methodo english

Analysis

 

  • Define performance and competencies standards
  • Identify evaluation criteria: preliminary work with all involved company representative to prepare performance review and define performance required standards.

 

Preparation

 

    • Skills and evalluation criteria checklist: each criteria is listed by categories (knowledge, skills, attitude…).
    • Competency assessments methods: we always use at least 2 different approaches per criteria with role-playing situation.
    • Assessor team selection: each team has at least 2 assessors so they can compare their own analysis. At H3O, a team has always a HR professional and a psychologist working together.

 

With their background and their experience, our assessors can prevail of:

  • Being expert in using assessment tools and methods
  • Having an in-depth knowledge of occupational standards (corporation’s positions and required performance standards)
  • Having excellent listening and analysis skills
  • Having a great respect for the individual based on moral code and ethics
  • Being reliable and impartial when acting in a role-playing situation.

 

  • Communication : a preliminary work is conducted to optimize applicant’s performance during test period. We promote transparency and communication with a collaborative approach on target, preocess, tools, tests and reports of the competency assessment.

 

Assessment

 

Assessments are usually performed in our offices. According to attended workshops, the assessment can last up to 2 days but most of our programs are of 1 day of evaluation. A maximum of 4 applicants can be assessed for the same position in one day and a maximum of 8 for different positions.

 

Evaluation Report

 

The assessment.development center provides the client with a double report based on listed criteria. The first one is a summary and the second goes into details.