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Build Winning Teams with Competency Based Assessments
Behavioral Competencies
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A mix of virtual and human intervention to accurately analyze and deliver on organizational needs
A fully online, location-agnostic tool to quickly and accurately assess your employees
Scale
Logistics
Ease of Management
Cost
Best suited for
Not Scalable
Extreme Logistical Hassle
Time Consuming
Very Costly
Senior Leadership
Scale
Logistics
Ease of Management
Cost
Best suited for
Partially Scalable
Limited Logistical Hassle
Less time than Traditional AC
Medium Cost
Leadership, Senior and Mild Management
Scale
Logistics
Ease of Management
Cost
Best suited for
Fully Scalable
Zero Logistical Hassle
Least Time
Least Expensive
Mild Management, Junior Management, IC Roles
1
Sensing
2
Creation &
Customization
3
Administration & Management
4
Offline Activities
(In Case of blended)
5
Report Generation & Customization
Competencies
Mercer | Mettl Tools
Adaptability
Effective Team Leadership
Building People Capability
Strategic Vision
Driving Change
Analytical Problem Solving
Build development plans that exhibit employees’ strengths and weaknesses
Question and Section-wise reports for efficient decision-making
We help you set-up and guide you throughout the process
The ease of navigating the platform, the simplicity of the assessment reports, the ability to adapt to the COVID-19 situation -all of these helped us reduce bad hires, ensure successful probations and onboard individuals with the right set of competencies. I had a 5-star experience!
Organization Development Manager, Averda
The validity of Mercer | Mettl assessments is so strong as the people that came were exactly the type of people that we needed. Mettl helped us to accurately identify high potential candidate within our internal team.
CHRO
The assessment was well designed and executed by Mercer | Mettl. The objectives were well explained, especially from the stand-point of self-development. Apart from Cognitive tests, Personality profiler, and judgemental tests, the live exercises were well taken via Roleplay, CB interview, and case study analysis, giving a 360-degree approach. This provides the assessor and the organization a perfect view of the forward-looking developmental plan after the assessment. Keep up the excellent work and we hope to work with Mercer | Mettl again on a larger canvas.
Mercer | Mettl greatly helped in customizing and quantifying our Competency Mapping activity. The online assessment offered us insights on where our employees stood against the identified competencies and helped us identify the best resources across the organization. It also enabled devising Individual Development plans for them. The association with Mercer | Mettl was worth the investment. We hope to remain associated with Mercer | Mettl in the future for more assignments.”
Mercer | Mettl has given wings to my training business by screening candidates effectively and accurately measuring the effectiveness of the training.
Mercer | Mettl is an excellent provider of top quality assessment tools that have added significant value to my work as an HR consultant. The assessment tools are user-friendly, highly reliable, and practical. My clients are happy, so I am delighted too. Besides, I have always received first-class support from its team whenever needed, particularly from Prateek and Komal, if I may name them. We are now working on the process of building a longer-term strategic partnership.
An assessment center is a human resource management tool to holistically assess an individual's competencies with the help of various exercises, such as case study simulators, presentations, personality tools, role plays, etc. Assessment centers are used to assess candidates at scale in a hiring drive, or current employees for critical organizational decisions.
A development center is used for organizational planning initiatives, such as identifying training needs, high potential employees, future leaders, etc. While an assessment center is often used during hiring and selection, a development center is used to find and cultivate development opportunities for better organizational decisions.
Virtual assessment centers work as a simulation of real-life workplace situations designed to evaluate participants' skills and behaviors in a controlled environment through a combination of digital tools, to make crucial decisions about hiring, developing and identifying organizational talent.
Some of the tools used in virtual assessment center are:
Situational judgment tests to assess a person's judgment to hypothetical and challenging situational questions.
Role plays that immerse candidates into likely situations to assess work-related competencies.
Case study simulations present a business problem and ask candidates to find a plausible solution based on given insights.
Inbox prioritization to assess how an employee tackles the workload of a typical day.
Battery of assessments to gauge personality, behavior, and aptitude.
The advantages of assessment centers are that they
Are accurate predictors of job performance.
Offer realistic preview into the job role and organizational setting.
Come with high validity because they are based on real-life work settings.
Reduce attrition because the candidate and employer both know what lies ahead.
The disadvantages of assessment centers are that they
Are more time-consuming to designs and execute because of their requirement to closely emulate actual work and role challenges.
May also incur a slightly greater cost despite guaranteeing a higher ROI.
Assessment centers are used to predict performance, diagnose skill gaps, and groom employees. Assessment centers are specifically used by organizations to evaluate their prospective or current workforce for various workforce planning and management initiatives, such as
Recruitment,
Training needs identification,
High-potential identification, and
Succession planning.
Before the assessment and development centre, competencies are identified and mapped to various assessment tools. During an assessment and development centre, participants undergo various tests and exercises. After the assessment and development centre, a comprehensive report is generated to make recommendations about fitment of the participant.
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