TO DO A STUDY OF ASSESSMENT REQUIREMENT AND OPPORTUNITY

IN ENTERPRISE
Summer Internship Project
Submitted By:
Rahul Kumar Jha
JKBS/AICTE/2015-17/38
In Partial Fulfillment of Summer Internship for
POST GRADUATE DIPLOMA IN MANAGEMENT
Academic Session: 2015 2017

External Guide

Internal Guide

Mr. Nitin Chawla

General Manager- Operations
Wheebox
Gurgaon

Prof Vishnu Sharma

Assistant Professor
JK Business School
Gurgaon

Submitted To

JK Business School
Gurgaon Shona Expressway

56

Dammam Lake Road Bhondsi, Gurgaon-122102 (Haryana)

RAHUL KUMAR JHA/JK BUSINESS SCHOOL

Acknowledgement
I would like to express my sincere gratitude to Wheebox for providing me an
Opportunity for this learning experience. I would like to express my deep
gratitude to

Mr. Nitin Chawla, General Manager- Operations at Wheebox

who has been a great support and a source of inspiration throughout my

internship period. Without his guidance and continuous support the project
could not have been completed successfully.
This project would have been impossible without the support and co-operation
of the Ms. Geetanjali Gandhi, Senior Manager- Operations at Wheebox &
Mr. Vishnu Sharma faculty of JK business School. I am grateful to them
for not only guiding me through this project on a day to day basis, but also
providing me unflinching support and endless resources while I tried to get a
foothold in my corporate experience.
It is indeed a moment of immense gratification for me to express my deepest
gratitude to Dr. Sanjeev Marwah, Director JK Business School. Mr. Vishnu
Sharma, Professor of JK Business School for providing me with an
opportunity to carry out this project study and help me create this report on
TO DO A STUDY OF ASSESSMENT REQUIREMENT AND OPPORTUNITY
IN ENTERPRISE.
I would also like to acknowledge the support of JK Business School for
providing the valuable resources and my professors who have taught me.
Last but not the least; I would like to thank Professor Suman Kr. Deb for
providing a helping hand for their as continuous encouragement and

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motivation throughout the project.

RAHUL KUMAR JHA/JK BUSINESS SCHOOL

DECLARATION

I hereby declare that the Summer Training Project entitled TO DO A

STUDY

OF

ASSESSMENT

REQUIREMENT

AND

OPPORTUNITY IN ENTERPRISE submitted by me to Wheebox for

Post Graduate Diploma in Management 2015-2017 is absolutely general and
consist of original work.

Thanks,

DATE

(Signature)

Rahul Kumar Jha

JK BUSINESS SCHOOL
ROLL NO - JKBS/AICTE/2015-17/38

56

PGDM Batch 2015-2017

RAHUL KUMAR JHA/JK BUSINESS SCHOOL

BONAFIDE CERTIFICATE

This is to certify that Mr. Rahul Kumar Jha, a

student of JK Business School Gurgaon, pursuing
PGDM, has successfully completed Summer
Training at Wheebox from 2nd May 16 to 30th June
2016. As part of his curriculum, the project report
entitled, TO DO A STUDY OF ASSESSMENT REQUIREMENT
AND OPPORTUNITY IN ENTERPRISE, submitted by the
student to the undersigned is an authentic record of
his original work, which he has carried out under my
supervision and guidance.

I wish him/her all the best.

56

Date

Signature

RAHUL KUMAR JHA/JK BUSINESS SCHOOL

TABLE OF CONTENTS

56

Chapter 1: Introduction
1.1 Background
1.2 Overview: Conceptual Framework
1.3 Purpose of Study
Chapter 2: Organization
2.1 History
2.2 Vision & Mission
2.3 Goals
2.4 Strategies
2.5 Way of Working
2.6 Organization Structure
2.7 Departments: Structure and Functions
2.8 Product Value Chain
2.9 Industry Analysis (Porters 5 Forces Model)
2.10 SWOT Analysis
2.11 HR Policies
Chapter 3: Objective
3.1 Scope
3.2 Significance
Chapter 4: Literature Review
Chapter 5: Study Methodology
5.1 What Is Assessment
5.2 Steps of Assessment
5.3 Result of Assessment
5.4 Process of Assessment
5.5 What Assessments Measure in Recruitment
5.6 Need of Assessment
Chapter 6: Online Assessment
6.1 What is Online Assessment?
6.1 Why Online Assessment
6.2 How Online Assessment Developed
6.3 Benefit of Online Assessment
6.4 Difficulties of Online Assessment
6.5 Opportunities in Online Assessment Industry
Chapter 7: Findings
Chapter 8: Recommendation
Chapter 8: Conclusion
Bibliography

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7
8
10
11
14
15
16
17
18
19
23
26
29
30
32
33
34
35
36
37
39
39
40
44
47
47
48
49
50
51
53
54
55
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LIST OF TABLES
Table No

Title

Page No

Organization Structure

Department Structure

2.1

Operation Department

20

2.2

Technical Department

21

2.3

Marketing Department

22

Product Value Chain

23

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Introduction

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18

Background
Organizations are an important part of contemporary life. For many, todays
organizations take precedence over traditional family allegiances. How well
organizations perform has a significant effect on our lives. With the
emergence of an increasingly global economic context during the 1990s,
organizations began to experience an unprecedented amount of pressure to
perform. To maintain a continued presence in the marketplace demanded a
new level of performance. While in the past, organizations could function
adequately by relying on process management methods and systems; this
was no longer viable in a highly interdependent, multi-stakeholder and
competitive business environment. In order to ensure their survival,
organizations started shifting towards a more results-oriented approach to
management.
Reliance on performance management systems is common in a variety of
contexts today. For organizations in the government and non-profit sector,
definitions of results were not easily forthcoming; such organizations often
have broad goals that are difficult to translate into concrete objectives. It is
clear that in an economy of reduced public spending, non-profit and public
organizations will face increasing pressure to find ways to define and improve
their performance.
So as we understand today, It appeared on the national scene in the late
nineties (After LPG era) as a consequence of changing social needs.
Employers complained that college graduates were ill-prepared for the
demands of the workplace as far as communication, thinking, and problemsolving skills were concerned. To survive in this competitive era, it was must
to have the employees with the multi-tasking and problem-solving abilities in
the organization. There was need of evaluation of employees before hiring to
insure that in future the employees could perform up to the mark and also for
the performance appraisal of the employees who were already working in the

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organization.

