Page 117 - Company Excellence

Making progress measurable

the description of the behavioral dimensions of a person, ASSESS
gains in stringency and significance. Companies that do not
specifically determine which of the competencies required for the
optimal design of a job are possessed by their managers and
employees will hardly be able to attract and inspire people to do their
jobs with pleasure and enthusiasm and thus achieve optimal work
results and top performance. Without a competence match, they will
not feel comfortable at their workplace. And that benefits neither the
company, nor the manager, nor the employee.
This addresses one of the important areas of application of the
tool: competence-oriented recruiting. Required competencies,
which can be found in the description of a vacant position, can be
matched with the existing competencies of a recruiter. In the case of
a candidate who is well received by the decision-makers, but who
lacks an important competency or whose training is too weak,
targeted work can be done to ensure that the "almost ideal"
applicant develops or expands this competency. In addition, there is
the competence-oriented personnel development of managers and
employees. It is now possible to initiate targeted promotion and
further education measures or training courses with which targeted
work can be done on a personality trait that is considered important
for the development of a competence.
These topics will occupy us in more detail in the application-
oriented chapters of this book.

Practical example: Discussion about the right option

The example shows how OutMatch ASSESS by SCHEELEN® works in
reality. Let's get into a workshop about this,

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