Transcript Slide 1

Define Success, Hire the Best, Develop Excellence
Using ASSESS Competency-based Reports
www.assess.co.nz
Revised: 5/2006
Topics

Strategic Human Resources

Guiding Concepts and Job Effectiveness

ASSESSv2
 Define Success
 ASSESS Competency Library
 Strategic Success Modeling
 Hire or Promote the Best
 ASSESS Selection Report
 Success Profiles
 Develop Excellence
 ASSESS Development Report
 ASSESS 360 Feedback Report
 Resources to Support ASSESS in Your Organization

Summary
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Strategic Human Resources

Companies that prosper in good times and in difficult times
 Understand what their customers want and need
 Do the right things to consistently meet or exceed customer expectations
 Focus on the most important things to achieve these expectations
 Incorporate all of this into a well defined strategy

Prosperous companies use this strategy to guide
 How they spend money
 Which products and services they offer
 How they organize themselves
 How they staff their organisation
 How they define what their people should do
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Strategic Human Resources

Prosperous companies, all over the world, are using competency
models to
 Translate strategy into human requirements
 Define the best behavior to achieve strategic goals
 Specify the desired skills, abilities and personal attributes for people at all levels in
the organization
….So that their people do the right things, the most important things

Good competency models guide all HR processes
 Performance Evaluation
 Compensation
 Training and Development
 Recruitment and Selection
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Guiding Concepts
 All organisations want people to be effective in their jobs.
 People are more effective in some roles than others.
 From a selection perspective, if we can put the right people in
the right role we will maximise our success.
 From a development perspective, within their roles, we should
help people grow and develop.
 Finally, from a business perspective, we must continually
increase the capabilities of the workforce to prepare for the
future.
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Introduction
Define Success
A Competency Model:

Focuses on the Critical
Competencies which Define Success
 Built from the Business Strategy
 Defined by the important job outcomes
 Emphasise what is important
 Focus on optimal performance

Allows Us to Understand Our People
Needs
 What Innate and Learned Capabilities
lead to the display of these
Competencies?
 Innate Capabilities are inherent in the
person and change little over time.
 Learned Capabilities develop with effort
and experience.
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Hire or Promote the Best

An Integrated Selection Process
Utilises a Series of Assessments
to Evaluate the Candidate’s Fit
with the Role.
 Innate Capabilities
 Assessment
 Learned Capabilities
 Resume
 Work Samples
 Behavioral Interview
 Past Demonstration of the
Competencies
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Develop Excellence

An Integrated Development Program
Evaluates, Develops and Measures
Against the Competency Model.
 Benchmark Evaluation
 Assessment
 360 Survey
 Performance Feedback
 Personal Development
 Targeted Individual Development Plans
 Measure Improvement
 360 Survey
 Performance Feedback
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ASSESS v2
ASSESS provides a platform to integrate these important human
resources activities…
 Define Success
 Easily link an existing model or build a new model using
Strategic Success Modeling
 Hire or Promote the Best
 Selection Report with an Interview Guide
 Develop Excellence
 Development Report with Developmental Suggestions
 360 Feedback Report with Developmental Suggestions
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Background
A History of Blending Assessment Expertise and Leading-Edge Technology

Since late 1950’s the developers of ASSESS (Bigby Havis & Associates) have been
evaluating managers and professionals using a battery of tests.
 Personality
 Intellectual abilities
 360 Feedback
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In the 1970’s they developed an expert system for the selection of managers and
professionals.

In the late 1980’s they took this to a PC platform and added a development report.

In 1999 they were the one of the first to take the expert system to the Internet.

In 2001 they launched research efforts to adapt ASSESS for the international market.