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Overview: A Conceptual Framework

Effective managers are more than diagnosticians. They are leaders who see
the link between knowledge, planning and change. Indeed, for some of the
most effective leaders, organizational assessment is a means to address
performance issues. However, the decision to undertake the challenge of
diagnosis is only the first step; one needs to find the appropriate diagnostic
model. Taking into consideration the wide range of organizations that exist
today, the search for such a guide can become a challenge itself.
Organizations may be profit-oriented or nonprofit, public or private, local or
international, centralized or decentralized, product or service-oriented. Can a
single model be appropriate in all contexts? As daunting as these distinctions
may be, organizations have even deeper dimensions of difference. Some are
networked, others are vertically-integrated, or departmentalized, or profitcentered. Organizations that are virtual or electronic dont even have
traditional headquarters. How does one deal with such a range of contexts in
a common approach?
Enterprise architecture (EA) establishes the organization-wide roadmap to
achieve an organizations mission through optimal performance of its core
business processes within an efficient use of resources. Simply stated,
enterprise architectures are blueprints for systematically and completely
defining an organizations current (baseline) or desired (target) environment.
Today the area of (enterprise) architecture in the virtual digital world will
become more and more full-grown. So the focus is changing to the quality of
the work of enterprise architects. How can we review the results of the work of
(enterprise) architects and how can we review their process. Can we define
quality criteria to validate the products and results from other architects?

The attention for the quality of performance of employees is growing, by the

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fact that the impact of changing technology and expectation is growing. So

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how to measure that an employee is good given a certain situation and

supporting well described goals and objectives. So first job of the organization
is to define the criteria how to review the performance. These Criteria have a
strong dependency of the goals and objectives of what has to be achieved
with that enterprise architecture.
Now Organization has two option, either it can assess their employees by
their own on their criteria or to hire someone from outside. In first option, it
requires uses of resources i.e. involvement of man, money and other
processes. But if organization uses second option, it can use these resources
on organizations core operations which can be more beneficial. It depends on
organizations structure and their working culture.

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Purpose of Study

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An organizational assessment is a systematic process for obtaining valid

information about the performance of an organization and the factors that
affect performance. It differs from other types of evaluations because the
assessment focuses on the organization as the primary unit of analysis.
Organizations are constantly trying to adapt, survive, perform and influence.
However, they are not always successful. To better understand what they can
or should change to improve their ability to perform, organizations can
conduct organizational assessments. This diagnostic tool can help
organizations obtain useful data on their performance, identify important
factors that aid or impede their achievement of results, and situate themselves
with respect to competitors. Interestingly, the demand for such evaluations is
gaining ground. Donors are increasingly trying to deepen their understanding
of the performance of organizations which they fund (e.g., government
ministries, International Financial Institutions and other multilateral
organizations, NGOs, as well as research institutions) not only to determine
the contributions of these organizations to development results, but also to
better grasp the capacities these organizations have in place to support the
achievement of results.
To gain competency there is a need of assessment of the employees in
every successful organization. If an organization has absolute advantage in
the form of people, organization can effectively and smoothly run even the
toughest competition.
The main purpose of the study is to understand that why companies do
assessment and the criteria of assessment. The assessment criteria are
different depending on the business processes and in the industry in which
the organization is operating. So the purpose of the study is to understand the
need of assessment in different industries and the organization and the
growing opportunities in the assessment industries.

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Organization

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Wheebox
History:
Started in April 2011, Wheebox offers a bouquet of validated tests, spanning
areas such as language, cognitive, behavioral, information technology and
general abilities as well as core domain skills in banking, financial services
and insurance (BFSI), engineering and retail. It offers assessment services
solutions particularly to enterprises and academia. The test research &
development teams at Wheebox have created a bouquet of over 100
validated tests, spanning areas like Language, Cognitive Skills, Personality
Type, Information Technology, General Abilities and Domain skills like
Finance, BFSI, Retail, Sales and Automobile etc. Wheebox is headquartered
in Gurgaon and has offices in South Africa and the UK and planning to start in
Middle East.
Wheebox is a Cloud based Learning Platform, is an open source Learning
Platform for learning, collaborating, assessing and working on projects or
case studies in an online collaborative learning methodology.
It started with a B2B model and in January 2014ans also started focusing on a
B2C business stream. Currently, the companys entire revenues come from
B2B; it has around 150 corporate clients across sectors such as BFSI, ITITES, manufacturing and retail. The company has 4 million users in 2016 with
an annual user base of one million and aims to take it to 30 million by 2019.
Wheebox-Web-based and Hybrid Efficient Examination Box is Indias leading
talent assessment company helping Enterprise, Government and Academic
Institutions globally to measure and identify talent. At Wheebox we
understand that finding the right talent is the overarching initiative that
supports organizational growth and stability.

HR Company PeopleStrong along With Lumis Partners made a strategic

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investment in Wheebox in the range of $5.5-6 million. At present, 50 per cent

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stake is held by Singh and the rest is with PeopleStrong and Lumis Partners.
In June 2012 as well, Lumis Partners infused Rs 2.8 crore in the company.

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Lumis Partners is also an investor in PeopleStrong.

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Fact File
Operations in all over India and South Africa & United Kingdom

Member "International Test Commission"

ISO 9001: 2008 Company

Member Quality Council of India

IBM Rational Performance Test Certified

250 Authorized Testing Centres in 60 Cities in India.

Over 1.5 million Users being tested annually.

Publisher of India Skills Report with Confederation of Indian Industry

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RAHUL KUMAR JHA/JK BUSINESS SCHOOL

Vision and Mission

Measuring Worlds Talent:
Wheebox is Indias leading online talent assessment Company that partners
corporations for finding and retaining best talent using validated, reliable and
standardized test for pre-hiring and learning needs assessments. Wheebox
benchmarks over 1.5 million users annually across 21 countries globally.
Wheebox research & development teams have created a battery of over 100
validated tests, spanning areas in Language, Cognitive Skills, Personality,
Information Technology, General abilities and core domain skills in Finance,
Retail, Sales, Engineering, Automobile etc. Staying aligned to the vision of
Wheebox to Measure Worlds Talent, It partners over 3000 higher and
vocational education campuses for conducting Wheebox Employability Skill
Test for final year graduates to benchmark competencies that matter the
most for being employable in corporations. Wheebox powers India Skills
Report skill supply side study and complements thousands of colleges to
identify, benchmark and spot areas of competencies and supplementing with
Institution wide and candidate report for developing competencies for
employment.
Finding right talent and retaining is a top priority for any
organization. Broadly, effective talent sourcing and management practices
create a workplace culture that makes the organizations align with employees
with the mission to be productive. Ultimately the real one discriminating factor
between an average company and a great company is its people. And
organizations will win when they have the best talented people; it is as simple
as that. Getting the organization to identify the right profile of the employee is

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the only goal that drives Wheebox business.

