ASSESSMENT — EVALUATION OF COMPETENCIES AND PERSONAL CHARACTERISTICS
Professional evaluation of potential, strengths, and development areas of employees and candidates as a basis for strategically balanced people decisions. It helps minimize risks in recruitment, development, and promotion, while building managerial and functional teams with a high level of effectiveness.
Assessment Center / Development Centre is one of the most reliable and widely recognized comprehensive methods for evaluating managerial competencies, providing a high level of objectivity when conducted in accordance with international standards.
Objectivity is achieved through the use of methodologies developed by leading global providers in the field of talent assessment, including SHL, and internationally validated psychometric tools, including Psytech International, combined with my many years of professional assessment experience.
The integration of a deep understanding of human behavior and the business context allows me not only to assess competencies, but also to identify the individual characteristics that shape a person’s leadership style, decision-making, interaction with the team, and other behavioral patterns in business.
Professional evaluation of the potential, strengths, and development areas of employees and candidates as a basis for strategically balanced people decisions. It helps minimize risks in recruitment, development, and promotion, while building managerial and functional teams with a high level of effectiveness.
Assessment Center / Development Centre is one of the most reliable and widely recognized comprehensive methods for evaluating managerial competencies, providing a high level of objectivity when conducted in accordance with international standards.
Objectivity is achieved through the use of methodologies developed by leading global providers in the field of talent assessment, including SHL, and internationally validated psychometric tools, including Psytech International, combined with my many years of professional assessment experience.
The integration of a deep understanding of human behavior and the business context allows me not only to assess competencies, but also to identify the individual characteristics that shape a person’s leadership style, decision-making, interaction with the team, and other behavioral patterns in business.
Result for the company
- Assessment of the level of development of leaders’ corporate competencies and potential, whether for current employees or external candidates.
- Identification of strengths and development areas for each individual employee and for the group as a whole.
- If needed, development of an individual development plan specifying which behavioral skills need to be developed, how this can be done, and within what timeframe the company can expect results.
- Recommendations on people decisions based on the assessment results: hiring, development, talent pool, promotion, workforce reduction, and more.
- Building effective teams based on complementary competencies. Identifying the optimal behavioral and value-based compatibility of team members. Forecasting the effectiveness of their interaction.
Result for the assessment participant
- Helping each employee gain a detailed understanding of their strengths and development areas.
- Increasing the objectivity of self-assessment and awareness of their potential.
- Identifying personal barriers to effective competency development and addressing the questions that typically arise for assessment participants.
- Receiving specific and individual recommendations as part of the feedback process.
Result for the company
- Assessment of the level of development of leaders’ corporate competencies and potential, whether for current employees or external candidates.
- Identification of strengths and development areas for each individual employee and for the group as a whole.
- If needed, development of an individual development plan specifying which behavioral skills need to be developed, how this can be done, and within what timeframe the company can expect results.
- Recommendations on people decisions based on the assessment results: hiring, development, talent pool, promotion, workforce reduction, and more.
- Building effective teams based on complementary competencies. Identifying the optimal behavioral and value-based compatibility of team members. Forecasting the effectiveness of their interaction.
Result for the assessment participant
- Helping each employee gain a detailed understanding of their strengths and development areas.
- Increasing the objectivity of self-assessment and awareness of their potential.
- Identifying personal barriers to effective competency development and addressing the questions that typically arise for assessment participants.
- Receiving specific and individual recommendations as part of the feedback process.
Several assessment formats
are available depending on the business objective:
A logical next step after assessment is executive coaching and/or management consulting.
Professional assessment creates an objective picture of strengths and development areas. This allows the development process to be built not on assumptions, but on validated data, ensuring maximum effectiveness of investment in the company’s leadership capital.
Professional assessment creates an objective picture of strengths and development areas. This allows the development process to be built not on assumptions, but on validated data, ensuring maximum effectiveness of investment in the company’s leadership capital.