer in the particular role within a specific organization. However, there is ample evidence to support the view that a structured selection process can definitely reduce the risks of employee dissatisfaction, poor performance and turnover. Any effective selection process must address the techniques and methods to assess and evaluate these factors, with reference to the position. (Click Here to read more)

In our previous issue of `Equations', we featured two of our findings on the call center industry ---Language proficiency is the critical competency in the ITES industry with English being the primary language for both international and domestic segments; and gender difference does not have any impact on the performance of candidates on the assessments.

We now bring you two more of our findings:

• It was also found that work experience (or the lack of it) made no significant impact on test performance. However, the differences did emerge on behavioural competencies.
• Overall, Engineering graduates have generally outperformed candidates with other educational backgrounds. However, on an average it is seen that the type of educational qualification makes negligible impact on English language proficiency, aural comprehension or Analytical abilities. It, however, does make a relatively significant difference on Domain specific skills

These findings are based on the in-depth analysis of the results of the assessments - which number to over 1,25,000 - we have carried out for the ITES segment across the country. The analysis was computed on approximately 22,000 odd data, across the country and is all based on 'live assessments'. The data is from multiple locations and various demographic groups. Eduquity has conducted assessments for different types of contact centers (inbound-outbound accounts, voice-based and data based accounts).

Presentation on Merger and Acquisition - HR's role
Date: December 10, 2003.
Time: 6.30 p.m
Venue: C V Narayana Row Memorial Hall, C-209 2nd Floor, Blue Cross Chambers, No.11, Infantry Road Cross, Bangalore-560 001

If it's a good idea, go ahead and do it. It is much easier to apologize than it is to get permission.

- Admiral Grace Hopper

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