Modern and dynamic companies are aware of the fact that only having competent, well-qualified, motivated and talented employees leads to the achievement of business objectives.

Determining crucial competencies facilitates work for employees and managers – the employees know exactly what they are expected to do, and managers have clear criteria of assessing subordinates’ effectiveness.

In Talent Solution we consider competencies multidimensionally, as a result of the overlapping 4 crucial fields of the organisation:

Cognition and analysis of these fields allow determining the competencies crucial for the certain position.

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Depending on the Clients’ individual needs, we use adequately matched interim evaluation methods:

Competency questionnaires

We encounter the need to measure the employees’ level of competences on each stage of the personnel management (e.g. performance appraisal, development demand analysis, career paths optimization, training evaluation). The questionnaires proposed by us are individually selected according to the company’s demands and job profiles. Our offer includes a wide range of tools used to measure competences comprising both the employee’s self-evaluation and tasks that require solving a certain problem.

360-degree assessment

360-degree assessment is a method which allows assessing the employee’s competencies based on self-valuation questionnaire and information from other people who have a direct work relationship with the employee (co-workers, superiors, subordinates). After collecting the data, we focus on the most important part of the whole process, which is giving complex feedback about how what the employee represents is viewed be co-workers, emphasising strong and weak points and evaluating development direction.

Competency-based interviews

This method supports other employee assessment tools. It enables defining potential, investigating development needs and examine the level of employees’ motivation and involvement. Both questions and the way of asking them are planned in detail and directly connected with the initially defined demands. The interview does not focus on the correctness of the answers itself, but on the way of explaining the Candidate’s choices and their way of thinking.

Assessment Centre i Development Centre

During the Assessment Centre (AC) and Development Centre (DC) we observe participants’ behaviour, focusing on the competencies previously said to be crucial for the given position. The participants’ attitudes are observed and described during a performance in a group or individual exercises (such as simulative tasks, tests and questionnaires, presentations or conversation with the participants), and then assessed by experienced assessors – observers. After the session, gathered observations are analysed by the assessors and presented to the Client in a report, together with a description and the result in numbers (with comparative scale).

In the case of Development Centre, which is used mainly for diagnosing the employees’ potential, individual reports containing the strong and weak points of a person and indicating opportunities for further development are created.

ZNAJDŹ NAS

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