Developmental & Organizational Assessment
MANAGEMENT ASSESSMENT PROCESS
The purpose of the Managerial Assessment Process is to provide insight into the current skill level of individuals within an organization. The profile developed for each assessed individual is the first step in assessing total development needs and building an effective plan for performance improvement.
The Management Assessment Process provides the participant feedback regarding individual strengths and opportunities for development based on behavioral observations and development instruments. The 360° process provides manager, co-worker ratings, and comments that are integrated into the overall assessment.
STEP 1
ORIENTATION TO PARTICIPANT
The participants are notified of the assessment process via their manager. They are told why the company is committing their time and effort to this process, that it is confidential and for developmental purposes only. Then an orientation is provided by the Assessor that consists of the objectives, schedule, and logistics of the assessment process with a question and answer session at the conclusion of the orientation.
STEP 2
ASSESSMENT SESSION
The participant is put through a custom-made interview focused on the behavioral attributes necessary to be successful. They then participate in one-on-one exercises, various development instruments and psychological tests that are approximately six hours in length and can be completed at home or in blocks of 45 minutes to one hour.
STEP 3
DEVELOPMENT REPORT
The Assessor then reviews the data collected and the 360° data, if applicable, analyze the interview responses, and interprets the developmental instruments. From this information a report is prepared for each participant. A written Development Report is prepared regarding managerial strengths and opportunities for development in such skills as problem analysis and problem solving, communications, dealing with people and issues, planning and organizing, and interpersonal relations. In addition a recommended action plan for immediate performance improvement is included in the report.
STEP 4
INDIVIDUAL FEEDBACK MEETING
A feedback meeting is held with each participant to discuss the contents of their Development Report, and to discuss the individual's action plan. Candid personalized feedback is provided to the participant, with emphasis on behavior modification and overall effectiveness.
STEP 5
MANAGERIAL FEEDBACK
The manager of the participant is provided feedback specifically designed to assist them in the implementation of a developmental plan for their direct report. After each participant returns to their job, they meet with their manager monthly to further discuss the action plan and its implementation. This developmental plan is then incorporated immediately into the participants' performance appraisal to ensure accountability.
STEP 6
COACHING
Each participant needs individual follow-up to assist in the implementation of his or her developmental objectives. A coaching session with is held with the participant weekly for 1.5 hours for the first month and bi-weekly for 1 hour over the next sixty days. Feedback is provided to the manager on progress made during the sessions. If the participant has deemed something confidential, this information will not be disclosed, unless it has legal ramifications.
Why The Managerial Assessment Process Is Effective
- Increases productivity by developing individuals to their full potential.
- Encourages individuals to take responsibility for their own development.
- Generates action plans that focus on each participant's unique opportunities for development.
- Focuses not only on management development, but career path planning as well.
- Aims at developing skills needed today-and into the future.
- Uses an action learning strategy where participants work on their real world organizational problems.
- Serves as a dynamic training intervention.
- Is a flexible and personalized approach that focuses on the improvement needs of each person.
- Collects information from a variety of sources to enrich feedback.
- Provides each person with individualized performance feedback and coaching.
OAP- Organizational assessment (employee opinion surveys, climate surveys, etc.) involves creating a picture of "what is." This snapshot should provide a clear view of the present. Please contact us with your questions or concerns via this web page or E-mail us at info@hrdstrategies.com.
