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Services

Assessments

Assessment Centers for Selection (AC) or Development (DC)

Assessing the knowledge, skills, and personal characteristics of future and current employees is crucial for making informed decisions related to recruitment, development, and retention of human potential.

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Process

How do we conduct assessments?

To assess competencies, since 2005, as certified assessors, we have been using globally recognized methodologies and validated tools from our business partners - applied in international, regional, and local markets.

1

A&DC

(Assessment Centers)

2

Envisia Learning

(360-degree assessment)

3

Facet5 Global

(personality assessment)

Advantages

Why we are the right choice?

Assessments are divided into:

Assessment for Development - Talent Management and Succession Planning

Purpose of Development Assessment

  • Assessment of competencies – knowledge, skills, and personality traits
  • Identification of employees’ development potential
  • Identification of talents and potential successors for key positions (succession planning)
  • Raising awareness of current skill levels through a feedback session
  • Identifying areas for further development and improvement
  • Identifying the most effective development methods (training, coaching, project assignments, etc.)
  • Defining individual development plans

How We Conduct Development Assessments

(Talent Management and Succession Planning)

1

Comprehensive assessment of key competencies through a Leadership Assessment

Work Simulation Exercises / Tasks

(over 100 scenarios relevant to different industries, organizational functions, and levels)

  • Group discussions with/without assigned roles
    (influence in group discussions, group problem solving and decision making)
  • Role play exercise (External conversation simulation)
    (sales/negotiation/handling objections)
  • Role play exercise (Internal conversation simulation)
    (coaching conversations with employees, feedback giving, action planning)
  • Fact-finding exercise
    (problem analysis, decision-making, advocating decision / proposal)
  • Individual analytical exercise
    (business case – analysis, reporting, presenting and advocating findings/solution)
  • Individual In-Basket exercise
    (problem solving through prioritizing and organizing resources, making and communicating decisions/expectations)

Facet5 Personality Assessment

(Five-Factor Personality Model)

  • Questionnaire and report available in Serbian and 20 other languages
  • Assesses Will, Energy, Affection, Control, and Emotionality
  • Provides insight into strengths and development areas in relation to competencies
  • Identifies preferences in relation to different job roles
  • Offers guidance on how to approach and manage the candidate
    (motivational factors)
  • Shows the candidate’s role within a team
  • The instrument is validated on both international and Serbian working population norms, primarily managerial
    (Serbian norm based on a sample of 1,650 respondents, global on 260,000 respondents)

Leadership Growth Model

  • Defines four key managerial/leadership roles: Strategist, Implementer, Tactician, and Facilitator
  • Defines three levels of management – operational, middle, and senior management
  • Defines the competencies required for each of the four key roles at each of the three management levels
Team Development

Purpose of the assessment for team development

  • Assessment of Team Members’ Personalities
  • Assessment of team dynamics based on individual behavioral styles within the team
  • Assessment of teamwork skills ie styles
  • Identifying the team's development potential
  • Raising awareness of the current level of skills and individual contribution to team dynamics through workshops/team sessions
  • Identifying areas for further development and improvement
  • Identifying optimal development methods
    (team coaching, project assignments, etc.)
  • Defining a team development plan

How we conduct assessments for the purpose of team development

1

1. Facet5 Personality assessment – TeamScape report

  • The questionnaire and report are available in Serbian and English
  • Assesses and provides an overview of team dynamics
  • Assesses and provides insight into how individuals contribute to team dynamics in:
    • problem solving
    • decision-making
    • project execution
    • collaboration
    • conflict resolution
    • in uncertain times / unfamiliar situations / stressful times
  • Enables identification of team strengths and areas for development
2

2. Team Assessment Based on the 360-Degree Method

  • Assessment of competencies – teamwork skills based on self-assessment and evaluation of behaviors by all team members
  • Raising awareness of skill level through a feedback session
  • Identifying areas for further development and improvement
  • Identifying optimal development approaches
    (training, group coaching, project assignments, etc.)
  • Defining the team development plan
360-Degree Assessment

Purpose of the 360-Degree Assessment

  • Assessment of competencies based on self-evaluation and evaluation of behavior by the line manager, peers at the same organizational level and team members.
  • Raising awareness of the current level of skill development and development needs through an individual coaching session focused on assessment results (identifying areas for further development and improvement, recommendations for optimal development methods such as training, coaching, project assignments, etc., and defining individual development plans).

How do we conduct a 360-degree assessment?

1

Pre-defined and validated Envisia Learning questionnaires for competency assessment

Management

  • Operational level managers
  • Middle level managers
  • Senior level managers

Sales

  • Sales representatives
  • Sales managers

Teams

  • Competencies for assessing teamwork skills
2

Tailor made questionnaires for companies that want a custom-designed tool for assessing their specific organizational competencies

Selection

How we conduct assessments for selection

1

Comprehensive assessment of key competencies for the position through an Assessment Center

Work simulation exercises / job scenario simulations

(over 100 scenarios relevant to different industries, organizational functions, and levels of the organizational structure)

  • Group discussions with/without assigned roles
    (influence in group discussions, group problem solving and decision making)
  • Role play exercise (External conversation simulation)
    (sales/negotiation/handling objections)
  • Role play exercise (Internal conversation simulation)
    (coaching conversations with employees, feedback giving, action planning)
  • Fact-finding exercise
    (problem analysis, decision-making, advocating decision / proposal)
  • Individual analytical exercise
    (business case – analysis, reporting, presenting and advocating findings/solution)
  • Individual In-Basket exercise
    (problem solving through prioritizing and organizing resources, making and communicating decisions/expectations)

Facet5 Personality Assessment

(Big Five personality model)

  • The questionnaire and report are available in Serbian and in 20 other languages
  • Assesses Will, Energy, Affection, Control, and Emotionality
  • Provides insights into strengths and development areas related to competencies
  • Identifies role preferences and natural style in different business roles
  • Offers practical guidance for managing and motivating the candidate
    (motivation drivers)
  • Provides insights into the individual’s team contribution and role within a team
  • The instrument is validated on both international and Serbian working population norms, primarily managerial
    (Serbian norm based on a sample of 1,650 respondents, global on 260,000 respondents)
2

Personality assessment in relation to the desired profile for a specific role/position

Facet5 Personality Test - Audition

  • Creating desired profile for the role/ position
    (values defined for each factor and sub-factor)
  • Questionnaire and report available in Serbian and English
  • Enables assessment of how closely a candidate’s personality matches the desired profile for the position they are being selected for
  • Highlights candidate’s motivators and demotivators in relation to the expected behaviours required for the role
  • Provides guidance for conducting the interview with the candidate
    (including specific questions to verify motivational factors)
  • Allows comparison and ranking of multiple candidates based on their level of fit with the defined profile for the role