competency
modeling
selection system
design & validation
leadership assessment for development
leadership assessment for selection
competency
modeling
A competency model or success profile defines core skills and capabilities necessary for success in a job, group of jobs, or organization. Through qualitative and quantitative data analysis, HRCatalyst creates and validates a model that captures requirements necessary for high performance. Once defined, a competency model can be used for multiple purposes including:
Create clarity about and alignment around leadership expectations- Identify the competencies associated with success on the job
- Assess capabilities of leaders against a clearly defined success profile
- Upgrade an HR process or processes
selection system
design & validation
HRCatalyst identifies and develops selection tools to help organizations identify individuals who are most likely to succeed in key positions. Using research-based and legally defensible approaches, HRC provides solutions that help you hire the right people for the job. As a result, you can expect to:
- Improve the quality of hires for key positions
- Upgrade overall bench strength
- Improve ability of managers to effectively interview and assess talent
leadership assessment
for development
HRC provides an in-depth evaluation of an individual’s leadership strengths and development areas, which provides a starting point for an Individual Development Plan. We use several assessments during the process: in-depth interviews, 360-degree feedback, and personality inventories. Expected benefits include:
- Help individuals identify strengths, development needs, and potential stress behaviors
- Build an individual’s awareness of his/her impact on others
- Create a specific and actionable development plan
leadership assessment
for selection
HRC assists organizations in selection or promotion decisions for critical positions by providing an in-depth evaluation of an individual’s likelihood to succeed in a particular position. We integrate work history, colleague feedback and/or references, personality inventories, cognitive assessments, and an in-depth interview into a concise report with selection recommendations.
- Assess external or internal candidates for executive positions
- Inform succession plans
- Support CEO and executive leadership transition
- Support mergers/acquisitions and organizational restructuring
- Facilitate career transitions
