Assessment Solutions

Assessment Solutions

Ideology

HiPo Strategy in an era of constant change should be focussed not on Agile People but on Agile HiPo Processes. Focus on a couple of key things can create significant success factors for an Organization. One, Organization should strive to identify employees with the right mix of three behavioural traits; aspiration, ability and engagement and Two, focus more on creating Agile HiPo processes that can adapt itself with the needs of the Organization.

These behavioural traits comprehensively measure aspects of an individual’s personality, behaviours, analytical and critical thinking and need for achievement in order to assess leadership readiness and growth potential.

Based on the finding, once a High Potential employee is identified, the next step is to focus on areas of targeted development and career advancement and succession planning.

Approach

SEVEN STEPS EXECUTION MODEL

Step 1: Mapping an organization’s needs and expectations of the 3 critical aspects of the Potential Identification Framework – Ability, Aspiration, and Engagement.
Step 2: HiPo process eligibility criteria for individual employees.
Step 3: Gauging potential through Assessment Centres. Growth Mindset, Building Collaborative Partnerships, Process and Change Advocacy, Customer Leadership, Analytical Decision Making, and Delivering Results are to be considered as the standard HiPo Competencies in the High Potential Identification Framework.
Step 4: Scores in the Assessment Centre on different identified competencies to be considered for shortlisting talents.
Step 5: Strengths identification and development areas at the individual as well as group levels.
Step 6: Creating individual development plans.
Step 7: Development of the High Potentials on their areas of improvement through a unique Teach-back methodology.”

Service Differentiator

  1. Prevents potential talent shortfalls.
  2. Evaluation of leadership potential based on scientific methods that clearly establishes context thus establishing the process as an internal standard.
  3. Supports an inclusive, transparent and fair culture that harnesses the culture of effective talent decisions.

Theories/Methods/Tools

  • Cognitive Assessments
  • Behavioural Assessment
  • Case Studies

Ideology

Our Recruitment & Hiring Solutions looks at standardizing an organization’s hiring process. Everchanging skill requirement of an organization emerges from its short and long-term objectives and competency expectations that can help to achieve such objectives. We map an Organizations’ existing competency repository with the fundamental competencies such as Business Competencies’, ‘Individual Growth Competencies’, ‘People Competencies’, ‘Operations Competencies’ and ‘Customer Competencies. This gives us a complete view of required competencies for new recruits.

Approach

Step 1: Mapping the organization’s context or critical competencies on fundamental competency framework.
Step 2: Rolling out assessments on the relevant competencies from the fundamental competencies for existing talent.
Step 3: Conducting extensive statistical regression analyses to identify factors contributing to high performance
Step 4: Conducting validation studies with existing top performers, managers, and key stakeholders.
Step 5: Defining and identifying competencies that are critical to success in the concerned role or band level (role – competency mapping)
Step 6: Deploying an optimized hiring solution to assess candidates based on identified success competencies using a combination of behavioural, personality and cognitive tools

Service Differentiator

A system driven hiring tool that has significantly higher job success prediction as compared to the traditional interview-based selection process.
A Precision tool that clearly identifies skill gaps and training needs.
Significantly minimizes human errors and biases in the hiring process.

Theories/Methods/Tools

  • Behavioural Assessments
  • Cognitive Assessments
  • Simulations – Leadership and Competence
  • Situational Judgement Tests

Ideology

Perception gap prevents many modern organizations from aligning on business culture, and if they remain unaddressed for too long, it can mean bad news for bottom line outcomes due to expectation mismatch resulting into people and performance issues.
The Three Levels of Leadership model, formulated in 2011 by James Scouller, is used to identify performance gaps within an organization.

Designed as a practical tool for developing a person’s leadership presence, know-how and skill, it aims to summarize what leaders have to do, not only to bring leadership to their group or organization, but also to develop themselves technically and psychologically as leaders. It has been classified as an “integrated psychological” theory of leadership. It is sometimes known as the 3P model of leadership (the three Ps standing for Public, the Private and Personal leadership).

Approach

Step 1: Mapping the organization’s leadership needs to the Scouller Model of – Public, Private and Personal Leadership to contextualize the tool.
Step 2: Aggregating stakeholder perception via structured feedback. Our multi-rater (360°) feedback platform enables ‘parallel’ rating (rating multiple individuals simultaneously).
Step 3: Enabling self-awareness through perception gap analysis.
Step 4: Identifying strengths and blind spots.
Step 5: Creating Individual Development Plans.
Step 6: Translating development plans into a personalized development journey. Unique teach back mechanism and on the job, microlearning produces excellent results.

Service Differentiator

  1. Developing one’s unique leadership presence is the practice of “personal leadership”, especially self-mastery.
  2. Supports the idea of behavioural flexibility as circumstances demand.
  3. A transparent both-way communication channel

Theories/Methods/Tools

  • 360° Feedback Platform

Ideology

Allows an organization to understand the capabilities of its leadership pool, ensuring adequate bench strength at critical positions and mitigating risky promotion decisions.
Our future readiness model relies on a HiPo identification model that maps the organizational competency requirement with the competency of the existing pool of employees.

It works around three critical areas:

1. Potential
2. Performance
3. Perception

Potential is identified from the already established HiPo Employee Identification Process, Performance is identified from the data that is obtained from the Performance Management System (PMS) and Perception is measured from our multi-rater (360°) feedback platform.
Career progression readiness gauges ability and potential for the next level. However, the organization has to develop this potential further via talent development initiatives. Our breakthrough solutions around employee development that cater to a complete learning experience encompassing Learn-Practice-Teach is really effective.

Approach

Step 1: Identifying the next-level readiness criteria.
Step 2: Benchmarking and setting up proficiency levels.
Step 3: Administering assessment center tools for gauging readiness potential. Popular competencies included in the readiness index are Strategic Agility, Empowering Teams, Operations Management, Customer focus, and Cultivating Learning Culture.
Step 4: Conducting multi-rater feedback exercise for capturing perception.
Step 5: Quantifying performance indicators.
Step 6: Integrating potential, performance and perception insights to gauge next level readiness.
Step 7: Designing and Implementing talent development initiatives.

Service Differentiator

  1. An objective solution that uses scientific methods to identify the right talent for career progression.
  2. Ensures right talent is identified for an organization to invest on.
  3. Inclusive, bias less and fair talent decisions.

Theories/Methods/Tools

  • Behavioural Assessments
  • Cognitive Assessments
  • Simulations – Leadership and Competence
  • Situational Judgement Tests
  • Multi-rater (360°) feedback platform