To identify the High Potential executives in the organisation who will drive the organisation’s ambitious growth agenda of doubling their revenues in three years. The objective was to slot people into the 9 Blocker Performance Potential Grid. The performance data was available with the client organisation, and CHR was engaged to assess the potential of people within the company.
The company is into the business of precision equipments and industrial weighing solutions. The client is an MNC Group with presence in over 80 countries. They have 5 manufacturing locations all around the globe that manufacture and distribute products to the marketing setups in other countries.
Taking into account the huge market potential of India, the group decided to focus on India as the prime driver for the next three years. The Indian subsidiary then decided to focus on people to help achieve their target of doubling the revenues in three years. The client approached CHR Global to assess the people potential and to identify HI – PO (High Potential) executives on whom the group should focus on in the near future.
Conducted a preliminary aptitude test to shortlist from 214 to 100 people who would go through an in-depth Assessment Center Exercise. The aptitude test had 5 sections to look at overall ability of the person, Namely: Numerical Reasoning, Logical Reasoning, Data Interpretation, Language Proficiency and Pattern Recognition.
Parallelly our consultant worked with the top team including SBU Heads and MD, to finalise the competency framework for the organisation.
Based on the scores achieved during the first phase of the assignment, a list of 100 people was prepared for going through the second phase comprising of Assessment Centers.
Assessment of Executives for the Listed Competencies through Assessment Centers.
Prepared a list of exercises, which would have been administered on people for the 5 competencies shortlisted in the first phase.
8 centers were conducted across India to assess the potential of people as per the identified competencies.
5 exercises were conducted per day, with at least 4 observers on each day. CHR Global provided their own expert observers and also trained internal people at the client site to do effective observation during the assessment centers.
Different Levels for Knowledge, Skill, Attitude and other Attributes were defined.
Identified a set of 20 executives from the pool of executives who could take up higher responsibility,
Identified the competency gaps for the individuals and exactly what needs to be done in terms of development of the same competencies,
Organisation can focus on the set of 20 executives and develop them to take up higher responsibilities and also hand over certain special assignments which the organisation has been thinking upon.
Related Pages: What is the 9 Blocker Grid Model?