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
Spanish, English Global, English India, Portuguese, Mandarin, Arabic, Indonesian, Turkish
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 Team
Making an Impact
Managing Business
Competencies:
Demonstrating a sense of responsibility to ensure high quality work with a focus on maintaining consistency and adherence to high standards, while capturing every minute detail and presenting the work in a clear, complete, precise and easy to understand manner.
Demonstrating an ability to prioritize the tasks, detail out the steps and organize required resources to maximize efficiency.
Demonstrating a strong will to achieve the best results. Focusing one's own and team's energy and resources to meet the end objectives effectively.
Competencies:
Demonstrating an ability to put across one's thoughts and ideas clearly and succinctly and to use appropriate communication style to effectively convince others to achieve end results.
Demonstrating an ability to build professional networks and personal relationships within and outside the organization as a way of gathering information and resources to ensure individual as well as organizational success.
Competencies:
Demonstrating an ability to develop collaboration while working toward solutions which generally benefit everybody involved. Is aware and open to diversity and ensures that everyone is treated with respect and sensitivity despite these differences. Resolves interpersonal differences in a timely manner to build healthy relationships with others.
Focusing on others' professional growth by identifying their strengths -areas of development and providing work opportunities accordingly. Demonstrating an understanding of individuals' motivators to engage them at work. Provide them with appropriate reinforcements and recognition to inspire them to accomplish their professional objectives.
Competencies:
Demonstrating an ability and orientation to learn new skills by keeping up-to-date with relevant knowledge and technology and learn from past experiences.
Demonstrating the ability to bounce back in the face of challenges or adversity and being able to manage one's emotions and thoughts in a positive and effective manner.
Competencies:
Demonstrating a deep understanding of the organization's line of business, the competitive landscape and an overall business environment, while considering the short and long-term implications of one's actions and decisions on the organization.
Demonstrating an ability to communicate the need and the rationale for change and being able to 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 a test in a socially desirable manner or manipulates or fakes the responses?
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.
2. Can you map an organization's competency framework to your assessments?
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.
3. How do we determine the thresholds for the proficiency levels for a norm group?
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.
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.
