Group - 02

Assessment Develop Center

2 dimensions, 3 assessors (X, Y, Z), 4 exercises, 6 assesses (A1, A2, A3, A4, A5, A6)

Objective: Succession Planning (company to

Current Role: Area Product Manager

Target Role: Zonal Product Manager

Key Result Areas of Target Role: Client Acquisition, Conversion & Retention. Training,

Mentoring, and Creating the next generation of Workforce.

 1. Competency Model (for Target Role)

Competency: Negotiating Ability

Definition: This competency is related to display of behaviors pertaining to engaging in

planned/unplanned negotiations with/without any prior notice/information and successfully

establishing the unique selling points of the primary product.

Key Behavioral Indicators: Extraverted and Open to new experiences, Charming and

Approachable, Has a logical approach towards problem-solving, Shows Commitment towards

Organizational Vision and Mission.

Proficiency Levels:

Novice Beginner Advanced (Required)

1. Willing to explore possible 1. Ability to engage in 1. Able to secure businesses
contacts, informally. discussions over informal and acquire new clients.
occasions.

2. Has a sense of fashion and 2. Has superior oratorical 2. Has experience as Speaker,
is conscious towards skills and pleasant manner of Host or similar roles at
appearance. engagement. important events.

3. Suggests solutions backed 3. Has prior experience of 3. Has been awarded for
by a logical approach leading the introduction of showing innovation or
new products creativity.

4. Behavioral Identification 4. Has prior involvement in 4. Has featured regularly in

with Organization. planning organization wide Company Communication
policy documents. (Magazines, Articles etc.)
Competency: Strategic HRM Orientation

Definition: This competency is related to display of behaviors pertaining to successfully

identifying emerging trends in HRM which might have a significant effect on the product

characteristics.

Key Behavioral Indicators: Is a known Industry Thought Leader, Conceptualized and

Implemented Innovative Solutions, Experienced in Guiding and Mentoring Subordinates,

Evidence of Independent Knowledge Creation.

Proficiency Levels:

Novice Beginner (Required) Advanced

1. Has experience of multiple 1. Champions the use of 1. Has been involved with
roles across a diverse set of relevant trends at the organization wide change
Projects. Organization. management initiatives.

2. Has experience of working 2. Is a known problem solver

in Product Development and is frequently relied upon.
2. Is responsible for
Teams. influencing organization level
3. Is known for creating many debates.
3. Has at least five years of capable subordinates
managerial experience. 3. Has been awarded as a
4. Has contributed Mentor, multiple times.
4. Has published white papers scholastically to local bodies
at the Organizational Level. (PeopleMatters) and 4. Regularly visits academic
Institutions (Guest Lectures). institutions and has some peer
reviewed publications.
 2. Assessment Center

2.1 Exercise and Dimensions

Multi-Trait Multi-Method Matrix

Dimensions
Negotiating Ability (C1) Strategic HRM Orientation (C2)
Role Play (RP) Primary
Exercise

Simulation (SM) Primary

Crossword Puzzle (CP) Primary
Extempore (EX) Primary

2.1 Appendix

Schedule and Details of Activities in separate booklet

Rating Form for each exercise

2.2 Assessors and Dimensions

Assessor Details

Name Designation Basis Exercise Brief Bio

Mr. X. Country Product Manager Managerial RP, SM Attach Brief
Bio
Mr. Y. Project Head, Client Organization Customer Exp SM, RP Attach Brief
Bio
Mr. Z. Professor, OB-HRM Psychology EX, SM, Attach Brief
RP Bio

2.2 Appendix

Training Program for Assessors. Assessor Training Program (Similar to any Training Program).

Use the Frame of Reference Approach. at least 3 frames (Good/ Bad/ Okay) for each exercise,

for each dimension. Repeat for 2 rounds.

 3. Scoring

3.1 Within Exercise

Stress on Divergent Validity

Combined Evaluation Sheet ( Round 1)

Assessor : Mr. X.
Assesse : Mr. A1.

Role Play Simulation Crossword Puzzle Extempore

C1 C2 C1 C2 C1 C2 C1 C2

3.2 Across Exercise

Stress on Convergent Validity

Dimension Negotiating Ability (C1) and Strategic HRM Orientation (C2)

Exercise Role
Role Play Primary Assessor
Extempore Secondary Assessor

C1 (1.5/3)
Comments:
C2 (2/3)
Comments:
3.3 Final Score

Assessor – Assesse Matrix

A1 A2 A3 A4 A5 A6
Mr. X. C1 = 3, C2 = 2
Mr. Y. C1 = 2, C2 = 2
Mr. Z. C1 = 3, C2 = 1
Final Score C1 = 2, C2 = 2.5
 4. Development Center

4.1 Individual Development Plan for Mr. A1

Gap Analysis (filled by Assessors)

Behavioral Indicators Developability Recommendation
1. Able to secure businesses and
acquire new clients.

2. Has experience as Speaker, Host or

similar roles at important events.

3. Has been awarded for showing

innovation or creativity.

4. Has featured regularly in Company

Communication (Magazines, Articles
etc.)

4.1 Appendix

Attach Details of Individual Recommendations