Individual Competency Assessment

We provide reliable data for leadership and people decisions on where employees stand in the capabilities that matter most. We work with online 360-degree surveys or the Assessment and Development Center method, aligned with the organization's expectations.

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Typical scope Project-dependent

Development format consulting

How it works 360-degree online questionnaire survey

What is the program about?

A 360-degree online questionnaire survey or an Assessment and Development Center, aligned with the organization's competency expectations.

A leadership or people decision is only as good as the information behind it. Competency assessment gives a reliable, development-oriented picture of where employees stand in the capabilities that matter to the organization; it does not just establish their level but also gives participants insights they can actually work with.

What your organization gets: a complete, multi-perspective picture of an employee's behavior (360-degree survey); competency levels and potential measured in real situations (Assessment and Development Center); personal feedback for participants that is also valuable for their development; a reliable basis for leadership and HR decisions.

Who is the program for?

For leaders who want to base their people decisions on reliable data; HR professionals who want to assess employees' competencies for development purposes; and employees who would like meaningful feedback for their own development.

When is it worth starting?

you need reliable information for a people decision
you need a complete, multi-perspective picture of an employee's behavior
competencies and potential need to be measured in real, practical situations.

How we work

In a 360-degree survey, direct reports, peers and managers all provide ratings, so the picture is not drawn from a single perspective. In an Assessment and Development Center, participants are placed in real situations, and their competency level and potential can be assessed based on their actual behavior.

We work with two methodologies. In both cases, we tailor the methodology to the needs and culture of the organization in question.

GROW carries out individual competency assessment using two methodologies: a 360-degree competency survey and the Assessment Center and Development Center (AC-DC) method. In both, the development perspective is a priority: the goal is not merely to establish competency levels but to give participants valuable insights for their own development.

Methodologies

360-degree competency survey: an online questionnaire completed by direct reports, colleagues at the same hierarchical level and managers alike; aggregating and comparing the responses of each rater group builds a detailed picture
Assessment Center and Development Center (AC-DC): behavior and competency levels measured in real situations, through live role-play exercises
development-oriented evaluation
methodology tailored to the organization and its culture.

The scope and timeline of the assessment depend on the project; in every case, we adapt the methodology to the needs and culture of the organization in question.

It's also worth starting if: