The greater danger for most of us is not that our aim is too high and we miss it, but that it is too low and we reach it. —Michelangelo (1475–1564)
Pendragon’s personal assessment centers are designed to:
Your company’s objectives are identified and role analysis established.
Against these Pendragon’s consultants can conduct in-depth interviews with
teams and individuals, identifying strengths, limitations, motivators and suitability
for roles.
The programme is able to be expanded to provide, and teach, communication skills,
problem resolution and change management.
Workshops can be provided where teams can analyse their role profiles and personal fit. Creating shared awareness of different contributions towards shared goals. These workshops can be used to identify gaps in resource and to profile the ideal candidate to compliment the existing team without conflict. Progress can be tracked in a systematic program of assessment to display tangable proof of improvement which can be used as a motivator an marketing tool.
Recent reseach has proved categorically that interviews are the lease effective way to recruit personnel. Pendragon’s 360° Assessment is designed to remove a great deal of the risk. By identifying behaviours we are able to more accurately predict future job performance.
By making the right decision the first time in the recruitment of staff companies are able to dramatically reduce labour costs in recruitment fees, training and productivity.
Benchmarks offers an in-depth look at development by assessing skills (paper or online) developed from a multitude of leadership experiences, identifying what lessons may yet to be learned and helping the executive determine which specific work experiences need to be sought out in order to develop critical skills for success.
Through the Benchmarks process, participants:
Pendrsgon’s 360° employee assessment programme is for employee assessments, where performance is measured by reference to questionnaire scores from a number of review groups over a series of ability headings. It allows companies to define their own question sections, questions, review groups and scoring ranges. The scores then calculate averages for each review group and section.
The output from the system is a complete pack for each employee who has been assessed, including a number of clear and easily comprehensible reports. For the assessors the system also keeps the records of all the questionnaires and provides further departmental and competency analysis.
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