Evaluation of (managerial) potentials

Work performance monitoring is a source of valuable information on work efficiency of an employee today – at the position he/she currently holds. But this information is insufficient for the assessment of his/her potential for further promotion.

Potential for promotion – in managerial and specialist direction – is based on the following elements:

• possession of skills, competencies and knowledge
• ambition for further career development
• potential for further development.

Performance management enables an insight into some skills, competencies and knowledge – those required for the current position. However, assessment of potential for further promotion requires a more comprehensive analysis.

Potential assessment results include:

• determining principal business determinants and competencies needed to face up to business challenges
• collection and analysis of existing information on key employees
• application of expert tools and assessment methods
• interpretation of assessment results, production of individual and team reports with suggestions for development
• providing feedback to assessed persons.

We use our own as well as global standards in the assessment:

• complex tools for individual development and development of teams: Belbin® Team Roles, Myers-Briggs Type Indicator
• personality assessment tools: 16PF, NEO PI-R, PIE, EPQ, Wartegg
• cognitive (intelligence) tests: CTI, DAT, TOS, Gibson Spiral Maze, Attention Load Test
• specific attitude and work style questionnaires: Sales Competencies Inventory, General Information Inventory, Managerial Attitudes Inventory, Leadership Style Inventory