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  • It has been our experience and this is supported by most of the research that the best hiring decisions are made when the organization uses an integrated selection process – one where a series of voices evaluates the candidate’s fit with the role. This is because no one tool, not an interview, nor a role play, nor an assessment for that matter can measure all of the factors important to success in a given role. But, if you use a series measurement tools, each appropriate for what you are trying to measure you will at the end of the process have a comprehensive evaluation of person-job fit. The ASSESS voice is really positioned on the left side of this diagram. The ASSESS personality survey and cognitive abilities test measure innate capabilities – those things which are relatively stable about the person and unlikely to change with time. ASSESS helps one to identify the candidate with a natural fit for the role.
  • Similarly, a well-designed development program has a series of integrated steps to help the individual move through the development process from self awareness to understanding to goal setting to change. In this process ASSESS can assist both in the benchmark assessment and guidance for goal setting as well as using the 360 and Review modules to evaluate progress over time.
  • As a development tool, ASSESS holds up a mirror so the individual can understand how others see them and then provides constructive feedback as to why they might behave as they do. The ASSESS voice is constructive but honest, thus it will highlight strengths but also raise issues concerning potential weaknesses. We feel this is important for an individual in order to grow. While most of us know it is easier to build on strength, we also must recognise areas for development as they apply to our job effectiveness.

Transcript

  • 1. Competency-based Assessments for Professionals and Managers Introducing Assess
  • 2. Guiding Concepts
      • Putting the right people in the right job is good business
      • Matching people’s natural strengths to the job that fits them best
      • Continuous development of employees builds on strengths, builds new skills, and manages deficiencies
      • Growing a successful business by selecting, developing, and retaining the right employees
  • 3. Competency Models Serve as the Foundation
    • Prosperous companies, all over the world, are using competency models to
      • Translate strategy into human requirements
      • Define the best behaviour to achieve strategic goals
      • Specify the desired skills, abilities and personal attributes for people at all levels in the organisation …So that their people do the right things, the most important things
    • A well developed competency model should inform all aspects of HR Practice
      • Selection – provide a clear target for selection practices and candidate evaluation
      • Development – focus development activities on the skills, knowledge and characteristics that will have an impact on job effectiveness
      • Training – maximise the investment of training dollars
      • Performance Management - clarify work expectations and measurement in a common language
      • Succession Planning – shift focus beyond current performance to potential for future roles
  • 4. ASSESS – Linking Competencies and Assessment
    • Build a model using our Strategic Success Modeling Process
    • Link an existing model to the ASSESS Competency Library
    • Use a General Model
    Define Success
    • Psychometric assessment report
    • Behavioural interview guide
    • Candidate specific interview probes
    Hire the Best
    • Psychometric assessment report
    • 360 Feedback
    • Focus 360 (track progress)
    • ASSESS Review (a performance appraisal module)
    Develop & Measure Excellence
  • 5. Competency Modeling – Our Approach
    • Build from a top-down perspective
      • Start from the business strategy
      • Consciously connect HR strategy to business objectives
      • Use internal experts who understand both the business direction and job requirements
    • Use competency libraries to frame competency model development
      • ASSESS competency library includes 38 standard competencies
      • Tailor competency definitions and representative behaviours to fit the company
    • Efficiently execute
      • Build or link a model in a few days, not months
      • Immediate access to competency-based assessments
  • 6. The ASSESS Competency Library Thinking Working Relating Visioning or Innovation Problem Solving & Analysis or Decisive Judgement Championing Change or Adapting to Change Courage of Convictions Business Acumen Functional Acumen Planning And Organising Driving For Results or Delivering Results Quality Focus or Continuous Improvement or Policies, Processes & Procedures Safety Customer Focus or Customer Service Integrity Resilience Continuous Learning Teamwork & Collaboration Influencing & Persuading or Persuading to Buy Managing Others or Team Leadership Coaching & Developing Others Motivating Others Organisational Savvy or Relationship Management Negotiation or Conflict Management Interpersonal Communication Written Communication Presentation Skills Meeting Leadership or Meeting Contribution Respecting Diversity
  • 7. Hire The Best DEFINE SUCCESS DECIDE
    • EVALUATE INNATE CAPABILITY
    • ASSESS Selection Report
    • Assessment of Personality & Cognitive Abilities
    • Behavioural Interview
    EVALUATE LEARNED CAPABILITY Resume Work Samples Behavioural Interview
  • 8. The ASSESS Voice in Selection
      • Provides feedback on innate capabilities and their impact on competency
      • Evaluates the potential of the individual apart from past experiences
      • Integrates results with a behavioural interview guide
      • Offers management suggestions to facilitate the on-boarding of the candidate
    Psychometric Assessment Behavioural Interview Guidance for the hiring manager
  • 9. Develop & Measure Excellence DEFINE SUCCESS ASSESS Competency Library DEVELOPMENT Leadership workshops or coaching resulting in a competency-based action plan Development activities and supporting resources
    • EVALUATE PROGRESS Focus 360
    • Targeted follow-up to track progress ASSESS Review
    • Performance Appraisal
    • BENCHMARK ASSESSMENT
    • ASSESS 360
    • Feedback on observed behaviour
    • ASSESS Development Report
    • Assessment of Personality & Cognitive Abilities
  • 10. The ASSESS Voice In Development
    • Supports both individual and organisational growth
      • Coaching and individual development
      • Performance appraisal
      • Talent review and succession planning
    • Provides insight into:
      • Demonstrated behaviours (360 and Review)
      • Innate capabilities (Personality)
    Psychometric Assessment ASSESS 360 ASSESS Review
  • 11. The ASSESS Voice In Development
    • Guides and informs the development process
      • Feedback on strengths as well as potential areas for development
      • Detailed development suggestions to:
        • Manage potential personality derailers
        • Improve competence
    Development Suggestions
  • 12. Competitive Differences
    • Efficient modeling process
      • Use standard models or create models to fit the organisation and the role
      • Tran-the-trainer certifications for modeling process
    • Immediate access to assessments
      • Competency-based feedback customised to the success model
    • Integrates into selection and development processes
      • Behavioural interview
      • Development suggestions
      • Supporting workshops
    • Developed and supported by organisational psychologists with 25+ years of experience
    1998 web launch; 1575+ client companies; available in 16 languages
  • 13. Use ASSESS For…
    • Competency modelling
    • Selection assessment
    • Leadership development
    • Coaching for performance improvement
    • Succession planning
    • Performance management