To psychometrically profile key personnel to objectively establish dominant strengths and barriers to achieving their full potential and provide signposting for future developmental activity.
Preparatory Activity
Prior to their appointment the employee is invited to complete a range of on-line psychometric development exercises. These take approximately three hours to complete and can be done in the comfort of the person’s own home.
Meeting with Michael Lock
Michael leads the employee through an exploration of their results. This begins with the person ensuring that the profiles represent a fair, reasonably accurate and sound basis on which to proceed. The profiles are then used to benchmark them against a Person Specification that has been created in the language of the psychometric exercises used. This leads to a clear picture of strengths and barriers to achievement that can be prioritised for action. The final phase of the meeting involves a presentation of the findings to the Line Manager, HR Manager or other significant stakeholders. The purpose of the presentation is to describe the findings, draw links between the profiles and job performance and then identify an agenda for action over which all parties can take ownership.
After the Meeting
A detailed psychological report is emailed to the employee and line manager. It includes: (a) an executive summary outlining the Michael’s perceptions of the person’s key strengths and barriers to achievement, (b) a detailed description of the findings with accompanying profile charts to illustrate the narrative text, (c) an action planning process, where the person is encouraged to distil the main findings and define their own action steps, and (d) appendices to aid interpretation. The employee is encouraged to use the report to write their own Personal Development Plan (PDP) which is signed off by the line manager.
Venue
The session is typically at these offices which are distraction free, have plenty of table space, a comfortable seating area and secretarial support.
Arranging the Appointment
Typically, the HR Department makes initial contact and HR will be the principal point of contact thereafter. If, in advance of their appointment, the employee has any query about the assessment process, in the first instance they should raise this with their Line Manager or HR. Michael’s Office will be pleased to support the employee with any issues experienced when completing the on-line development exercises.
Purpose