RAHUL KUMAR JHA/JK BUSINESS SCHOOL

Goals
To achieve the mission and vision of 2020, Wheebox has divided it in
different goals.

CAGR 90% in FY 2019-20, over 1st years revenue.

30 Million users in 2020
Leadership in six emerging economies
One BRAND bigger than COMPANY
2 out of 3 employees Six Sigma and IQL qualified

The first goal of the company is to have CAGR 90% by 2020. At current stage
the user rate in 1.5 million per year. In comparison to 2012-13, it was 0.5
million per year. Wheebox is growing towards its mission. Wheebox has
registered four million users till March 2016 and their next goal is to reach at
30 million users by 2020. Wheebox is currently operating in 28 states, 7 union
territories in India and apart from India it has operations in South Africa and
United Kingdom. But they are planning to start their operation in Middle East
very soon. With the operation in middle east countries, they are moving
towards developing and emerging economies. So the company is focusing on
their next goal of Leadership in six Emerging economies.
Wheebox CEO Mr. Nirmal Singh says, we want to become a Brand not just
a company. With this statement he wants to say that by 2020, Wheebox will
be the first choice in the assessment company. Employees of the company
are the most important part of this goal. So the company has targeted to have
the employees with Six Sigma & IQL qualified. Efficiency is the key of
Wheebox operations.

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Strategies
RAHUL KUMAR JHA/JK BUSINESS SCHOOL

To achieve any mission or vision of the company, it must be divided into

certain goals and objectives to perform and to reach these goals or objective,
it is very important to have certain strategies. To achieve the mission of 2020
Wheebox has divided into some goals. These goals will be fulfilled by certain
strategies.

Partner 4 Government Skilling Agencies

Partner Top 10 HRO/RPO
Empanel with 5 country Immigration Agencies
Launch Integrated Formal Education in association with a leading

university
Partner 1 Industry body each in 5 emerging economies for B2C
Penetration
These are the strategies which will play an important part to achieve the
goals. At current stage, Wheebox has partnership with NSDC (National Skill
Development Council). Recently, in the partnership of NSDC, Wheebox has
completed a project naming ESSC (Electronic Sector Skill Council). Like
NSDC, Wheebox has planned to partnership with 4 government skilling
agencies. If Wheebox has partnership with them, Wheebox will have more
projects and it will be a milestone on the way of their vision of 2020.

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Way of Working (W O W)

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In any organization, whether it is big or small, their way of working plays very
crucial part in their operation and towards the goal of the organization.

W O W of Wheebox:

Achieve the Goals.

Build positive relationship with Stakeholders
Culture
Delight the Customer
Efficient Project Process Management (EPPP)

These are the W O W of Wheebox. If any company achieving their goals

continuously at the targeted time, it will help to achieve the long run vision of
the company. Wheebox always try achieving their goals by the speculated
time and resources. At the same time Wheebox maintains positive and good
relationship with the stakeholders because they are the part of the company
and their decisions impact on results of Wheebox. The working culture of the
organization influences the performance of the employees. Wheebox has
always tried maintain a positive and formal working environment for the
employees. At the end the customer is the one who has to use the product
and at the end, the revenue comes from this side only. Wheebox has always
tried to deliver a standard product according to the demand. And at last, a
companys process must be efficient. Wheebox follows EPPP for the efficient
operations.

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Organization Structure

RAHUL KUMAR JHA/JK BUSINESS SCHOOL

There are eight structure of the organization. Wheebox follows line

organizational structure.

Line Structure:
A line organization has only direct, vertical relationships between different
levels in the firm. There is only line departments-departments involved in
accomplishing the primary goal of the organization. For example, in Wheebox,
line departments include Operations, Technical and Marketing. In the line
organization authority the follows chain of command. It means one
department head can give authority or any order to their own department
chain only.

CEO

COO

GM
(Operations)

Sr Manager
(Operations)

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Operation
Manager

HR Manager

GM
(Corporate
Allaince)

Sr Mgr.
(Corporate
Relations)

C.R Manager

GM
(Marketing)

CTO

GM
(Technical)

Sr. Software
Developer

Software
Developer

Sr. Sales
Manager

Sales
Associate

Java
Developer

RAHUL KUMAR JHA/JK BUSINESS SCHOOL

Sales
Manager

Departments: Structure and Function

Wheebox follows divisional structure in the departments of the company.
In this structure, Wheebox has divided their business into three departments
on the basis of their jobs and functions. So authority and responsibility are
also divided on the same. After assigning to these divisions, employees are
grouped functionally. The divisions themselves operate autonomously, almost
as if they are separate businesses with a departmental structure. Every
department has one head who handles all the processes of the department.
These departments are
Technical
Operations
Marketing & Sales

Technical department handled by the CTO of the company. This department is

very important part of the business. In this department, the actual production
of the company takes place. As because Wheebox is an online assessment
company so they make online tests, its modules etc. there are 15 employees
work in this department. They are software engineers, Masters in Computer,
etc. The employees are well qualified and well trained. Wheebox has created
a standardized product for all in different domains such as Language,
Cognitive Skills, Personality, Information Technology, General abilities and
core domain skills in Finance, Retail, Sales, Engineering, Automobile etc. But
when a projects there need some changes in the product according to the
demand of the customer. Technical department takes care of all these.

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Wheebox always takes a trial of the product before the delivery.

RAHUL KUMAR JHA/JK BUSINESS SCHOOL

Technology Department

CTO

General
Manager

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Sr.
Operation
Manager
(Tech.)

Operation
Manager
(Tech.)

RAHUL KUMAR JHA/JK BUSINESS SCHOOL

General
Manager

Operation
Manager
(Tech.)

Operation Department
The second and the most important part of Wheebox is Operation
department. Mr. Sanjay Singh is the Chief Operating Officer (COO) of the
Company who handles the Operation department. Operation department
handles all the back head operation of the company. When technical
department create the online test for the client then the job of operation
departments starts. All the assessment related documentation, candidates
registration, the attendance sheets, results done by operation department. If
any non-technical issue found there, handled by the operation department.

