This method of evaluation helps in getting to know the potential of an individual. The results help in showing the path of employees further development, so that they are more effective in their performance.
When initiating the competence balance of a given employee, we are going to prepare together with you, a detailed job description of a given position, including range of responsibilities, goals and tasks connected with these duties. Such job description helps in conducting accurate identification of competences necessary for work on a given position.
The next stage of competence balance, includes meetings conducted by GiP Consulting Consultants. These meetings consist of competence based interviews, conducted independently by two Consultants which aim at assessing:
- Hard competences: knowledge, experience, skills etc.
- Soft competences: personality traits, interpersonal and social competences
- Achievements, successes and failures
- Areas that evoke doubts and reservations
- Motivation of a person who takes part in an evaluation.
The next stage consists of performing together with an evaluated person SWOT analysis, which aim is to point out strengths, weaknesses, fears and opportunities of this person, that can be faced during the process of professional development.
The next stage comprises test session during which an evaluated person is asked to fill in specially designed for him tests, tasks and exercises, checking hard and soft competences.
On the basis of the whole Competence Balance process, you are going to receive a detailed report that includes our observations and opinions about an evaluated person together with the description of his strong and weak points.
