Identify and develop your high potentials with Mettl Learning Agility Assessment

What is Learning Agility?

A leadership skill depicted in the ability and willingness to learn from one's experiences, adapt accordingly and apply that learning and perform successfully in new work conditions.

Naturally self-reflective, high potentials are agile learners. They tend to push beyond boundaries, actively respond to new conditions and objectively evaluate their experiences. The Mettl Learning Agility Assessment helps you identify agile learners, who are the best to lead for your organization's success. It's a comprehensive assessment, broadly measuring 4 dimensions, further mapped to 20 competencies.

Used for :

  • Generating a talent pool for placement of high potentials (including early career, emerging talent), key job assignments, succession plans, and to support their development and coaching
  • Better hiring decisions for roles where learning agility is a core requirement
  • Identifying incumbent employees who are likely to succeed in international assignments
  • Adjuncting to team building exercises.

Top Customers

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Key profiles the test is useful for:

  • All CXO level roles
  • President/ Vice President/ Director
  • Mid-management level roles
  • Profiles involving quick and effective strategic thinking
 

Test Details:

Number of sections  4
Number of questions 139
Test duration 80 minutes
Test language English 

NOTE: If required, the test can be provided in other languages as well. Please connect with us at contact@mettl.com for any such requirement

 

Test description :

The assessment includes

  • Mettl Personality Profiler- Assesses the person's behavioral competencies for leadership
  • Mettl Test for Cognitive Abilities- Assesses the Critical Thinking, Strategic Thinking and Problem Solving. 

Mettl Learning Agility Assessment primarily measures 4 major agilities, further mapped to 5 competencies each.

  • Mental Agility: Ability to handle complex tasks, which aids in effective decision-making and strategic thinking skills. It measures critical thinking, strategic orientation, open to learning, dealing with ambiguity, and interpersonal savvy.
  • People Agility: Ability to manage the diversity of people, communicate effectively while adapting to their diverse backgrounds. It measures developing people, managing diversity, team building, conflict management, and political savvy.
  • Change Agility: Ability to adapt to changing situations, and behave dynamically in a dynamic environment. It measures creativity, innovation management, external awareness, flexibility, and vision.
  • Results Agility: Ability to rapidly learn from new experiences, and deliver high-quality results in the first-time situations. It measures accountability, problem-solving, drive for results, self-confidence, and confidence in others.

Answer to common queries:

What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?

Utmost care has been taken care of the social desirability bias at the stage of the item construction itself. Only such items have been included in the final forms of the tests where, though the manipulation of response may seem obvious, but the scoring in such cases cannot be predicted. Alternatively, in few tests where the questions seem to be pretty straightforward, we scientifically figure out if the person has randomly responded or manipulated the responses.

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.

Is it possible to map an organization's competency framework to your assessments?

We have an exhaustive list of satisfied clients. Please write to us for such a request and we would be glad to work out a solution for you.

How do we determine the thresholds for the proficiency levels for a norm group?

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

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.

What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?

Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a decisive predictor of a particular type of behavior or attitude. 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. This should be preferably done under supervision of qualified professionals only.


How it works:

step 1
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Add this test to your tests

step 2
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Share test link from your tests

step 3
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Candidate take the tests

step 4
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You get their tests report


Note You will be charged only at step 3. i.e. only when candidate start the test.


Relevant for Industries

  • IT
  • ITeS
  • Banking & finance
  • Insurance
  • FMCG
  • Hospitality
  • Retail
  • Manufacturing
  • Healthcare

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