COO
Mr. Sanjay singh

GM
(Operations
Mr. Nitin
Chawla

Sr.
Manager
(Operations
)
Ms. Geetanjali
Gandhi)
Operation
Assistant

Operation
Manager

Operation
Manager

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Ms. Prerna Nandle

RAHUL KUMAR JHA/JK BUSINESS SCHOOL

Ms. Kriti Sharma

Marketing
Marketing & Sales are very important division of any company. These are the
area where customer knows about the product and then make purchase
decision. Wheebox Marketing & Sales department handled by Mr. Rohit
Aggarwal, GM-Marketing & Sales and Mr. Ketan Virmani, GM-Corporate
Alliances. Sales Manager and Sales Associate support them.

CEO

GM
(Marketing&Sale
s)

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Sr. Sales
Manager

Sales Associate

COO

GM (Corporate
Alliance)

CR Manager

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Marketing
Associate

Product Value Chain

Customer
Technology
Customization
Fast and Reliable Service
Care of Employees

1. Focus on customer
This is affected by the ability of your customers to find a different way
of doing what you do for example, if you supply a unique software
product that automates an important process, people may substitute by
doing the process manually or by outsourcing it. If substitution is easy
and substitution is viable, then this weakens your power product has
become more robust.
2. World is changing
People want access to reports, information and services wherever they
are, whenever they need it. We're working on offering new solutions for
mobile services that help people all over the world to connect and take
assessments, view reports, make prudent decisions about hiring to

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even posting their score cards to employers on phone.

RAHUL KUMAR JHA/JK BUSINESS SCHOOL

We at Wheebox understand the change and just in time demand from

our customers. Hence our product teams are working out apps that
work with Android to IOS to ensure that it works everywhere with the
same ease and experience.
3. Language cannot be barrier.
We understand, Language cannot be the barrier to get connected to
tool or technology. Hence we work with several vernacular Indian
languages that serve the purpose. From English to Hindi or even
Kannada our smart apps understand user demand and change the
experience.

4.

Make

services

fast

and

reliable

for

users.

Make This is affected by the ability of your customers to find a different

way of doing what you do for example, if you supply a unique
software product that automates an important process, people may
substitute by doing the process manually or by outsourcing it. If
substitution is easy and substitution is viable, then this weakens your
power.

5. Listen everyone but Ideas come from fresh minds.

Our teams come from diverse backgrounds, and we are actively

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seeking new team members to bring fresh perspective to solving

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problems, along with the technical and soft skills needed to keep our
assessment services growing and reliable.

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Industry Analysis: Porters Five Forces Model

RAHUL KUMAR JHA/JK BUSINESS SCHOOL

Threat of New Entrants

In Indian online assessment industry, Threat of New Entrants is the first and
biggest threat for any existing company like Wheebox. The online assessment
industry is growing rapidly and it is a good profitable market. Profitable
markets that yield high returns will attract new firms. This results in many new
entrants, which eventually will decrease profitability for all firms in the industry.
The new entrants can have these effects on existing companies:
1. The entry of new companies rapidly will trend towards zero profit
from abnormal profit because the market will shift towards a
different market structure. At current stage the market is
oligopoly where few players are operating in the industry but due
to entry of new companies it will shift to perfect competition. So
profit margin will be very less or will be no profit.
2.

It can increase the rivalry between existing companies and in

result; profit margin will go down because every company want
to make influence in the industry and to attract the customer
towards the company.

3. Companies may have to change their service quality to make

profit or to be stable in the market.
Wheebox can have these factors to block or decrease the impact of new
entrants:
1. Barriers to entry for new companies
2. Government policies
3. A good amount of capital requirements
4. Product differentiation of Wheebox

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5. Brand equity of Wheebox

RAHUL KUMAR JHA/JK BUSINESS SCHOOL

6. Customer loyalty towards established brands

7. Network effect of Wheebox.

Threat of Substitute:
This is affected by the ability of your customers to find a different way of
doing what you do for example, if you supply a unique software
product that automates an important process, people may substitute by
doing the process manually or by outsourcing it. If substitution is easy
and substitution is viable, then this weakens your power.
In Wheebox, there is no close substitute available of online
assessment. Wheebox is delivering a unique, different and standard
product which has no close substitute available in the market. So it
doesnt have to much effect on Wheebox operation.

Bargaining Power of Buyers:

This is driven by the number of buyers, the importance of each
individual buyer to ones business, the cost to them of switching from
ones products and services. It is also described as the market of
outputs: the ability of customers to put the firm under pressure, which
also affects the customer's sensitivity to price changes by the company.
In online assessment industry, the product is not like a FMCG or
Consumer Durable product where the customer has huge bargaining
power. So there is less bargaining as compared to any other industry.

Bargaining Power of Suppliers:

There is no any measure supplier as such in Wheebox. In Wheebox, they
make online assessment software and tools. Company needs mainly
internet services for this. But in the case of any project which requires
offline assessment then company needs vendors to do these assessments.
Wheebox has contract with some assessor agencies who supply assessors
for offline exams. But online assessment industry is like oligopoly where we
have few players in the market so it is not as much worth full for them also

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to switch towards any other company. And assessors are also easily

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available to conduct assessments so Bargaining Power of Supplier has not

very much effect to Wheebox operation.

Industry Rivalry:
In online assessment industry, there are few but major competitors in the
market against Wheebox. The major companies are
1.
2.
3.
4.
5.

Mettl
Aspiring Minds
Edutech
Scope Testing Services
Pearson TalentLens India

These are the main competitors for Wheebox. Every company is offering
as same product to the customer but to get success in this situation, a
company must have a great product differentiation and if they can price it
at an acceptable range, they can sell it to anyone in the market. To keep
this in mind wheebox has designed different tests for different domains.
They have differentiated the product from the competitors which is the key
of companys success.

SWOT Analysis
The objective of this SWOT analysis is to build the strengths and minimize the
weaknesses of the company so that they can quickly take advantage of
opportunities that present themselves and try to mitigate outside threats.

Strength:
1.
2.
3.
4.

Good quality product

Product differentiation
Good relationship with the suppliers
Enthusiastic Employees

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Weakness:

RAHUL KUMAR JHA/JK BUSINESS SCHOOL

1. Easy to imitate this business model

2. Difficult to bring all stakeholders at a same platform
3. Less number of training partners

Opportunity:
1.
2.
3.
4.

