The principle : assessment engineering based on three lines of inquiry
1 - Creation of situational exercises that faithfully reproduce the actual job functions and make it possible to assess skills, individual potential and performance levels.
2 - Use of questionnaires that make it possible to clarify the working style.
3 - Conducting interviews that make it possible to analyse the motivational system.
Examples of engineering
Creation and "turnkey" delivery of a “Regional Manager” Assessment
THE CONTEXT
In order to optimise the hierarchical and/or functional mobility of their Medical Sales Representatives, an International Pharmaceutical Laboratory decides to create a special Assessment Center, under its own management, and take advantage of the knowledge transfer.
The potential population in question comprises 500 Medical Sales Representatives, with a target job function of Regional Manager.
The Assessment Center makes it possible to :
- Determine the skills levels of the Medical Sales Representatives in terms of the Regional Manager competencies referential.
- Anticipate the amount of time needed for those Medical Sales Representatives identified as having potential to achieve the job function of Regional Manager.
- Define the individual training plan for the Medical Sales Representatives who show potential.
DG Associés was selected to create this specific Assessment, define its content and ensure its transfer to the Operational Managers and Human Resources Managers of the Pharmaceutical Laboratory.
CREATION OF A SPECIFIC ASSESSMENT FOR “REGIONAL MANAGERS”
- The Competencies Referential :
DG Associés built a Competencies Referential for the function of “Regional Manager”. This Referential makes it possible to identify and define all of the skills needed in order to successfully fill the target job.
- Simulation exercises developed :
- Creation of a Forced-Choice In-Basket exercise for “Regional Managers”
(duration : 2 hours).
In this situational exercise, the Medical Sales Representative must assume the role of a Regional Manager for Medical Visits and handle the 30 proximity-management problems specific to the target function.
This exercise is standardised and calibrated according to the Pharmaceutical Laboratory’s expectations and to the performance observed among acting Regional Managers. The exercise makes it possible to quantify the Medical Sales Representative’s results in comparison with a reference population, thereby providing precise information on current operationality.
- Creation of an “Action Plan” Case Study (duration : 50 minutes for analysis and
20 minutes for speaking)
In this situational exercise, the applicant receives a specific report on a given Region (sales comparisons with other Regions, comparisons for France, Medical Sales Representatives’ performances and progress, specificities, etc.). He has to study this information, determine which actions to implement and propose an action plan aimed at optimising regional performance. He then has to present his strategy and approach in front of the evaluators.
- Creation of a Group Test (duration : 1 hour)
In this group situational exercise, five Medical Sales Representatives can be assessed at the same time. The Medical Sales Representatives are given a report and must work as a group to devise a sales strategy. An observations grid has been created for the evaluators.
- Questionnaire used :
- Scheduling :
The scheduling of the specific Assessment (order of exercise, workshop rotation, etc.) makes it possible for a team of 2 in-house evaluators to assess 10 Medical Sales Representatives in one day.
IMPLEMENTATION OF THE ASSESSMENT CENTER AND KNOWLEDGE TRANSFER
- Test phase
The situational exercises created are tested on a sample of on-the-job Regional Managers.
- Training of in-house evaluators : Human Resources Managers and Operational Managers.
In-house evaluators training is carried out in two stages :
- An initial theoretical stage so they can learn the observation principles as well as the rules for decoding the situational exercises and the Team Manager questionnaire.
- A second practical stage that consists of coaching during the first three Assessment sessions.
- Technical monitoring of the entire process :
- Set up of a technical Hot Line
- Results analysis
- Updating of tools and evaluation standards
- Quality control
Creation and international deployment of a “dealer” Assessment
THE CONTEXT
In accordance with the new European regulation for Motor Vehicle Distribution 1400/2002, a French Motor Vehicle Manufacturer decides to create and set up, in the 25 countries of the European Union, a specific Assessment Center for evaluating future Dealers for its European network.
DG Associés is selected to create this specific Assessment and to manage its international deployment.
- Target post :
Manager of a Motor Vehicle Dealership operating in the three activities of Motor Vehicle Distribution : Sales of New and Used Vehicles, After-Sales, and Parts and Services.
- Target profile :
For each new Dealer, the Assessment process developed must make it possible to evaluate :
- Management capacities,
- Sales capacities,
- People management abilities,
- Internal and external communication abilities,
- Entrepreneurial skills.
The Assessment concerns both operationality (the capacity for immediately filling the post) and potential for progress (progress margins). In order to obtain this information two situational exercises have been developed and incorporated into the process.
- Simulation exercises developed :
- Creation of a "Dealer" In-Basket exercise
(duration : 2 hours 30 minutes)
In this situational exercise, the applicant must play the role of a Dealer in charge of two locations and handle a set of practical problems concerning management, customer relations, manufacturer relations and internal and external communications.
This exercise is standardised and calibrated according to the expectations of the Manufacturer, as well as to the performances observed among persons on the job. The exercise thus makes it possible to quantify the applicant’s results in comparison with a reference population and to obtain precise information on the current operationality.
- Creation of a “Management " Case Study
(duration : 1 hour 30 minutes)
In this situational exercise, the applicant must perform an Audit of a Dealership, then define a short and medium-term action plan that incorporates the Manufacturer’s strategy, market characteristics and all of the economic, organisational and human parameters.
- Questionnaires used :
These two questionnaires were specifically standardised for the target population.
DEPLOYMENT OF THE SPECIFIC" DEALER" ASSESSMENT IN THE 25 COUNTRIES OF THE EUROPEAN UNION
- Adapting the Assessment process for each country :
- Versions of the Competencies Referential.
- Cultural adaptations of the situational exercises : taking account of cultural, economic, social and linguistic specificities.
- Adjustment of standardisation and calibration systems.
- Knowledge transfer and coaching :
- Managing a network of contributors : identification, selection and training of national service providers by DG Associés. The service providers are partners to the Manufacturer in their respective countries and, in that capacity, handle the project management.
- Technical monitoring of the entire process :
Set up of a technical Hot Line
Results analysis
Updating of tools and evaluation standards
Quality control
