Competency based evaluation

Whether it is systematic screening, selection, coaching or training, we have researched and analyzed responses by organizations and directors for years with an unquenchable curiosity, sharing our discoveries with those who are ready to find and cross their own borders.

 

The basis of our attitude and operation is diagnosis-based development and counseling. We have taken a whiff of business culture; we understand and interpret mission and personal motivation.

Together with our clients, we undertake the approach to every situation in a comply way, keeping focus, through developmental glasses. We take time to analyze each company to find the most fitting and suitable solutions and methods for our partners.

Sales Force Audit

 

As a Sales and Business development partner, our primary goal is to understand and assess the operations of our business partner, and to help by pointing out those fields, that are worth changes, where those operational reserves can be activated, which increases the operational efficiency, can be measured with KPI’s and pro- duce the ROI, the client expects.

 

The set of tools for the Sales Force Audit, that we developed, provides opportunity to recognize those markers showing the effectiveness of an organization, based on which a specific develop-ment plan is made for activating the reserves and for it to help a long-term efficiency.

The Process of the Sales Force Audit:

  • The analysis of the organization's business model, and efficiency ratio (KPI).

  • Client Sales Profile - the screening of the sales organization along five dimensions Diagnose

  • Feedback workshop for the management Elaboration and realization of development programs

  • Remeasurement of the efficiency ratios within 6-12 months

Expected returns

  • Significant, measurable increase of the efficiency ratios

  • Optimized operational processes Prominent professional service and quality

360 Degree Feedback

 

What a 360 Feedback Survey Measures:

  • 360 feedback measures behaviors and competencies

  • 360 assessments provide feedback on how others perceive an employee

  • 360 feedback addresses skills such as listening, planning, and goal-setting

  • A 360 evaluation focuses on subjective areas such as teamwork, character, and leadership effectiveness

360 Degree Feedback is a system or process in which employees receive confidential, anonymous feedback from the people who work around them. This typically includes the employee's manager, peers, and direct reports. A mixture of about eight to twelve people fill out an anonymous online feedback form that asks questions covering a broad range of workplace competencies.

 

The feedback forms include questions that are measured on a rating scale and also ask raters to provide written comments. The person receiving feedback also fills out a self-rating survey that includes the same survey questions that others receive in their forms.

Managers and leaders within organizations use 360 feedback surveys to get a better understanding of their strengths and weaknesses.

 

The 360 feedback system automatically tabulates the results and presents them in a format that helps the feedback recipient create a development plan. Individual responses are always combined with responses from other people in the same rater category (e.g. peer, direct report) in order to preserve anonymity and to give the employee a clear picture of his/her greatest overall strengths and weaknesses.

 

360 Feedback can also be a useful development tool for people who are not in a management role. Strictly speaking, a "non-manager" 360 assessment is not measuring feedback from 360 degrees since there are no direct reports, but the same principles still apply. 360 Feedback for non-managers is useful to help people be more effective in their current roles, and also to help them understand what areas they should focus on if they want to move into a management role.

Assessment / Development Centre

Our consultants, working with manager and keynote selection, have multi-annual experience in the development of Assessment and Development Centers, designing the elements of the toolbar of the competency profile to the respecive companies in each case.

 

The method is an integrated process, competency-based interviews, tests, simulation, situational exercises - which aim to map the individuals’ competencies.

Exercises monitoring behaviour are coherent with the tests, interviews and surveys both on individual and group levels. During this process, specialists (HR team and supervisor managers) and consultants evaluate candidate’s abilities based on their observed behaviours.

The process of the Assessment / Development Center

1. The identification of competencies to be measured, based on the job description provided by the Client, and the company's competency model.

2. Benchmark interviews with the leaders se- lected by the client, compilation of the tasks, de- velopment of behaviour-indicators with the HR staff members, and based on consultations with the leaders in the given area.

3. Monitoring sheets, rating scale design - Calibration
4. AC events
5. Preparation of the observers (sent by the Client) to the role of observing with a workshop
6. Individual assessment based on the monitoring sheets, preparing a written report for the Client.

Contents of the report:

summary of competences and their definitions
summarizing, oral report of the participant
individual, quantitative assessment based on the competencies detailed assessment based on the competencies
development recommendations for the evaluated leader

7. Individual feedback for the evaluated candidates (60-minute coaching consultation) - based on individu- ally arranged dates.
8. Feedback - evaluating presentation for the Client, on the surveyed patterns of the observed group, about the areas to be developed, with program development proposals.

Office:

H-1146 Budapest, Abonyi str. 12.

E-mail:hoppal-kovacs.edit@dverse.eu

Mobile: +36 20 236 0870Ct

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