Competency-based Assessments for Professionals and Managers

Introducing Assess

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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

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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

The ASSESS Competency Library

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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

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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 SUCCESSASSESS Competency Library

DEVELOPMENT Leadership workshops or coaching resulting in a competency-based action planDevelopment activities and supporting resources

EVALUATE PROGRESS Focus 360

• Targeted follow-up to track progress

ASSESS Review• Performance Appraisal

BENCHMARK ASSESSMENTASSESS 360• Feedback on observed behaviour

ASSESS Development Report• Assessment of Personality & Cognitive Abilities

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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

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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

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Use ASSESS For…

Competency modelling

Selection assessment

Leadership development

Coaching for performance improvement

Succession planning

Performance management