Title Subtitle
Download
Report
Transcript Title Subtitle
Assessment Solutions Aligned
with Job Competencies:
Introducing ASSESS/Professional
10/2005
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 organization
How they define what their people should do
Competency Modeling
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
Value of Competency Models for HR
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 – maximize 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
HR Practice
Competency Modeling
At their best, competency models
Establish a framework and common language appropriate to the organization
Create a clear expectancy for behavior
Provide a target to evaluate individuals for selection and development purposes
At their worst, competency models
Take too many people, too much time and too much money to develop
Are too generic to gain support in the organization or, are so specific they are
outdated before they are implemented
Stand alone and fail to integrate into human resource systems
Our Approach with ASSESS
Provide a flexible, efficient system where competencies and
assessments are integrated:
Define Success
Link to existing models or efficiently create models using our Strategic Success Modeling
module
Hire the Best
Assess candidates against your model using cognitive ability and personality
assessments
Conduct competency-based, behavioral interviews
Support interview processes and selection decisions with web-facilitated resources and
workshop training
Develop Excellence
Develop jobholders against your model using cognitive ability and personality feedback
360 Feedback provides insight into how others view current performance
Support development with web-facilitated resources and developmental workshops
Define Success
Build a Model
Incorporate an Existing Model
Use Standard Models
Define Success
We can help you to develop a model and then customize ASSESS
accordingly
Strategic Success Modeling Process using the ASSESS Competency Library, or
We can link assessment results to your competency model(s)
Link to the ASSESS Competency Library and customize
Add custom competencies, or
You can begin by using our general competency models
Build a Model
SSM is our process for efficient, top-down competency modeling
Based on a library of 38 competencies
Reviewed major competency libraries
Focused on general competencies related to professional and managerial jobs
Identified common competency themes
An efficient modeling process
Strategic Success Modeling
Supported by software and materials
We teach HR professionals and other internal consultants to facilitate the process
themselves
The Competency Library
Thinking
Working
Relating
Visioning or
Innovation
Planning And Organizing
Teamwork & Collaboration
Driving For Results or
Delivering Results
Influencing & Persuading or
Persuading to Buy
Championing Change or
Adapting to Change
Quality Focus or
Continuous Improvement or
Policies, Processes & Procedures
Managing Others or
Team Leadership
Courage of Convictions
Safety
Business Acumen
Customer Focus or
Customer Service
Problem Solving & Analysis or
Decisive Judgment
Functional Acumen
Integrity
Coaching & Developing Others
Motivating Others
Organizational Savvy or
Relationship Management
Resilience
Negotiation or
Conflict Management
Continuous Learning
Interpersonal Communication
Written Communication
Presentation Skills
Strategic Success Modeling
Meeting Leadership or
Meeting Contribution
Respecting Diversity
Definitions and Representative Behaviors
For each competency, we have developed definitions and identified
representative behaviors.
SSM Process
The core of the process is a Workshop
5 – 10 job content experts
Know job and strategy
1 day workshop – can be less?
