The document is a competency assessment matrix that outlines 36 competencies across categories like leadership, interpersonal skills, analytical abilities, dynamism, business awareness, and operational skills. It will assess candidates using methods like personality questionnaires, ability tests, presentations, case studies/interviews, role plays, and written exercises. The competencies are defined in the matrix to provide guidance on what will be evaluated for each competency.
“Hiring decisions have long-term consequences for an organization’s productivity and performance. Therefore, quality—not speed—should be the primary measure of the success of hiring decisions and the underlying hiring process.”
Fundamentals of Designing, Building, & Implementing a Service Delivery CenterScottMadden, Inc.
ScottMadden recently partnered with APQC for a complimentary three-part webinar series focused on shared services.
This webinar session focused on the essential activities to plan, launch, and stabilize a new shared services operation including: critical success factors for your business case, top 10 implementation challenges, and three keys to post-launch success.
PeopleStrong is a leading platform-based mpHRO and technology company. It specializes in HR shared services,RPO, payroll & compliance management, and HR technology solutions. Since its establishment in 2006, the company has built a unique combination of domain expertise, operational excellence, and innovative technology to deliver optimum level of services to its customers. Through its platform-based HR solutions, PeopleStrong facilitates the customers to achieve higher gain margins, efficient business functions, increased productivity levels, better return on investment (ROI), and ‘happier employees’.
The company is one of the first platform-based integrated HRO/RPO companies in India to be successfully assessed on SSAE No. 16 by Auditing Standards Board of the AICPA. It has been a pioneer RPO company in India to efficiently service the automobile, pharmaceutical, and banking and finance industry segments. Its recruitment service line cuts across industry and skill-based delivery, efficiently managing more than 40000 hires across 200 different locations in India. The company has created some of the largest HR Service Centers in Asia Pacific and delivers employee services across regions and time zones.
PeopleStrong is India’s first mpHRO company to launch 1800 toll free number for employee query management.
It has strengthened its HR technology solutions with recent launch of its innovative product – ALT - a cloud-based HR technology solution. This solution aims to simplify work life, maximize user experience, and deliver insights for sustainable business advantage. The product suite comprises of Alt Recruit (an end-to-end recruitment solution), Alt Organize (employee life cycle management solution), and Alt Infer (the next generation HR analytics solution).
PeopleStrong launched the first HR command centre in the Asia-Pacific region in 2013 to empower business leaders and building predictability in hiring, productivity, utilization and attrition.
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden presented in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discussed the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
To learn more, please visit www.scottmadden.com.
"If there is one thing I have learned from working on Machine Learning problems in the People/HR space, it is this: define and structure your problem up front!"
Keith McNulty
“Hiring decisions have long-term consequences for an organization’s productivity and performance. Therefore, quality—not speed—should be the primary measure of the success of hiring decisions and the underlying hiring process.”
Fundamentals of Designing, Building, & Implementing a Service Delivery CenterScottMadden, Inc.
ScottMadden recently partnered with APQC for a complimentary three-part webinar series focused on shared services.
This webinar session focused on the essential activities to plan, launch, and stabilize a new shared services operation including: critical success factors for your business case, top 10 implementation challenges, and three keys to post-launch success.
PeopleStrong is a leading platform-based mpHRO and technology company. It specializes in HR shared services,RPO, payroll & compliance management, and HR technology solutions. Since its establishment in 2006, the company has built a unique combination of domain expertise, operational excellence, and innovative technology to deliver optimum level of services to its customers. Through its platform-based HR solutions, PeopleStrong facilitates the customers to achieve higher gain margins, efficient business functions, increased productivity levels, better return on investment (ROI), and ‘happier employees’.
The company is one of the first platform-based integrated HRO/RPO companies in India to be successfully assessed on SSAE No. 16 by Auditing Standards Board of the AICPA. It has been a pioneer RPO company in India to efficiently service the automobile, pharmaceutical, and banking and finance industry segments. Its recruitment service line cuts across industry and skill-based delivery, efficiently managing more than 40000 hires across 200 different locations in India. The company has created some of the largest HR Service Centers in Asia Pacific and delivers employee services across regions and time zones.
PeopleStrong is India’s first mpHRO company to launch 1800 toll free number for employee query management.
It has strengthened its HR technology solutions with recent launch of its innovative product – ALT - a cloud-based HR technology solution. This solution aims to simplify work life, maximize user experience, and deliver insights for sustainable business advantage. The product suite comprises of Alt Recruit (an end-to-end recruitment solution), Alt Organize (employee life cycle management solution), and Alt Infer (the next generation HR analytics solution).
PeopleStrong launched the first HR command centre in the Asia-Pacific region in 2013 to empower business leaders and building predictability in hiring, productivity, utilization and attrition.
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden presented in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discussed the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
To learn more, please visit www.scottmadden.com.
"If there is one thing I have learned from working on Machine Learning problems in the People/HR space, it is this: define and structure your problem up front!"
Keith McNulty
Selection of a standard collaboration platform and toolset used to be easy: Microsoft or IBM Lotus. Now there are many competitors in this market, fueled by the rise of Web 2.0 collaboration paradigms, requiring organizations to know what the problem is they are trying to solve.