Internet penetration
Indian Governments program like Digital India, PMKVY etc.
Shift from Paper-Pen mode to Online mode of customers
Vast future in the Industry

Threat:
1. Entries of new players in the market
2. Tough Competition from existing players like Mettl, Aspiring
Minds etc.
3. Changes in

Government

policies

both

domestic

and

internationally.

HR Policies
Human resource policies of Wheebox are continuing guidelines on the
approach the company intends to adopt in managing its people. It represents
specific guidelines to HR managers various matters concerning employments.
It states the intend of the organization about different aspects of Human
Resource

management

such

as recruitment,

promotion, compensation, training, selections etc. They define the conception

and value of the organization on how people and things should be treated.
Therefore, it serves as a reference point when human resources management
practices are being developed or when decisions are being made about
people. A good HR policy must provide generalized guidance on the approach
adopted by the organization.

Finding right talent and retaining is a top priority for any organization. Broadly

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speaking, effective talent sourcing and management practices create a

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workplace culture that makes the organizations align with employees with the
mission to be productive. Ultimately the real one discriminating factor between
an average company and a great company is its people. And organizations
will win when they have the best talented people; it is as simple as
that. Getting your organization to identify the right profile is the only goal that
drives our business.

HR Policies of Wheebox:
Compensation and Benefits:
Employees are given compensation and benefits after completion of
the project. These benefits can be monetary or non-monetary
depending upon the performance of the employees.
Employee and Labor Relations:
Wheebox take care the emotion and feelings of the employees very
well. Employees are treated like friends.
Employment Practices & Placement.
According to Mr. Nirmal Singh, CEO-Wheebox Listen everyone but
Ideas come from fresh minds. Wheebox always look for fresh talents
to work them.

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Workplace Diversity:

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Wheebox maintains diversity in the workplace. Currently 45% of the

employees are woman. The age group of employees is 21 to 55 years.
It shows how much diversity of age and gender are there in the
Wheebox.

Health, Safety and Security:

The health, safety and security of employees are very much important
in any organization. Especially the security of female employees is
much important. Wheebox concern this and make sure the safety and
security of employees. Wheebox has given the facility of work from
home if any employee is unwell.

Objective

TO DO A STUDY OF ASSESSMENT REQUIREMENT

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AND OPPORTUNITY IN ENTERPRISE

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SCOPE

THE STUDY WILL IDENTIFY THE IMPORTANCE AND

BENEFIT OF ONLINE ASSESSMENT IN ENTERPRISE

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AND ITS OPPORTUNITIES

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SIGNIFICANCE

INCREASE THE USER RATE OF WHEEBOX THROUGH

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ENORMOUS OPPORTUNITIES IN THE INDUSTRY

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Literature Review
Skills assessment in India is a rapidly evolving sector. Assessment can verify
that individuals have the skills needed to perform a particular job and that the
learning program undertaken has delivered education at a given standard. It
enables individuals to be benchmarked against their peers. It also has more
intrinsic value in creating opportunities to motivate students and to give
feedback. Assessment is closely linked to certification, as individuals often
have the opportunity to gain a recognized certificate if they pass an
assessment; certificates can provide a platform from which to progress to
other areas of learning, to get a job or to progress within their existing careers .
Online assessments are processing services used in personnel recruitment to

preselect applicants with the aid of the internet. They are intended to filter out
the applicants who are best suited to invite to personal interviews. Online
assessment has become more popular in recent years, and has become
established as a standard tool in the recruiting process of many companies.
Major international corporations in particular make use of online assessment
centres in selecting in-house apprentices and trainees, dual-education
trainees, interns, working students, university graduates and young
professionals. Online assessment serves primarily to measure applicants'
cognitive abilities, i.e. their deductive reasoning. It is more rarely used to test
aspects of knowledge such as technical understanding, spelling and
mathematics, or for soft skills or career-related personality traits.
This study offers the use of assessment in enterprise, its need and benefits.
Use of online assessment and needs of online assessment in enterprise. How
online assessment is different from the traditional assessment. The
opportunities of online assessment in India. Report shows the findings and

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recommendation of the study.

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Study Methodology
Assessment:
Assessment is a process used by organizations to determine priorities, make
organizational improvements, or allocate resources. The purpose of
assessment is to identify performance requirements and the knowledge, skills,
and abilities needed by a company's workforce to achieve the requirements.
An effective assessment helps direct resources to areas of greatest demand.
The assessment should address resources needed to fulfill organizational
mission, improve productivity, and provide quality products and services. An
assessment is the process of identifying the "gap" between performance
required and current performance. When a difference exists, it explores the
causes and reasons for the gap and methods for closing or eliminating the
gap.

There are three levels of assessment:

Organizational

assessment evaluates

the

level

of

organizational

performance. An assessment of this type determines what skills, knowledge,

and abilities an organization needs. It determines what is required to ease the
problems and weaknesses of the organization as well as to enhance
strengths and competencies, especially for Mission Critical Occupation's
(MCO). Organizational assessment takes into consideration various additional
factors, including changing demographics, political trends, technology, and the
economy.
Occupational assessment examines the skills, knowledge, and abilities
required for affected occupational groups. Occupational assessment identifies
how and which occupational differences or gaps exist, potentially introduced
by the new direction of an agency. It also examines new ways to do work that
can eliminate the discrepancies or gaps.
Individual assessment analyzes how well an individual employee is doing a
job and determines the individual's capacity to do new or different work.
Individual assessment provides information on which employees need training

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and what kind.

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Determine Organization Benefits of Assessment- This part of the process

will sell and help the decision makers and stakeholders to understand the
concept of the assessment. Assessment is based on the alignment of critical
behaviors with a clear organization mission accounts for critical occupational
and performance requirements to help the organization:
a) Eliminate redundant training efforts,
b) Substantially reduce the unnecessary expenditure of training dollars, and
c) Assist managers in identifying performance requirements
It can best be satisfied by training and other developmental strategies. To
go beyond learning and actually achieve critical behaviors the agency will also
need to consider how required drivers will sustain desired outcomes.

Key Steps in Assessment:

Exploration and Identification. During the first phase of the
assessment, Company needs to determine what they already know
about the organization's needs, whether it be additional resources, new
technologies, or market expansion. It's about figuring out where the
company is and where they want to be. Company also need to
discover other undisclosed needs that may be hindering them from
moving from where they are to where they want to be. Then company
set the scope of research. In other words, the needs the company
going to focus upon.
Data gathering and analysis. At this stage company collects the
information they need to better understand the gaps (needs) between
where they are and where they want to be. Data may be collected from
internal company records or externally through market research
techniques such as surveys and analysis of secondary data including
statistical data collected by the federal government. After the data is

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collected, it is organized and analyzed.