In 2003 they released ASSESSv2 -- a Platform for Competencies.
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ASSESS Applications
Define Success
ASSESS Selection Report and
ASSESS Development Report
ASSESS 360 Feedback Report
ASSESS Support
ASSESS Competency Library
The underlying ASSESS competency library has 38 competencies
addressing the areas of Thinking, Working and Relating.
Thinking
Working
Relating
•Visioning or
Innovation
•Problem Solving & Analysis or
Decisive Judgment
•Championing Change or
Adapting to Change
•Courage of Convictions
•Business Acumen
•Functional Acumen
•Planning And Organizing
•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
•Organizational 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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The Competency Library
For each competency, we have developed definitions and identified
representative behaviors.
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Define Success
 We can link assessment results to your competency model(s)
 Link to the ASSESS Competency Library
 Add Custom Competencies, or
 We can help you to develop a model and then customise
ASSESS accordingly.
 Strategic Success Modeling Process Using the ASSESS Competency
Library
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Strategic Success Modeling (SSM)
 A Facilitated Process With Job Content Experts To:
 Align people-strategy with business-strategy
 Define what competencies are important for success in a role
 Use and customise competencies from the ASSESS Competency Library
 Add Custom Competencies As Needed
 Customise ASSESS selection and development reports and ASSESS
360 to focus on the key competencies
 Efficient and Cost Effective
 One, or half day workshop with support materials
 Immediate use of the customised model, selection, development and
360 assessments
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Outcomes of SSM
 A Construct Validation Report Which Documents the Linkage
Between the Competency Model and the Job
 A Customized Selection Assessment
 ASSESS Competency-based Selection Report with a Tailored Interview
Guide
 Customised Developmental Assessments
 ASSESS Competency-based Development Report
 ASSESS 360 Feedback Report
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ASSESS Applications
Define Success
ASSESS Selection Report and
ASSESS Development Report
ASSESS 360 Feedback Report
ASSESS Support
ASSESS Measures
Characteristics related to success in management and professional positions:

Intellectual Abilities (modular approach)
 Critical Thinking
 Abstract Reasoning
 Mental Quickness

Work Personality
 Thinking
 Working
 Relating
 Reflective
 Work Pace
 Assertiveness
 Structured
 Self-Reliance
 Sociability
 Serious-Minded, Restrained
 Work Organization
 Need to be Liked
 Fact-Based
 Multi-Tasking
 Positive about People
 Realistic
 Follow-Through
 Insight
 Acceptance of Control
 Optimism
 Frustration Tolerance
 Criticism Tolerance
 Need for Freedom
 Self-Control
 Need for Attention
 Cultural Conformity
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 Detail Orientation
How ASSESS Works

Candidate Completes the
ASSESS Battery
 Signs a Statement of Informed
Consent
 Completes Paper and Pencil
Intellectual Ability Tests
 Completes the ASSESS Personality
Survey
 Internet
 Paper and Pencil
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How ASSESS Works

Results are normed
 Raw scores compared to a normative
database (over 45,000 cases)
 NZ Management Norms (400)
 Percentile scores created

Percentile scores evaluated by
the system
 Logic statements capture the
judgments of psychologists
 Profile-level (configural) interpretation

Reports are “Written” and
Immediately Available
on the User Site
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ASSESS Results
The Graphic Profile

Quickly see where the respondent
“stands out” from other managers
and professionals.

Later, the report will help you to
understand the implications for job
effectiveness.
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Competency-based Reports
 Competency-based reports help the reader understand the
impact of personal characteristics and abilities on the
development and display of competencies
 Assessment feedback details how specific characteristics can
help or hinder the display of each competency.
 The model provides a common language and framework for
evaluating a respondent’s “fit” with the job role.
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Selection Report
A partial excerpt from a report describing the personality
implications of the respondent’s results on the competency of InDepth Problem Solving.
Respondent scores falling in the green range indicate areas of strength or “fit” with the
competency. Scores falling in the red or yellow zones indicate areas of concern.
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Selection Report
Behavioral Interview Guides: The report also contains an
Interview Guide with Probes based on respondent results.
An excerpt from a report showing part of the Interview Guide showing standard
competency questions for In-Depth Problem Solving and special probe questions based
on the ASSESS results.
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Selection Report
Decision Making Matrix: The report may also include a evaluation
table that adds discipline to the selection process by asking
interviewers to rate the candidate on the success factors.
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Selection Report
Management Suggestions: If the candidate is hired, additional
suggestions to guide management are provided. Later, the ASSESS
Developmental report provides more detailed feedback to the individual.
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Selection Report
Optional Success Profiles
Developed via a validation study, a Success Profile is used to
predict future job performance of a candidate and helps to make hiring
decisions.
•Highlights desirable ranges
•Computes a prediction score
and provides selection advice
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Development Report
A partial excerpt from a report describing the personality
implications of the respondent’s results on the competency of
Delivering Results.
The “green” zone
indicates desirable
ranges while “white“
zones suggest areas
for improvement.
When scores fall
outside the desirable
range,
Developmental
Suggestions are
provided later in the
report.
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Development Report
Developmental Suggestions: This section of the report provides
on-the-job activities, books, courses, etc. to help manage the
personality characteristic. These can be customised.
Reports can include
Organisational
Resources and
Internal Training.
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Development Report
Action Planning Guidance: This section of the report guides the
individual to use their ASSESS results to identify and utilise areas of
strength and manage or compensate for potential weaknesses.
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Development Applications
Group Summary Reports