This storyboard will help you:
•Understand and identify collaboration opportunities that exist within your organization.
•Identify leading vendors and compare capabilities.
•Select the right solution to implement.
Organizations are embracing the need to support teams with enterprise collaboration solutions.
Enabling Your Service Desk to be the Front Face to ITCA Nimsoft
Your service desk should be the one stop shop for internal and external customers. But, in order for IT to be the orchestrator of knowledge and the service catalogue, you need to provide excellent service and quick response times. Join Forrester and Nimsoft for this one hour webcast and discover the most current recommendations for service delivery and management best practices.
Visit http://www.nimsoft.com/solutions/nimsoft-service-desk for more information.
The Evolving Role of the Service Desk Analyst, Keith Wilkins, AvocetService Desk Institute
Slides presented by Keith Wilkins of Avocet Recruitment during a webinar for SDI to discuss the ways that service desk analyst roles are changing, why and how this is coming about and what the future might have in store. Broadcast on 21 December 2015
Wondering what selection criteria you should consider when researching and identifying a new ATS? Download this checklist to learn what you should consider now.
Prezi presentation Template for a creative business presentation.
Colorful 3D bar graph/chart and businessman silhouettes climbing to the top using a ladder.
Illustrate the climbing of a career ladder or succeeding generally in business.
Highly customizable template, adjust the bar graphs by duplicating the elements and create custom sized graphs.
Use the Prezi for business/marketing or any other topic about reaching difficult goals, money, motivation and succeeding.
Human Performance Technology (HPT), a systematic approach to improving productivity and competence, uses a set of methods and procedures -- and a strategy for solving problems -- for realizing opportunities related to the performance of people.
12 seconds to project management greatnessTim Everett
In my view there are twelve imperatives that are necessary for Project Management greatness:
1. Cultivate executive management support
2. Continuously enhance your team
3. Propel elite performance standards
4. Inspire a sense of urgency
5. Drive strategic change
6. Promote functional ownership
7. Communicate precise expectations while demanding accountability
8. Foster a culture of success
9. Play well ahead of the team
10. Expedite the Critical Path
11. Articulate value
12. Maintain emotional control
Genzee Solutions Strategy Balanced Scorecard and Competency Based Human Resou...Awais e Siraj
Strategy
Strategy Maps
Scenario Planning
Competency Based Human Resource Management
Competency Based Hiring and Interviewing
Competency Based Employee Development
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Consulting
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We firmly believe Hard Skills alone are not sufficient enough to enhance business success. Aligned with high performance organizational culture and given the right direction, Soft Skills is the best recipe for business success.
1. COMPETENCY ASSESSMENT MATRIX
CASE STUDIES / APPLICATION
PERSONALITY ROLE PLAY
ABILITY TESTS PRESENTATION INTERVIEW WRITTEN FORM
QUESTIONNAIRE OBSERVATION
EXERCISE (IF REQUESTED)
Operational - -
Leadership - - -
Achievement Drive - drive to deliver, resilience& achieving
results -
Analytical Thinking - problem solving, judgement & decision
making including deduction, interpretation and evaluation
Commitment to work - -
Dynamism, & influencing - negotiating, persuading, co-
operation & support -
Interpersonal skills - relationship building & team working -
Learning ability & orientation - - - -
Management of pressure (tolerance to stress) - - - - - -
Planning, prioritising & organising -
Written communication - - -
Qualifications - - - - - -
Business Acumen and Awareness -
www.assessment4potential.com | 07801 689801 | lynn@assessment4potential.com
2. COMPETENCY ASSESSMENT MATRIX
Listed below are the definitions of the 36 competencies on which candidates will be assessed. These are grouped as follows:
INTERPERSONAL BUSINESS AWARENESS OPERATIONAL
♦Interpersonal Sensitivity ♦Organisational Awareness ♦Concern for Excellence
♦Teamwork ♦Strategic Perspective ♦Customer Service
♦Building and Maintaining ♦Commercial Orientation Orientation
Relationships ♦Cross Functional Awareness ♦Execution
♦Integrity ♦Innovation
♦Flexibility ♦Career and Self Development
♦Stress Tolerance
♦Tenacity
♦Cross Cultural Awareness
ANALYTICAL DYNAMISM LEADERSHIP
♦Judgement ♦Self Confidence ♦Providing Direction
♦Information Gathering ♦Impact ♦Empowering
♦Problem Analysis ♦Decisiveness ♦Motivating Others
♦Objective Setting ♦Drive ♦Developing Others
♦Management Control ♦Initiative ♦Attracting and Developing
♦Written Communication Skills ♦Persuasiveness Talent
♦Technical Skill and Competence ♦Oral Communication Skills
www.assessment4potential.com | 07801 689801 | lynn@assessment4potential.com
3. COMPETENCY ASSESSMENT MATRIX
LEADERSHIP
Providing Direction
Provides team with a clear sense of direction; takes charge, organises resources and steers others
towards successful task accomplishment.