Card sorts and other exercises
Led by SSM trained facilitator
Supported with software
and materials
SSM Process
The Workshop
In-depth discussion of business strategy,
future expectations, desired work outcomes
and behaviors
A series of structured exercises designed to:
Expose job experts to the library and help
them make careful choices of competencies
to include in the model
Help job experts tailor general competencies from the library to fit the specifics of their
company
Add company-specific competencies not available from the library
Select behaviours that are representative of each of the competencies and tailor them to
their company
Guidance for connecting HR employment and development processes to the
competency model
Or, Link an Existing Model
Link the Library to an existing
competency
Fosters Teamwork and
Generates Enthusiasm
Embodies Leadership and Strategic Vision
Drives Accountability
Entrepreneurial Spirit
Possesses Business Acumen and
Technical Excellence
Or, Use General Competency Models
SALES & SALES
MANAGER
PROFESSIONAL
MANAGER
EXECUTIVE
SUPERVISOR
Hire the Best
and Develop Excellence
ASSESS Selection Reports
ASSESS Development Reports
360 Feedback
Competency Assessment
All organizations want people to be
effective in their jobs
Some people are more effective in
some roles than others
The ability to demonstrate desired
competencies is the result of innate
and learned capabilities working
together to impact behavior
Competency Assessment
The voices in selection and development processes should help to evaluate the
fit of the person with the role
Identify innate and learned capabilities
Recognize their ability to capitalize and
leverage strengths
Understand how well they
compensate/overcome
potential weaknesses
Evaluate demonstrated behaviors
From a selection perspective, if we can
identify and put the right people in the
right role we will maximize our success
From a development perspective,
we can help people grow and develop
in their current roles and prepare for
future demands
ASSESS Measures – Innate Capabilities
Intellectual Abilities (modular approach)
Critical Thinking
Abstract Reasoning
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
Detail Orientation
ASSESS Reports
Help the reader understand the impact of personal characteristics and
abilities on the development and display of competencies
Detail how specific characteristics can help or hinder the display of
each competency
Provide a common language and framework for evaluating a
respondent’s “fit” with the job role
Offer resources to integrate the assessment into the selection and
development process
Behavioral Interview Guides
Management Suggestions
Developmental Suggestions
Hire the Best
DEFINE SUCCESS
EVALUATE INNATE
CAPABILITY
EVALUATE LEARNED
CAPABILITY
ASSESS Personality &
Cognitive Abilities
Resume
Behavioral Interview
Behavioral Interview
DECIDE
ASSESS Selection Report
A blend of feedback and application
Competency model
Detailed feedback
Competency-based interview guide
Candidate specific probes based
on assessment results
Management suggestions
Decision making guidance
Success Profile (optional)
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.
Selection Report - Define Success
Selection Report - Detailed Narrative
For each competency, identify areas of strong potential fit
Selection Report - Detailed Narrative
And see areas where personality may hinder the display of desired behaviors
Selection Report - Behavioral Interview
Conduct a competency-based, structured interview
Tailor interview based on assessment results
Selection Report - Hiring Decision
Evaluate candidate’s fit with the competency model
Selection Report - Management Suggestions
Suggestions to aid in the on-boarding of the candidate (if hired)
Develop Excellence
DEFINE SUCCESS
SSM
BENCHMARK ASSESSMENT
EVALUATE PROGRESS
ASSESS Personality
ASSESS 360
ASSESS 360
DEVELOPMENT PLAN
Development Report & 360 Feedback
A blend of feedback and
application
Competency model
Detailed feedback
Development
suggestions based on
assessment results
Guidance in preparing a
personal development
plan
Goal setting
Action planning
Development Report - Detailed Narrative
Understand the underlying
“why” of behavior
Recognize how strengths
can become weaknesses
depending upon the situation
Look for unrealized
potential
Development Report - Developmental Suggestions
Learn to manage or compensate for potential problems
Development Report - Action Planning Guidance
Action Planning Guidance facilitates the individual to use ASSESS
results to identify and utilize areas of strength and manage or
compensate for potential weaknesses.
Behavioral Feedback - ASSESS 360
Dimensions and behaviors can be populated directly from the
organization’s 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
360 Survey Site
Mary Smith
Jose Garcia
Bryan Simms
Mary Smith
Jose Garcia
Bryan Simms
360 Feedback Report - Competency Overview
Quickly identify areas of strength
and weakness
360 Feedback Report - Detailed Results
For each competency the Appendix provides additional detail
360 Feedback Report - Developmental Resources
Use the developmental resources to write a detailed action plan.
ASSESS Support
Resource Sites
Summary Reporting
Training
Resource Sites
ASSESS includes resource sites for both managers and employees to
assist them in utilizing ASSESS in selection and development programs
Summary Reports
Available for ASSESS Development and ASSESS 360 reports
Provide summary results for selected groups
Average scores for the group on each competency
Most frequent development suggestions
Helps the organization target developmental needs
Assists with training plans
Summary of Key ASSESS Features
Web-based -- anytime, anywhere, worldwide
Efficient competency modeling process, general models
or linking to existing models
Comprehensive Work-Related Assessment for
Selection & Development
Excellent Resources and Supporting Materials
Customer Support, Training, Workshop Facilitation
and Train-the-Trainer
Customisable