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 Utilization. This is where the data company analyzed is used to create

a plan of action and implement it. They set the priorities, evaluate
solutions, apply a cost-benefit analysis to determine which solution is
best in light of the relative costs and benefits of each, formulate a plan
to implement your solution, and then allocate the resources necessary
for implementation. Again, the goal is to develop a plan to close the
gaps between the organization's desired future state and its current
state.
Evaluation. While many organizations will not evaluate the results of
their assessment, smart organizations do. Good companies evaluate
the results of the action plan against the results: has the action plan
placed you closer to where you want to be? Evaluation can help the
company to determine what made an action plan successful or find the
errors in the assessment. For example, did they miss any important
gap, or were the resources they allocated are insufficient to close the
gap?

Plan:
The assessment is likely to be only as successful as the planning.
Set goals/objectives for the assessment
Evaluate organizational readiness and identify key roles
Evaluate prior/other needs assessments
Prepare project plan
Inventory the capacity of staff and technology to conduct a
meaningful training skills assessment and analysis

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Clarify success measures and program milestones

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After planning, the organization conducts actual assessment. For conducting

the assessment, organization can do it by their own or by outsource a third
party from outside. It depends upon the organization structure and functions.

Results of Assessment:
The results of the assessment allow the manager or the company to check
and confirm that the objective of assessments is fulfilled or not. Then from
result, company knows the performance of an employee or a group. If any
employee or group is not performing well then there needs to be training for
them. Then company can set the training objectives by answering two very
basic questions: what needs to be done, and why is it not being done now?
Then, it is more likely that an accurate identification of whom, if anyone,
needs training and what training is needed. Sometimes training is not the best
solution, and it is virtually never the only solution. Some performance gaps
can be reduced or eliminated through other management solutions, such as
communicating expectations, providing a supportive work environment, and
checking job fit. These interventions also are needed if training is to result in
sustained new behaviors needed to achieve new performance levels, for an
individual, an occupation, or an entire organization.

Process of Assessment:
An effective internal assessment includes input from all viewpoints in the
organization. It maybe not all employees, but all levels of employees. The first
step of an assessment is to gather input from throughout the organization on
the issues or challenges associated with optimizing the organization, i.e., the
issues that keep the organization spinning its wheels. Once the list is
complete, group similar issues then prioritize the remaining list based on
which potential solutions have the greatest leverage for overall improvement.

It is important to make sure that the organization is not reacting to pain but

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finding root causes and solving them. In other words, priority should fall to

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fixing issues that are creating other problems down the line. Company look for
leverage and root cause when they select issues to work on, and it creates
the biggest positive impact on the organization.

Assessment for Recruitment Process:

Companies use assessment for recruitment also. Recent research shows
that about 76% of organizations with more than 100 employees rely on
assessment tools such as aptitude and personality tests for external hiring.
That figure is expected to climb to 88% over the next few years. This is not
just the case about screening for junior recruits. The more senior the role, the
more likely the employer is to use assessments to identify candidates with the
right traits and abilities. Global estimates suggest that tests are used for 72%
of middle management positions and up to 80% of senior roles, compared
with 59% of entry-level positions.

What Assessments Measure in Recruitment

Today employers like assessments because they greatly reduce the time and
cost of recruiting and hiring. Tests also prevent interviewers from accepting or
rejecting candidates on the basis of conscious or unconscious biases. And
because tests can be given remotely and scored electronically, they widen the
pool of candidates.
Most important, valid tests help companies measure three critical elements
of success on the job: Competence, Work ethic, and Emotional intelligence.
Though employers still look for evidence of those qualities in resumes,
reference checks, and interviews, they need a fuller picture to make smart
hires. Research shows that tests for such traits are much better predictors of
performance than are years of experience or educationthe sort of data that
candidates typically highlight in their applications.

Competence:
Competence is usually measured with aptitude tests, which consist of
questions or problems (with objectively correct answers) designed to assess

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raw reasoning power. Ranging from generic IQ assessments to tests of

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specific abilities or skills, aptitude tests are used to evaluate what you know,
what you can do, or what youre able to learn. The most common types
measure verbal, numerical, abstract, or logical thinking. For employers they
are a great complement to resumes, especially when candidates are too
junior, too similar, or too different to be compared on experience.
The key thing to remember about aptitude tests is that employers rely on
them merely to establish that the candidates sufficient reasoning and learning
skills. In most cases they dont need to be a top scorer; they just need to meet
a baseline. In recent years employers have also evaluated competence with
situational judgment tests (SJTs). Like aptitude tests, SJTs present problems
to solve, but the problems dont have objectively correct answers. Instead,
experts or judges determine which answers are most and least desirable.
These tests are typically untimed and focus more on tacit knowledge or
practical know-how than on reasoning performance. And their content is more
explicitly connected to a particular job role than is the content of traditional
aptitude tests.

Work Ethics.
Most companies seek employees who are ambitious, reliable, and trustworthy.
These elements of work ethic determine not only whether people will get
things done but also whether theyll fit in with the organizations culture and

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collaborate well. Self-report questionnaires, such as personality tests, are

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often used to evaluate those qualities by revealing typical patterns of

behavior.
Most of the organizations are much more accepting of extreme ambition than
others. For example, a few years ago Reckitt Benckiser, a multinational
consumer goods company, developed an immersive personality test design to
attract candidates who were so insanely driven that theyd often act in bold
and somewhat antisocial ways. This is a great reminder that organizations,
and even departments within them, have their own profiles for success.

Emotional Intelligence:
Employers have been paying a great deal of attention to emotional
intelligence, and rightly so. Many psychological studies demonstrate that EI is
linked to overall performance, entrepreneurial and leadership talent. Further,
its importance is not confined to specific roles.
Employers tend to assess EI through face-to-face interviews, but increasingly
they also use psychological tests. Most of these look like self-report
personality tests, but they specifically gauge interpersonal and intrapersonal
tendencies. Candidates might be asked whether they find other peoples
sadness contagious, for instance, and whether they tend to avoid upsetting
situations. Their responses help illuminate how empathetic and self-aware

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they are.

