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Core Corporate Functions>Operations>Mettl Operations Manager Assessment

Assess Key Operation Manager Skills Using This Operations Manager Assessment Test

Operations manager assessment test enables you to test the specific skills required for operations manager positions. Use this assessment to measure operations manager core competencies like self- effectiveness, business acumen, leadership skills and people management abilities. 

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Inside This Assessment

Mercer | Mettl’s test for measuring operation manager skills is a psychometric assessment tool developed by subject matter experts. The test helps measure operations manager core competencies necessary for a professional to thrive in the role. The test focuses on the diverse requirements of the role.

SKILL LIBRARY

This Assessment is a part of following Skills Libraries

Operations Competency Framework

Get a detailed look inside the test

Operations Manager Competencies Under Scanner

People Management

Self-Effectiveness

Leadership Skills

Business Acumen

Competencies:

Understanding diversity

The tendency to be warm and respectful while working with people from diverse backgrounds. It involves being understanding, open-minded and tolerant of the views of others and being comfortable working with people having different perspectives.

Coaching and Mentoring

The ability to contribute in developing team members’ ability by providing feedback and suggestions, coaching, mentoring, training and using learning and development approaches.

Conflict Management

The ability to be attuned to one's and others' emotions and being capable of understanding and listening to other people's problems and helping out people with their conflicts.

Performance Monitoring and Feedback

The ability to systematically and consistently monitor performance of team members and subordinates, speaking one’s mind genuinely and rewarding and recognizing good performance openly and flagging out underperformance for corrective action.

Delegation of Tasks

The ability to be cooperative and accommodating, being capable of effectively delegating tasks to team members by keeping their needs, skills and interests in mind.

Competencies:

Integrity

Demonstrating an ability to be honest and ethical in all transactions with internal and external stakeholders, so as to earn their trust.

Continuous Learning

Demonstrating an ability to learn new skills and effectively modify one's knowledge basis the availability of new information.

Flexibility/Adaptability

Demonstrating an ability to adjust and adapt oneself to change and not allow oneself to get bogged down when situations are dynamic and constantly evolving.

Taking Initiatives

Demonstrating an ability to take the initiative and seek responsibility without being forced or pushed to do so. Demonstrating an eagerness to work on tasks and identify as well as solve potential problems without being told.

Stress Resiliency

Demonstrating resilience in the face of challenges or adversity and being able to manage one's emotions in a positive and effective manner.

Competencies:

Accountability

Demonstrating an ability to take responsibility for one's actions and decisions. Following through on the commitments made, without passing on the blame to others in case of failures.

Employee Advocacy

Demonstrating an ability to help other employees by ensuring that they are treated right in the organization.

Time Management

Demonstrating an ability to set priorities, goals, and timetables to manage one's time effectively.

Result Driven

Demonstrating a strong will to achieve what one sets out to do. Focusing one's energy and resources to finish what one has started.

Relationship Management

Demonstrating an ability to coordinate personal insights and knowledge of others into effective actions and make use of accurate interpersonal skills in interacting with others.

Planning and Organizing

Demonstrating an ability to establish a systematic course of action for self and others to ensure accomplishment of the objectives within the scheduled timeline. The tendency to set priorities considering their urgency and importance.

Competencies:

Vision

Demonstrating an ability to develop a vision and lead the team towards the achievement of the vision.

Understanding Business Strategy

Demonstrating a deep understanding of the organization's line of business, the competitive landscape and an ability to effectively position the organization's USP so as to win over customers.

Organization Understanding

Demonstrating an understanding of the nature of one's business, and the interdependencies between the different lines of businesses of the organization.

Customer Centricity

Demonstrating a tendency to ensure that customer requirements are fulfilled in a timely and efficient manner such that it leads to customer delight and further opportunities to grow and develop the relationships.

Service Orientation

Demonstrating an ability to ensure excellent service to internal as well as external customers and constantly raising the bar of the service experience that customers enjoy.

Problem Solving and Decision Making

Demonstrating the ability to use rational thinking and critically assess the given information to identify assumptions, draw inferences and evaluate arguments.

Customize This Test

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Step 3: Test View

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Step 4: Insightful Report

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Frequently Asked Questions (FAQs)

Utmost care has been taken to reduce the probability of individuals trying to present themselves in a socially desirable manner at every stage of the tool development.  The following are some of the steps taken:
 
 The item format of the assessment – the ‘semantic differential’ format – was deliberately selected for the purpose of making it hard for candidates to guess the appropriate response and ‘fake’ in order to increase their scores. The items are presented in a format that requires the individual to consciously think about their preferences and then make a choice between two equally ‘desirable’ statements.
 
 Before beginning the assessment, the candidates are provided with information on the format of the assessment and are told to respond to the items according to their first reactions and not to overthink their responses. Guided by research showing the efficacy of ‘instructional warnings’ they are warned against faking and impression management and told that their assessment reports may be considered invalid if they distort their responses in dishonest ways.
 
 The tool identifies certain patterns of responding and indicates in the report, if the candidate has attempted to respond to the assessment in an appropriate or a socially desirable manner.   

Yes, it is possible to do so for different job roles in your organization. We follow a scientifically valid method of determining the norms appropriate for each job role.  Please write to us and we would be glad to assist.

We have undertaken every effort to include a diverse and representative sample during assessment development. Despite this, every context might attract a specific kind of applicant. Mettl does have options to optimize the assessment content and scoring for your context. Ask us about local validation and local norms and we would be glad to assist you with those steps.

Yes, it is possible. We can build a customized assessment for your organization, taking into account your organization’s unique needs and accordingly determine the combination of behaviors that determine success in your organization’s context.  Please write to us for such a request and we would be glad to work out a solution for you.

The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.

The data obtained from the sample used during tool development have been used to determine the norms for various behaviors. Additionally, the norms are being re-calculated periodically basis new data that is collected to ensure that they stay relevant and provide the most accurate information about a candidate. However, we can further determine the norms relevant for your organization through a validation exercise. Please write to us for further details.

Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a definitive predictor of a particular type of behavior. These reports should be integrated with all other sources of information in reaching professional decisions about the person. If you find any discrepancy in the reports from actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. For the best combination of selection tools for your needs (i.e. psychometric assessment, job/functional tests, behavioral interviews, etc.) please reach out to us and our consultants would be happy to assist you.