Empowering
Delegates responsibilities to appropriate subordinates; gives others latitude to exercise their own
initiative and invests them with the power and authority to accomplish tasks effectively.
Motivating Others
Enthuses others and facilitates successful goal accomplishment by promoting a clear sense of
purpose, inspiring a positive attitude to work, and arousing a strong desire to succeed among team
members.
Developing Others
Actively seeks to improve others' skills and talents by providing constructive feedback, coaching,
training opportunities, and assignments which challenge their abilities and encourage development.
Attracting and Developing Talent
Attracts and recruits high calibre individuals; puts time and effort into developing high fliers.
INTERPERSONAL
Interpersonal Sensitivity
Shows consideration, concern and respect for other people's feelings; demonstrates interest in
others opinions; is sympathetic to and tolerant of differing needs and viewpoints.
’
Teamwork
Co-operates and works well with others in the pursuit of team goals; shares information; supports
others.
Building and Maintaining Relationships
Able to establish and maintain relationships with people at all levels; puts others at ease; promotes
harmony and consensus through diplomatic handling of disagreements and potential conflict.
Integrity
Maintains high ethical standards both personally and professionally; shows integrity and fairness in
dealings with others; is reliable and trustworthy
Flexibility
Adaptable; receptive to new ideas; willing and able to adjust to changing demands and
circumstances.
Stress Tolerance
Remains calm, objective and in control in stressful situations; maintains a stable performance under
pressure; accepts criticism without becoming hostile or over-defensive.
Tenacity
Resilient and persevering; continues to strive for a goal (as long as it is realistically attainable) even
in the face of adversity; copes with disappointments and setbacks.
www.assessment4potential.com | 07801 689801 | lynn@assessment4potential.com
4. COMPETENCY ASSESSMENT MATRIX
Cross Cultural Awarenes s
Able to communicate with, relate to and see issues from the perspective of people of other cultures.
ANALYTICAL
Judgement
Makes rational, realistic and sound decisions based on consideration of all the facts and
alternatives available.
Information Gathering
Seeks all possible relevant information for problem solving and decision making; consults widely,
probes the facts, analyses issues from different perspectives.
Problem Analysis
Breaks problem into constituent parts and differentiates key elements from the irrelevant or trivial;
makes accurate use of logic; draws sound inferences from information available.
Objective Setting
Produces detailed project plans in which objectives are clearly defined and action steps for
achieving them are clearly specified.
Management Control
Establishes clear priorities; schedules activities to ensure optimum use of time and resources;
monitors performance against objectives.
Written Communication Skills
Produces written communications, which are clear, fluent, concise, and readily understood by
intended recipient(s).
Technical Skill and Competence
Demonstrates detailed knowledge and expertise in relation to the job; readily absorbs new technical
information and keeps up to date in specialist areas.
BUSINESS AWARENESS
Organisational Awarenes s
Attuned to internal 'politics' and alert to changing dynamics with the organisation; forges links with
other departments and establishes useful supportive networks.
Strategic Perspective
Takes a long term view, thinks on a broad canvas, and entertains wide ranging possibilities in
developing a vision for the future of the organisation.
Commercial Orientation
Knowledgeable about financial and business matters; focuses on costs, profits, markets, new
business opportunities and activities which will bring the largest return.
Cross Functional Awarenes s
Has knowledge and experience of a range of different functions; takes account of all the different
functions in developing strategy and plans.
www.assessment4potential.com | 07801 689801 | lynn@assessment4potential.com
5. COMPETENCY ASSESSMENT MATRIX
Innovation
Comes up with new and imaginative ideas; identifies fresh approaches; breaks away from tradition.
Career and Self Development
Takes responsibility for own development; actively pursues learning and career development
opportunities; seeks out and acts upon feedback on own performance.
DYNAMISM
Self Confidence
Independent and self reliant; conveys a realistic confidence in own ability to select appropriate
courses of action and in likely success of own initiatives; able to stand ground in face of opposition.
Impact
Makes an immediate positive impression on others; has 'presence'; comes across with force and
credibility.
Decisivenes s
Willing to make firm and speedy decisions and commit to definite courses of action, on the basis of
limited information if necessary.
Drive
Enthusiastic and committed; demonstrates capacity for sustained effort and hard work over long
time periods.
Initiative
Proactive and self starting; seizes opportunities and acts upon them; originates action and actively
influences events.
Persuasivenes s
Able to influence attitudes and opinions of others and gain agreement to proposals, plans and
ideas; skilful at negotiating.
Oral Communication Skills
Communicates orally in a manner, which is clear, fluent, and to the point, and which holds the
audience's attention, both in-group and one-to-one situations.
OPERATIONAL
Concern for Excellence
Committed to the achievement and maintenance of quality; sets high standards of performance for
self and others.
Customer Service Orientation
Concerned to provide a prompt, efficient and personalised service to clients; goes out of way to
ensure that individual customer needs are met.
Execution
Drives projects along, gets results, ensures that key objectives are met.
www.assessment4potential.com | 07801 689801 | lynn@assessment4potential.com