Managerial Potential Assessment Is An Ideal Tool For Assessing Managerial Capabilities in Screening And Development
Mettl Managerial Potential assessment helps to assess behavioural competencies essential to be an effective manager. This assessment helps measure the crucial behavioural competencies that can determine the potential to handle people managerial responsibilities. At the same time, it provides insights into the key motivators of the individuals, helping the organizations create a conducive working environment for their existing/ potential managers.
Ready to Use
Psychometric
0-6 years
Moderate
80 Minutes
200 Questions
Delivery Manager, Individual Contributors
Arabic, Spanish, English India, English UAE, Indonesian, Portuguese, Mandarin, Turkish, English Global
Inside This Assessment
The role of a manager is rightly interposed between the organization's hierarchical structure and ranks of positions for performing critical business functions. It takes a dynamic manager to understand the team and organizational dynamics. The manager's role is critical, as the person has to act as a bridge between the employees and the leadership team and coordinate with his team for optimal productivity. Selecting the right candidate for the managerial role is critical for organizational growth. Typically, the old-school hiring methods do not help recruiters make the proper selection consistently. Consequently, there is a need for an objective, bias-free and scientific tool for assessing managerial potential. Similarly, an effective individual contributor may sometimes struggle to be an effective manager and hence, may not be able to demonstrate exemplary performance as a first time manager. That is where Mercer| Mettl's Managerial Potential Assessment comes in handy and helps identify the developmental needs in order to help the employees and organizations groom their managers.
Managerial Potential Competency Framework
Get a detailed look inside the test
Managerial Potential Competencies Under Scanner
Delivering excellence
Managing stakeholders
Managing the team
Making an impact
Managing business
Competencies:
It refers to demonstrating a sense of responsibility to ensure high-quality work, emphasizing consistency and adherence to high standards while capturing minute details and presenting the work in a clear, complete, precise and easy-to-understand manner.
This means demonstrating an ability to prioritize tasks, detail steps, and organize required resources to maximize efficiency.
This implies demonstrating a strong will to achieve the best results and focusing on oneself, the team, and resources to meet the final objectives effectively.
Competencies:
This indicates demonstrating an ability to express one's thoughts and ideas clearly and succinctly and using an appropriate communication style to convince others to achieve results effectively.
It refers to building personal relationships and professional networks within and outside the company to collect information and resources to ensure individual and organizational success.
Competencies:
It implies demonstrating an ability to develop cooperation while working toward solutions that benefit everybody involved. It refers to being aware and open to diversity, where everyone is respected despite differences. It includes resolving interpersonal differences promptly to build healthy relationships with others.
It means focusing on others' professional growth by identifying their strengths and areas of development and providing work opportunities accordingly. It refers to understanding individuals' motivators to engage them at work and provide them with appropriate reinforcements and recognition to inspire them to achieve their professional objectives.
Competencies:
This means demonstrating an ability and orientation to learn new skills by keeping current with relevant knowledge and technology and learning from previous experiences.
It means demonstrating the ability to bounce back amidst challenges or adversity and manage one's emotions and thoughts positively and effectively.
Competencies:
It refers to demonstrating a strong understanding of the organization's business, the competitive landscape, and the business environment while considering the implications of one's actions and decisions for the organization.
It means demonstrating an ability to convey the need and the rationale for change and adjust and adapt oneself to change when situations are dynamic and constantly evolving.
Customize This Managerial Potential Assessment
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The Mercer | Mettl Managerial Potential Assessment Advantage
Frequently Asked Questions (FAQs)
1. What if a person takes an assessment in a socially desirable manner or fakes or manipulates the responses?
The assessment has been designed on the ‘semantic differential’ format, which requires candidates to consider their preferences and choose between two " equally desirable" statements. The assessment also delivers ‘instructional warnings,’ where candidates are informed that distorted or fake responses will invalidate the assessment. The assessment tool can also identify specific response patterns that may indicate fake responses.
2. Can a company's competency framework be mapped to the assessments?
Yes. We can provide customized assessment solutions that consider the organization’s requirements and competency framework to determine the appropriate behaviors that indicate success in the organization's context. Please write to Mercer | Mettl with the request for assistance.
3. How do we determine the norm group's proficiency level thresholds?
The normal probability distribution of scores of a particular norm group determines the proficiency levels required.
4. What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
5. Can we do benchmarking for an organization for a specific role?
It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please write to us and we would be glad to assist.
6. How are norms formed for any specific psychometric test?
The data obtained through across industries and across verticals of various types of organizations is updated in the Mettl database periodically. Utmost care is taken such that the newly added data gets incorporated periodically while preparing the reports.