Overall fit of the group with the competency model
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Development Applications
Group Summary Reports

At the Competency Level
 Average score of the group on each personality characteristic
 Percentage of participants receiving developmental suggestions
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Development Applications
Group Summary Reports

Summary of developmental suggestions by personality
characteristic
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Development Applications
Group Summary Reports

Most frequent developmental suggestions
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Development Applications
Comparison Plots

Looks at combinations of ASSESS characteristics and how these might
impact team effectiveness
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Development Applications
Comparison Plots
Use from the 17
standard
comparison
plots, or create
custom plots
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ASSESS Applications
Define Success
ASSESS Selection Report and
ASSESS Development Report
ASSESS 360 Feedback Report
ASSESS Support
ASSESS 360
 Dimensions and behaviors populated directly from your
competency model
 Web-facilitated survey administration and reporting
 Gathers confidential feedback from Boss, Peers,
Direct Reports, etc. on behaviors related to job success
 Provides Detailed Feedback:
 Competency Rankings
 Behavior Ratings
 Developmental Suggestions
 Action Planning Guidance
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ASSESS 360 Feedback Report
Quickly Identify Areas of Strength and Weakness.
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ASSESS 360 Feedback Report
Detailed Developmental Suggestions for Lowest Rated Competencies
Comprehensive
Competency-based
Developmental
Suggestions
Summary with
Activities
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ASSESS 360 Feedback Report
Books, On-line Learning,
Courses, Multimedia
These can be customised
to your organization.
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ASSESS Applications
Define Success
ASSESS Selection Report and
ASSESS Development Report
ASSESS 360 Feedback Report
ASSESS Support
Resource Sites
To better support the use of ASSESS in your organization we have
two web-based resource sites. These are accessed from URLs
which are hot linked from the ASSESS reports.
The Selection Report directs managers to a Managerial Site to assist
the managers in using ASSESS for Selection and Coaching.
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Resource Sites
The Developmental Report directs the respondent to a
Career Development Site for employees to assist with report
interpretation, goal setting and action planning.
If authorization has been given, employees may also view their
reports on-line.
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ASSESS Training

ASSESS In-Depth Training (1 day)
 Deep understanding of scales and interactions
 Certified to coach one-on-one, deliver individual and team developmental
workshops
 Certified to use the new Group Summary Reports and the person-to-person or
workgroup Comparison Plots
 Workshop trainer guide and ASSESS personal Developmental Workbook materials
are provided

ASSESS SSM Training (1 day)
 Understand the mapping of competencies to ASSESS personality and ability
constructs
 Certified to use SSM to build competency models
 Workshop trainer guides, card-sort supplies, workshop presentation and modelbuilding software are provided
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Summary of Key ASSESS Features
 Web-based -- anytime, anywhere, worldwide
 Comprehensive Work-Related Assessment for Selection &
Development
 Based on Your Model of Success
 Excellent Resources and Supporting Materials
 Customer Support, Training, Workshop Facilitation and Trainthe-Trainer

Customisable
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