Our suite of Competency based assessment tools will help your organization select people that possess what it takes to become an effective and productive workforce supporting the success of your organization. These tools will provide a clear and detailed image of the strengths and needs of your leaders and managers, sales and front line personnel, team and support staff thereby delivering a comprehensive skills analysis of your entire organization. With competency based assessments, your company can scientifically and objectively indentify gaps and craft suitable and cost effective development programs that can help boost work performance with ultimate positive impact on company’s ROI.
The following are the competency based assessment tools that your organization can use:
The KnowlEDGE for Executives (KFE) is a scenario based assessment that is designed to measure what executives know (and need to know) about effective leadership and management behaviors. These behaviors directly correlate to seven (7) core executive competencies as being critically important to the executive’s success.
The KnowlEDGE for Executive (KFE) measures the following seven (7) core management and leadership competencies:
- 1. Business Acumen
- 2. Business Ethics
- 3. Financial Stewardship
- 4. Impactful Communication
- 5. People Development
- 6. Relationship Building
- 7. Strategy Development
The KnowlEDGE for Leaders (KFL) is a scenario based assessment that is designed to measure what leaders know (and need to know) about effective leadership behavior. These behaviors directly correlate to eight core leadership competencies, which were identified through research and surveys of over 5,000 managers and employees as being critically important to a leader’s success.
The KnowlEDGE for Leaders (KFL) measures the following eight (8) core management and leadership competencies:
- 1. Communicating Effectively
- 2. Influence and Negotiation
- 3. Managing Change
- 4. Performance Management
- 5. Setting Goals and Standards
- 6. Managing Conflict
- 7. Problem Solving & Decision Making
- 8. Coaching & Counseling
The Knowledge for Leads (Supervisors) scenario based assessment that is designed to :
- To measure the knowledge of the most effective behaviors in twenty dimensions or skill areas that are essential to a supervisory position.
- To measure what supervisors know (and need to know) about effective leadership behavior.
- To assess the supervisor’s strengths, pinpointing possible training and education needs.
- To help aid supervisors’ career development.
The Knowledge for Leads (Supervisors) measures the following 20 competencies that are critical to the discharge of supervisory functions
- 1. Building Trust
- 2. Change Leadership
- 3. Conflict Resolution
- 4. Dealing with Emotions
- 5. Decision Making
- 6. Discipline
- 7. Handling Complaints
- 8. Innovation
- 9. Leading Meetings
- 10.Listening
- 11. Problem Solving
- 12. Working with Differences
- 13. Assigning and Delegating Work
- 14. Counseling
- 15. Job Instruction Training
- 16. Performance Feedback
- 17. Persuasive Communication
- 18. Reaching Agreement
- 19. Setting Goals
- 20. Setting Job Standards
Financial Knowledge for Decision Makers is designed to measure knowledge of finance and accounting principles needed for effective decision-making within an organization.
Business decisions are guided in part by the affect that decision will have on the organization’s financial position. Effective decision makers must first know and understand basic finance and accounting principles. That’s why the Financial Knowledge for Decision Makers is available in a basic and an advanced version, so developmental training can be tailored to each employee’s skill level and position within the organization.
The following are the competencies measured by Financial Knowledge for Decision Makers
FINANCIAL KNOWLEDGE (ADVANCED)
- 1. Break-Even Analysis
- 2. Capital Investment Decision Analysis
- 3. Financial Statement Analysis
- 4. Understanding Financial Statements
FINANCIAL KNOWLEDGE (BASIC)
- 1. Break-Even Analysis
- 2. Capital Investment Decision Analysis
- 3. Financial Analysis and Ratios
- 4. Understanding Financial Statements
Organizations often form teams and expect their employees to be empowered and take on responsibility without knowing for sure that they are prepared and ready for their new roles. Knowledge for Teams determines what your employees know about effective team skills and behaviors, and can help make sure each team member has the tools and skills necessary to perform well within the team dynamic.
Whether a team has only recently been formed or has worked together for some time, its members need to invest time and training in building comfortable relationships and strong foundations for joint work. By training with their peers, your employees will benefit from knowledge sharing on the same six core competencies assessed in the Knowledge for Teams assessment. Everybody increases their abilities, job roles become more clearly defined, and a uniform standard for efficiency and effectiveness is established.