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When a Company Need Assessment:

1. The talent pool is too large

If the talent pool of the company is in the hundreds for a particular job, the
company could most definitely benefit from pre-employment assessments.
Assessments such as an online application and screening tool can help to
safely reduce the applicant population anywhere from 5 15%. An online
application will eliminate anyone who does not meet the basic qualifications
for the job, and a screening tool will get rid of the candidates who are most
unlikely to be a good fit for the job. Taking this a step further, a more robust,
job relevant assessment can reduce your application pool even more
dramatically. Assessments are an excellent way to objectively eliminate
members from your applicant pool who are not likely to be successful on the
job in a legally manner.

2. Your talent pool is too small

If the talent pool is too small, then the company may be more inclined to be
too lenient and biased when hiring individuals for job openings. If you hire
someone who does not meet all of the requirements of the job and who likely
will not be a good fit for the job and company, they are likely not going to last
long. Even worse, they are going to cost you in terms of on boarding, training,
and time spent. If they remain on the job, other problems could result in terms
of negative coworker perceptions and productivity loses.

3. Your current talent isnt performing

If your companys current employee population isnt performing, assessments
can help. Competency based employee assessments are designed to help
organizations assess candidates against the most critical components, or

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competencies, required for successful job performance. By implementing a

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selection process with assessments such as a screening tool and an in-depth

assessment, you can by confident that you are bringing in the best of the best
into your organization. So, what do we do about those low-performing
employees who are already on the job? Certain assessments can also be
used for developmental purposes so that current employees can get a gauge
for their strength and challenge areas and work to improve upon their
challenges.

4. Your current talent is causing you to lose money

Do the companys current talent causing them to lose money in terms
of safety incidents, turnover, or lawsuits? Assessments can be designed to
strategically eliminate individuals in the selection process who are shown to
be the most risky candidates in terms of safety, absenteeism, dependability,
and other key areas that can relate to a loss in productivity or money. Hiring
individuals who can pose a threat to the safety and productivity of your
company can cause numerous hardships for your company including money
lost and poor reputation.

5. Your current hiring process is not legally defensible

If the current hiring process is unfairly discriminating individuals of a particular
race or gender, then the hiring process is not legally defensible. By using a
selection process that is not legally defensible, company essentially making
the target for lawsuits, a bad reputation, and often times, a huge loss of
money. Putting job relevant assessments into hiring process that have been
proven to select candidates fairly and accurately when used consistently is a
legally sound way to hire and retain candidates.

6. Your talent retention is low

If the turnover is an issue at the company, then they can likely benefit by using
assessment(s) in the hiring process. Turnover is an issue that all companies

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typically face at one point or another. When turnover is dysfunctional, negative

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consequences result for the company in terms of added stress, reduced

productivity, and money wasted. Turnover is multifaceted in that multiple
factors can affect whether or not an employee is going to turnover, including a
companys culture and climate, coworkers, and fit to the specific job.
Assessments that gauge turnover are designed to help you answer two
questions:
1) Does the individual behave in a way that indicates they are likely to
turnover?
2) Do the individuals responses indicate that they will be satisfied performing
the requirements of the job?
If a candidate responds in a way that indicates they will be unlikely to
turnover and that they will be satisfied with the job, we can determine that

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they will likely be a good fit for the job.

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Online Assessment
What is Online Assessment?
Online assessment is a procedure by which specific abilities or characteristics
can be evaluated via the Internet. Such assessments are most frequently
used in the area of personnel selection, in order to determine how suitable a
candidate is for a specific job.
Online assessments are processing services used in personnel recruitment to
preselect applicants with the aid of the internet. They are intended to filter out
the applicants who are best suited to invite to personal interviews. Online
assessment has become more popular in recent years, and has become
established as a standard tool in the recruiting process of many companies.
Major international corporations in particular make use of online assessment
centres in selecting in-house apprentices and trainees, dual-education
trainees, interns, working students, university graduates and young
professionals.

Why is Online Assessment being used more and more

frequently?
Online Assessment has some very clear benefits in comparison to traditional
assessments: Firstly, no supervisors or invigilators are needed for Online
Assessment. This means that gut feeling plays no role, neither while taking
the test nor during the assessment so Online Assessments are very objective.
Secondly, Online Assessment can also predict, with a relatively high degree of

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accuracy, how suitable a candidate is for a specific position.

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How is an Online Assessment developed?

Online Assessments consist of several tests or questionnaires to be
completed by the candidate. Depending on the position which you have
applied for, various abilities and characteristics are determined. For example,
an Online Assessment could consist of tests for memory and concentration as
well as for language skills and could also include a personality questionnaire.
It is often possible for you to choose the order in which you do the tests. It is
usually not necessary to complete all the tests in one sitting, but rather you
can take breaks between the tests.
Online assessment serves primarily to measure applicants' cognitive abilities,
i.e. their deductive reasoning. It is more rarely used to test aspects of
knowledge such as technical understanding, spelling and mathematics, or for
soft skills or career-related personality traits.
In general, a candidates first step in applying for a position is the conventional
procedure of submitting a cover letter and curriculum vitae. Suitable
candidates are invited by return mail to take an online assessment, with a link
accessing the online assessment centre. Applicants must complete the online
assessment by a specified deadline. Assessment results are made available
to the company, whose human resources recruiters then decide which
applicants to invite to the next selection step, for example a personal interview
or an in-house personal assessment centre at the company.

An applicant can complete the Online Assessment at anytime from

anywhere e.g. from their home. This saves travelling costs, and it also has the
advantage that the test can be performed in the applicants own familiar,
stress-free environment.

The automated evaluation of results saves both time and money.

The relatively limited amount of time required is one of the main

attractions, as it enables the inclusion of a large number of candidates in the

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pre-selection process.

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Benefits of online assessment processes for businesses

Companies benefit from online assessments both economically as well as
from a qualification diagnostics perspective:
1. It has been demonstrated as part of a dedicated case study that the overall
recruiting process, from receiving applications to hiring a new staff member,
can be shortened significantly thanks to online assessment.
2. It has also been shown that a small percentage of the applicants
actually back out.
3. The total application process costs less: Applicants no longer need to travel
to take a test, completing it instead online at home using their own computer.
The company also saves on costs for travel, hotel accommodation and meals.
What is more, they do not have to pay personnel to hold in-house tests at the
company.
4. The CVs of young applicants with little professional experience, such
apprentices and trainees, often do not offer adequate differentiating
information to enable fair and just pre-selection for applicant interviews.
Online assessments deliver supplementary information on objectively
comparable characteristics.

