Competence Allocation

Organizational Design | Human Resource Assessment

Please note: Due to highly sensitive data of human resources I am restricted to publish limited project details. If you are interested in the project please do not hesitate to contact me. I will be delighted to answer any questions to the methodical approach with regard to the retention of personal data.

COMPETENCE POOLS FOR ALLOCATION

Large companies have to organize themselves into departments. Together with a large American corporation we organized a project in two phases. In the first phase, seven pools have been created through various research activities. I joined the project in the second phase where the employees were assigned to the pools. The current team leads assigned their team members to the pools. Through case study and interview with objective scores we checked their fit at the assigned pool.

POOLS WITH EXPERTISE AREAS

Each pool consisted of several expertise areas with essential core skills listed. Questions in the case study as well as the interview verified whether the employees have knowledge in each expertise area and are therefore a good fit for the pool. A person who scored a 5 does fit perfectly and has potential to lead others while employees with a score of 1 need guidance.

Assessment process

Two knowledge examinations and two feedback meetings

01

Case Study (Pre-Task)

Each employee worked on a case study corresponding to the pool in a monitored room. They handed over their results. The interviewers checked the results. Based on the case study, the structured interview guideline was adapted.

02

Interview 1:1

In a one-hour interview, first the case study was discussed. Second, the employee was asked questions for each expertise area of the pool. It was usually a lively and open discussion on the individual topics.

03

Feedback Meeting 1:1

After checking the score for case study and interview, the final rating for the fit of the pool was discussed in a feedback meeting with the employee only. They had the chance to understand the rating and to add remarks.

04

Feedback Meeting 2:1

Last but not least, a second feedback meeting with the employee and his / her team lead took place to talk about the development within the pool or allocation to another pool.

YEAR 2019

CATEGORIES Communication, Expert Interview, Human Ressources, Organizational Design, Quantitative Research, Teamwork

CHALLENGE Maximum utilization of the potential of the department and the individual employees in their areas of expertise.

SOLUTION Development of case studies and interview guidelines with objective (quantitative) scaling to check the fit of each employee to the allocated pool of department. All in close cooperation with human resource department of company.

METHODS Expert Interview, Quantitative Scaling

TOOLS Microsoft Word, Microsoft Excel, Microsoft Powerpoint