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Assessment

BUSINESS DIAGNOSIS – HUMAN RESOURCES PROCESSES

IDEAL PROFILE

The identification of the Ideal Profile is the stage prior to the process of identifying the behavioral profile of the professional. It is designed to analyze the real needs of the employee, required to take the position to which the analysis refers.

Typically, this identification is done by strategic people or those who belong to the top management of the company, in combination with the operation.

PROFILE IDENTIFICATION

Application of the individual behavioral assessment through surveys with free choice affirmative objective answers (preferences).

Where to use the results?

COACHING

Application of a structured process that aims to develop competences (muscles) through a plan of action and a solid implementation of these plans

The basis of coaching is to find the answers that are already within us.

How does it work?

The demand usually arises from the request of the manager and/or the company, since the process of coaching is focused on the current and future needs of the organization.

Stages

1. Data Collection

The data collection stage aims to establish development needs of the individual.

2. Definition of Goals and Plan of Action

The skills to be developed are translated into work goals and objectives, resulting in the Executive Development Plan. Behavioral indicators are also defined, which will allow us to evaluate the progress and success of the change process.

3. Execution

During the weekly coaching meetings, through dialog, the Coachee and the Coach reflect on the execution of the action plan, the results obtained in the previous session and during the time-out between the previous and the current session. In this stage, they assess strengths and weaknesses, try to identify the reasons for them and plan the activities to be carried out for the next meeting.

Generally speaking, the Coach does not present the answers to the Coachee, but they do lead the Coachee to reflect on their performance and on the most effective alternatives for acting. With this, they also generate in the Coachee the capacity to reflect on themselves and to incorporate new changes imposed by the organization.

4. Process Assessment

At the end of the process, we recommend a final session to assess and review the results achieved, verifying the success of the project and the evaluation of potential continuity.

TEAM COACHING

The goal of Team Coaching is to develop the team's skills, generating a practical result, where all team members benefit, respecting individual differences and needs.

The focus of team coaching is on future action, on what needs to be done to improve performance as a group. Therefore, during the process of surveying the skills to be worked, the group is led to deal with matters in a positive and constructive manner, avoiding raising points of conflict from the past. Compliments are expressed clearly, but criticisms are treated in a confidential manner.

Two skills of the team are usually worked for each application of Coaching. Ideally, only the Team and the Coach should take part in the process. The process lasts 12 hours–8 hours on the first day and 4 hours in the second–, when the Coach returns to the company for general monitoring of team progress. This follow-up usually occurs after a month of application.

Benefits of Coaching

FEEDBACK ASSESSMENT – 360° ASSESSMENT

Seeing the same situation from a new point of view makes a big difference. Knowing how to convey an opinion on the performance of others is a key point for any professional who has the responsibility of leading teams. No one is complete enough to require no improvement.

DESIGN DA AVALIAÇÃO 360