Benefits of online assessment processes for applicants

Online assessments are helpful not just from the employers perspective:
applicants profit from this process as well. How?
1. Online assessments are objective.
2. Applicants can perform online assessments when they want to, rather than
at a fixed time determined by the company.
3. Online assessments demand less time for applicants than a journey to the

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companys location.

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4. Since online assessments take place on the internet, they can be

performed from anywhere in the world.
5. What is more, applicants can take these tests at home in a stress-free
environment.
6. Good online assessments communicate information about the company,
not only generating test results, but also providing orientation.
Online assessments are also fair. They reduce the danger of suitable
applicants being erroneously rejected. Online assessments enable companies
at no extra cost to also give those applicants a chance that, for example,
got poor marks on their leaving certificates or university transcripts.
Performance in school is not always a reliable indicator for forecasting
success or failure in the workplace. This fairness argument moved the
German railway company Deutsche Bahn to cease basing their pre-selection
decision-making for apprentice and trainees on school marks, and to rely
rather on online assessments.
It should be noted, however, that ultimate decisions on what applicant should
actually be offered a position are still taken by real people. Critics maintain
that online assessments can be manipulated but even if an applicant did
succeed in manipulating any online data, a personal judgment would still be
made downstream.

Disadvantage Online Assessment

In an Online Assessment, it is difficult to determine how willing you are to help
or how friendly you are. These requirements are therefore mostly determined
in interviews, role-plays or group discussions. Poor network connection and

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other infrastructure issues coming in the way of online assessment.

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Opportunities in Online Assessment Industry

Online assessment tests and programmes are increasingly helping human
resource (HR) professionals in India Inc to gauge the right skills of candidates
while hiring, as well as that of their on-roll employees during the year. Being
offered by the likes of Mettl, Wheebox, and Aspiring Minds etc. Among others,
online assessment services have not only helped companies save on training
costs but also enhance employability of candidates.
"We have worked with many large conglomerates and have helped them
reduce training costs. Recruits undergo a skill-based assessment, based on
the organizational needs. Having been benchmarked, their strengths and
weaknesses are analyzed. Then, training modules to suit different skill gaps
are designed and deployed, making the training process more efficient and
impactful," says Tonmoy Shingal, co-founder and COO, Mettl.
Modules are also prepared for post-training assessment of employees, to test
the effectiveness of the training module and to assign the right people to
projects.
On their part, companies are also realizing the importance of testing not only
knowledge and skills but also softer aspects like personality and behavior,
which together drive person-job fitness.

According to Yugesh Goutam, executive director, KEC International, part of

the RPG Group, online assessments tend be a cost-effective measures for
companies. "Leveraging the online assessments while recruiting for
development of the candidate is truly a cost-effective measure," says Goutam.
The online assessment platforms address the need for relevant, skill-based
assessment to help companies reduce time and effort on training recruits.
These services may include creation and management of assessments of

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multiple competencies, hands-on testing, simulation-based measurement of

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skills, automatic invigilation, actionable analytics and easy and efficient

content upload meant for freshers, as well as lateral recruitments.
According to Deloitte Touche Tohmatsu India Pvt Ltd, the services have also
been helping HR officials address the employability issue.
"Leading corporate houses are increasingly taking the help of assessment
service providers to find the right candidate for the right job. That the industry
and corporates are unhappy about the quality of students for employability is
recognized. The services not only bring better value on the training and other
preparatory costs for industry but also enhance employability of students.
Recent research shows that about 76% of organizations with more than 100
employees rely on assessment tools such as aptitude and personality tests for
external hiring. That figure is expected to climb to 88% over the next few
years. This is not just the case about screening for junior recruits. The more
senior the role, the more likely the employer is to use assessments to identify
candidates with the right traits and abilities. Global estimates suggest that
tests are used for 72% of middle management positions and up to 80% of
senior roles, compared with 59% of entry-level positions.
Research shows only 6% assessments in the organization held online. So

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there is a huge opportunity in this industry.

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Findings
Wheebox is on 2nd position after Mettl in India. Mettl is the market
leader in the industry.
Product differentiation and Customization is the key

Government of India started many initiatives which have increased the

opportunities in the market for companies.
Growing internet penetration

Shift from Paper-Pen mode to online mode of customers is also

increasing the uses of online assessment.
Vast opportunities in the industry has increased the entries of new
players in the market
Changes in Government policies both domestic and internationally
restrict the growth and users for the companies
Tough competition from existing players like Mettl, Aspiring Minds etc.

Easy to imitate this business model

Difficult to bring all stakeholders at a same platform

Less number of training partners in India also restricting the growth of

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companies.

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 70-80% organizations are using assessment for appraisal and

development of the organization.
Online 6% organization use online assessment tool for the assessment

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Massive opportunities in online assessment industry.

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Recommendations
Companies should offer customize product to the customer according
to their need and requirement to get maximum customer satisfaction.
Product differentiation is very important for the companies. It helps to
get customer attraction. A different product from the competitor can
also help to increase the market share.
Companies should tie up with the government agencies to grab
maximum opportunities from the initiatives of government. Wheebox
have tie up with NSDC and CII.
Companies should increase the awareness of online assessment.
Growing internet penetration can also help in it.
Companies must use product differentiation to survive from the
competition.
To grab maximum available opportunities in the market every company
should increase the number of training partners so that they can

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conduct assessment in India and worldwide.

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Conclusion
Online assessment tests and programs are increasingly helping human
resource (HR) professionals in India or worldwide Inc. to gauge the right skills
of candidates while hiring, as well as that of their on-roll employees.

Online Assessment has very clear benefits in comparison to traditional

assessments: Firstly, no supervisors or invigilators are needed for Online
Assessment.
Online Assessment can also predict, with a relatively high degree of accuracy,
how suitable a candidate is for a specific position.

An applicant can complete the Online Assessment at anytime from

anywhere e.g. from their home. This saves travelling costs, and it also
has the advantage that the test can be performed in the applicants
own familiar, stress-free environment.
The automated evaluation of results saves both time and money.

The relatively limited amount of time required is one of the main

attractions, as it enables the inclusion of a large number of candidates
in the pre-selection process.
Companies are also realizing the importance of testing not only
knowledge and skills but also softer aspects like personality and
behavior, which together drive person-job fitness.
Online assessment tools helped the companies to choose the

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assessment type they are looking for.

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Bibliography

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Www.wheebox.com
Www.mettl.com
Www.businesstoday.in
WWW.forbes.com
Www.sucessfactors.com
Www.google.com

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