The employee assessment process used by Meirc Training & Consulting includes 7 steps, which vary in duration and complexity based on the organization, audience and levels being assessed.
The Process - Explained
Identification of target audience
In Step 1, Meirc will focus on identifying the target audience and the main reasons for the assessment, which can vary from talent evaluation to succession planning to a straightforward assessment of training needs for developmental purposes.
Analysis of job descriptions or interviews with stakeholders
Identification of role-specific competencies (job profiles)
In Steps 2 and 3, Meirc will analyze the tasks and responsibilities for each job role being assessed and then extract the role-specific competencies.
Design of assessment tools and activities
In Step 4, Meirc will produce a job profile for each of the assessed roles and then proceed to design a basket of tools and activities aimed at assessing the role incumbent in each of the identified competencies. The assessment comprises a mix of case studies, psychometrics, and individual and group activities when and where required.
Implementation of assessment center
In Step 5, Meirc implements the assessment center using one or more of its assessment experts. Such ‘centers’ usually take place at Meirc’s premises, the company’s or a suitable venue agreed upon mutually and in advance by all parties. The duration of the center largely depends on the number of candidates and competencies being assessed.
Feedback to assessed candidates
In Step 6, Meirc meets with every assessed candidate (individually) to provide feedvback on the results of the assessment. These meetings are optional and will only take place if both candidate and organization formally agree to them.
Production of Personal Development Plan (PDP)
In Step 7, Meirc produces a Personal Development Plan (PDP) for each assessed candidate showing the competency gaps – if any, based on the assessment center. In this PDP, Meirc will list its recommendations for bridging the gaps and the timeframes in which such recommendations should be completed.