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Assessment and development centers are used for recruitment, promotions, training and leadership development. Ma Foi adopts a 3 phased scientific approach for conducting assessment/development center. Our Assessors will use tools that exist in our Tool Bank or custom design the entire set of tools to assess level specific competency. Illustrative list of tools used
Participant’s performance rating will be finalized during the Assessment/Development Centre(AC/DC) wash-up session by our team of Psychologists/Assessors.
The Individual Assessment Centre reports will focus on the strength and development areas of each individual. In addition, for each individual, a psychometric report will also be prepared.
A consolidated report (Group report) will also be created. This version of the consolidated report (Group report) will be used during the discussion with the head of the specific discipline/level/HR.
We will also create an organization Report/ Management report with a Rank Order matrix for each level. This report will throw light on the overall performance of the participants in terms of displaying their strengths, gap areas and the overall trends. This will enable the management to look ahead on the training interventions, formulating training calendar, coaching and other interventions specific to each level thus aiding the future development of each participant.
The above three reports when put together will reflect the current performance level of the person and also it reflects on the potentiality of these members to take up higher responsibilities.
Single sourced feedback is rarely comprehensive enough to be regarded as good quality feedback. In organisations where employees are regarded as empowered to do their own jobs and interact with others, managers are regarded as the ‘coach’ to help and guide employees to a higher performance, single-sourced feedback is often considered inadequate.
360 degree feedback is becoming increasingly popular to drive performance at managerial level. It helps in generating awareness of perceived human behaviours, identifying strengths and developmental needs, recognising blind spots and hidden strengths of the individual.
Finalizing Competency Framework
The competencies for various roles are identified by interacting with top performers and shared with the respective functional heads for finalization. Behavioral indicators for each competency will be defined. The behavioral indicators provide an objective description to a competency and evidence to ensure if the particular competency is present or not present in an individual.
Designing Questionnaire
Questionnaires for the identified competency will be drafted in alignment with its proficiency level, the rater category for each role holder is also defined under this step.
Preparing for Launch & Finalizing Participants List
Participants list for each rater category will be mapped. All questionnaires will be hosted online for launching the survey. Participants will be educated and sensitized on the importance of the survey and encouraged to provide candid feedback.
Collecting Feedback
All responses will be collected anonymously to ensure confidentiality in the complete process.
Analyzing the Data
The data collected from respondents will be consolidated and analyzed, this includes their individual responses for each statement, strength, development areas, and open comments
Submitting the Report
Individual 360 degree reports are generally published with 3 main sections:
1.The competency summary at a glance under each of the main competency headings – showing how individual’s self-scores match up against the scores of their respondents. read more
We are in a VUCA (Volatile, Uncertain, Complex and Ambiguous) world where change is inevitable, it calls for transformational leadership to prevail at all levels of the organization for its survival through such tough times now and in future. It demands the leaders to spot the necessity for change, set a vision to lead the change, and deliver it in association with dedicated team members to achieve bold and aggressive organizational goals.
t is important for the organization to develop such leaders at all levels and transform the organization for sustenance, continuous growth and success.
Our Leadership Development Program C.H.I.S.E.L has been structured around the same thought to bring out the transformational leadership style from any Manager within the organization.
UNDERSTAND LEADERSHIP PERSPECTIVE
LEADER VS
LEADERSHIP
ADAPTIVE VS TECHNICALCHALLENGE
››SITUATIONAL
LEADERSHIP
SITUATIONAL
LEADERSHIP
MANAGE PEOPLE PERFORMANCE
IDENTIFYING,MANFIESTING & NURTURING TALENT
››THE WORK PERFORMANCE TENENT
››INTERPLAY OF TASKING, TENDING,TRUSTING
››TASK VS PEOPLE ORIENTATION
››LEADER AS FACILITATOR/COACH
FACILITATING THINKING PROCESS
››EXPERT MANAGER LEADER METAPHOR
››BALANCING ADVO-CACY & INQUIRY
››TOOLS FOR PROBLEM SOLVING
››It is a 2 days program where participant goes through the transformation to become an leader
Ma Foi’s Strategic excellence helped a client to step into the landscaping and home gardening industry in the global marketplace by building a robust strategy backed by thorough data
Ma Foi’s extensive market research and a sound strategic acumen helped a state-owned enterprise to identify important products, markets and channels to consolidate its business in India
Ma Foi’s structured intervention helped a leading taxi aggregator identify effective growth strategies, reach out to right investors and seek Equity Investments
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