www.assess.co.nz define success, hire the best, develop excellence using assess competency-based...
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www.assess.co.nz
Define Success, Hire the Best, Develop Excellence Using ASSESS Competency-based Reports
Revised: 5/2006
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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.
Introduction
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Define Success
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.
A Competency Model:
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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
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
ASSESS provides a platform to integrate these important human resources activities…
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Background
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
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.
A History of Blending Assessment Expertise and Leading-Edge Technology
ASSESS Applications
Define Success
ASSESS Selection Report and ASSESS Development Report
ASSESS 360 Feedback Report
ASSESS Support
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ASSESS Competency Library
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
The underlying ASSESS competency library has 38 competencies addressing the areas of Thinking, Working and Relating.
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For each competency, we have developed definitions and identified representative behaviors.
The Competency Library
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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
ASSESS Applications
Define Success
ASSESS Selection Report and ASSESS Development Report
ASSESS 360 Feedback Report
ASSESS Support
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ASSESS Measures
Intellectual Abilities (modular approach)
Critical Thinking
Abstract Reasoning
Mental Quickness
Work Personality Thinking
Reflective
Structured
Serious-Minded, Restrained
Fact-Based
Realistic
Working
Work Pace
Self-Reliance
Work Organization
Multi-Tasking
Follow-Through
Acceptance of Control
Frustration Tolerance
Need for Freedom
Need for Attention
Detail Orientation
Relating
Assertiveness
Sociability
Need to be Liked
Positive about People
Insight
Optimism
Criticism Tolerance
Self-Control
Cultural Conformity
Characteristics related to success in management and professional positions:
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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” andImmediately Availableon 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 In-Depth 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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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.
Selection Report
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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.
Selection Report
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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.
Selection Report
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Selection Report Optional Success Profiles
•Highlights desirable ranges
•Computes a prediction score and provides selection advice
Developed via a validation study, a Success Profile is used to predict future job performance of a candidate and helps to make hiring decisions.
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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.
Development Report
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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.
Development Report
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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.
Development Report
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Development Applications
Overall fit of the group with the competency model
Group Summary Reports
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At the Competency Level
Average score of the group on each personality characteristic
Percentage of participants receiving developmental suggestions
Development Applications
Group Summary Reports
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Summary of developmental suggestions by personality characteristic
Development Applications
Group Summary Reports
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Most frequent developmental suggestions
Development Applications
Group Summary Reports
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Development Applications
Looks at combinations of ASSESS characteristics and how these might impact team effectiveness
Comparison Plots
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Use from the 17 standard
comparison plots, or create custom plots
Comparison Plots
Development Applications
ASSESS Applications
Define Success
ASSESS Selection Report and ASSESS Development Report
ASSESS 360 Feedback Report
ASSESS Support
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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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Detailed Developmental Suggestions for Lowest Rated Competencies
ASSESS 360 Feedback Report
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.
ASSESS Applications
Define Success
ASSESS Selection Report and ASSESS Development Report
ASSESS 360 Feedback Report
ASSESS Support
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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 model-building 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 Train-the-Trainer
Customisable
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