Discovering and developing your people`s strengths and weaknesses. How do you know which are the high performers in your team? Do your people have development plans? How well do you know the individual strengths of your people? How do you know what your people should be concentrating on for their development? Do you have people with specific issues which need to be resolved? How do you decide who to promote or recruit? When promoting someone, how do you know the areas they need to develop in order to be successful in their new role?
PREMIER GLOBAL ONE-TO-ONE ASSESSMENT
All these questions can be answered through Premier Global One-to-One Assessment. One-to-One Assessment tests people in critical work situations, using a variety of techniques such as role simulations and on-line personality questionnaires. By undertaking tasks which are close to reality in their job, the participant appreciates for themselves their own strengths and weaknesses, enhancing their own commitment to change. Results pinpoint a person’s performance in precise behaviours, allowing a development plan to be created quickly and easily.
ONE-TO-ONE ASSESSMENT VALUE AND BENEFITS
One-to-One Assessment is an extremely useful instrument that will bring value and a multitude of benefits to your organisation:
1. Testing2. Development3. Demonstrating Skills 4. Accurate Evaluation5. Commitment to Change6. Feedback for Coaching
One-to-one Assessment is ideal for recruitment, promotion as well as development. It is excellent for identifying both potential high performers as well as the best new recruits.
One-to-One Assessment accurately pinpoints performance in specific behaviours, enabling development to be targeted towards an individual’s specific needs.
One-to-One Assessment allows the person to demonstrate their skills in reality so that you can see directly how participants undertake tasks as well as how likely they are to be successful.
One-to-one Assessment uses a variety of techniques so that you can see how people perform under very different circumstances, assessing the full range of behaviours and skills.
One-to-one Assessment allows the participant to undertake tasks for themselves, obtaining a powerful understanding of their own strengths and weaknesses, enhancing their personal commitment to change.
One-to-one Assessment provides a powerful combination when feedback is included, enabling impactful coaching sessions to take place. Assessment is supporting the Coach to identify areas of development and improvement.
ONE-TO-ONE ASSESSMENT PROCESS
Below is the Premier Global`s One-to-One Assessment Process, that can be adjusted to your organisation`s specific needs and requirements.
Step 1: Establishing the PurposeStep 2: Criteria to be TestedStep 3: Assessment Design Step 4: Communication to ParticipantStep 5: AssessmentStep 6: Feedback and ReportsStep 7: Review
We talk to you about the extent to which you want the assessment to be for assessment purposes (i.e. to understand people’s skills to help with recruitment or promotion decisions) or for development (i.e. to help create development plans and for people to appreciate their own strengths or weaknesses).
We identify precisely the knowledge, skills and behaviours which you want to be tested. Normally, not more than 5 or 6 criteria are used to ensure that the assessment has full coverage of all of the important areas.
We can either design an assessment from the beginning or use our off-the-shelf formats which are valid, accurate and substantially reduce design costs. If a tailored format is required, this is designed and agreed with you at every stage, taking into account your budget and what you want to achieve.
We brief the participant as to the reasons for the assessment and how the data will be used. In addition, we provide them with a thorough understanding of the process so as to ensure that they are as comfortable as possible and able to give of their best.
We run the assessment according to the structure agreed using top business psychologists and coaches with a real understanding of the business world.
We provide a report at the end of the assessment, which identifies whether the person has a development need, is solid in performance or is strong in each of the behaviours, knowledge or skills being measured. One to one feedback on the results is also given to the participant to enable them to identify their own strengths and development needs as well as to put together a personal development plan.
We undertake a full review at the end of the exercise to check that the assessment has credibility and achieved the results which were identified as requirements at the outset. Development actions, both for individuals and for the business as a whole may be discussed at this point.
ONE-TO-ONE ASSESSMENT INSTRUMENTS
A number of different techniques can be used in One-to-One Assessment, providing accurate and measurable results. Based on your particular needs, below are several examples of instruments and techniques that could be used in One-to-One Assessment.
Personality Questionnaires
These can be administered online and provide a sound base of a person’s personality and how it affects their performance at work.
Ability Tests
A range of tests can be used to assess a person’s intellectual capability, providing data on an essential part of a person’s make-up which is directly related to their effectiveness at work.
Role Simulations
(With or without professional actors) Participants are given a difficult problem scenario and are required to demonstrate through a simulation how they would react. This provides outstanding data for development and allows real discussion to take place on how specific issues, such as motivating staff. can be dealt with effectively.
In-tray Exercises
Participants are provided with an in-box with a number of e-mails which have to be responded to, all testing different aspects of performance at work. This tool assesses organisational capability as well as having the flexibility to assess a person’s response to both technical and people issues.
Strategic Presentations
The participant is given a broad based business situation and asked to present their strategy and plan for dealing with it. This is an excellent tool for identifying analytical skills and strategic capability.
Competency | Situational Interview
Interviews are conducted based on the participant’s capability in solving difficult problems at work. This is an important part of the process as it is the only one which deals with actual past performance which, in itself, is an important indicator of future potential.
ONE-TO-ONE ASSESSMENT NEED
One-to-One assessment offers the opportunity to assess a person’s skills by seeing how they perform in reality when given a difficult problem, as opposed to relying on a subjective and theoretical judgment. It allows data to be obtained from a wide variety of techniques, enabling behaviours and skills to be accurately identified, helping both with their development as well as for the organisation to understand their overall effectiveness.
The programme is tailor made to the business situation (even if off-the-shelf content is use) allowing the design to be adapted according to the organisation’s needs and budget. The result is an outstandingly clear picture of a person’s performance in individual skills, enabling development and assessment to be based on accurate and objective data.
PREMIER GLOBAL INTERNATIONAL
About Us
Premier Global is a forward-looking British-Romanian HR consultancy company with strong international experience in providing Recruitment, Assessment, and Coaching services to important multinational companies.
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