The following competencies are measure by Knowledge for Teams:
- 1. Communication
- 2. Coordination
- 3. Collaboration
- 4. Cooperation
- 5. Change
- 6. Coaching
Most sales managers know it when they see it – the X factor that makes for a great sales person. But defining and developing “X” is one of the most difficult tasks managers are faced with. While some people seem to have innate sales abilities, most develop effective and balanced sales competencies through training, coaching, and practice. By citing employee deficiencies as well as strengths, the KnowlEDGE for Sales assessment will help your organization implement meaningful strategies to enhance the current level of sales performance, making the X factor a reality for your sales staff!
The KnowlEDGE for Sales assessment is a scenario-based assessment that is designed to measure what sales personnel know, and need to know, about effective sales behavior. These effective sales behaviors directly correlate to nine core competencies recognized to be critically important to a sales person’s success on the job. The most effective and efficient sales organizations are those that have an accurate benchmark of their employees’ developmental needs and the KnowlEDGE for Sales assessment will help you gain that important perspective into your sales organization.
The following are the competencies measured by KnowlEDGE for Sales:
- 1. Closing
- 2. Communicating Effectively
- 3. Customer Service
- 4. Ethics
- 5. Handling Objections
- 6. Identifying Needs
- 7. Planning
- 8. Prospecting
- 9. Sales Presentations
Getting constant feedback on performance is essential to continued leadership success and can help employees recognize strengths and weaknesses that may have been previously hidden.
Combining feedback from a variety of people provides a better basis for job performance evaluation – the leader receives a broader perspective regarding how he or she is perceived by his or her co-workers.
Our 360 degree Feedback have been designed based on the nature of job and functions of an employee in the organization as follows:
EDGE 360 FOR LEADERS
EDGE 360 FOR INDIVIDUAL CONTRIBUTORS
EDGE 360 FOR ENGINEERS
EDGE 360 FOR SALES PROFESSIONALS
The EDGE360o for Leaders a multi-sourced picture of a leader’s performance as perceived by others. Each leader, and his or her manager, will gather feedback from those people with whom he or she works most often: peers, direct reports, other managers, and internal/external customers. These individuals hold valuable observations regarding performance, when if shared and combined, can be a powerful tool for achieving individual growth and development.
There are 12 competencies measured by this tool:
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EDGE 360 FOR INDIVIDUAL CONTRIBUTORS
Designed for Team Members, Individual Contributor, Administrative/Support employee, the EDGE360o for Individual Contributors is a multi-sourced picture of an employee’s performance as perceived by others. Each employee, and his or her manager, will gather feedback from those people with whom he or she works most often: peers, direct reports, other managers, and internal/external customers. These individuals hold valuable observations regarding performance, when if shared and combined, can be a powerful tool for achieving individual growth and development.
There are 7 competencies measured by this tool:
- 1. Communication and Interpersonal
- 2. Customer Focus
- 3. Influence and Negotiation
- 4. Organizational Awareness
- 5. Problem Solving & Decision Making
- 6. Self Responsibility
- 7. Teamwork and Collaboration
EDGE 360 FOR ENGINEERS
Designed for Engineers, the EDGE360o for Engineers is a multi-sourced picture of an employee’s performance as perceived by others. Each employee, and his or her manager, will gather feedback from those people with whom he or she works most often: peers, direct reports, other managers, and internal/external customers. These individuals hold valuable observations regarding performance, when if shared and combined, can be a powerful tool for achieving individual growth and stronger leadership skills.
There are 11 competencies measured by this tool:
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EDGE 360 FOR SALES PROFESSIONALS
Designed for Sales Professionals and Sales Managers, the EDGE360o for Sales Professionals is a multi-sourced picture of an employee’s performance as perceived by others. Each employee, and his or her manager, will gather feedback from those people with whom he or she works most often: peers, direct reports, other managers, and internal/external customers. These individuals hold valuable observations regarding performance, when if shared and combined, can be a powerful tool for achieving individual growth and increased sales performance.
There are 9 competencies measured by this tool:
- 1. Closing
- 2. Communicating Effectively
- 3. Customer Service
- 4. Ethics
- 5. Handling Objections
- 6. Identifying Needs
- 7. Planning
- 8. Prospecting
- 9. Sales Presentations