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Career Assessment & Development
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What
is the most appropriate development option for individual employees?
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What
are the attributes that underlie success for your high potential
employees?
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How
are you identifying potential for succession planning?
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Why
are you seeing performance gaps?
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How
do your outplaced employees identify their skills, capabilities and
preferred career options so that they can take the next step?
Allworth
Juniper has expertise in supporting businesses to engage, retain, develop and
transition employees, through the use of rigorous diagnostics of potential.
Using our comprehensive psychometric assessment
process, employee capabilities are assessed against job and organisational
competencies to aid career development planning, inform learning and development
interventions and to optimise job-person fit.
Measures of cognitive ability,
personality, motivation, values and career interests assist in profiling
employee capabilities and preferences. Our registered psychologists support
individuals and their managers in development planning, goal-setting and
implementing change.
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Our Services
Our career assessment and development services are
tailored to address the needs of individuals and organisations at different
stages of growth:
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Talent Management. Assess
and develop members of your talent pool and retain your top performers.
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Leadership Development. Identify
leadership potential among employees and address obstacles to leadership
transition.
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Succession Planning. Benchmark
results against senior executives and use assessment outcomes to inform
succession plans for high potential employees.
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Performance Management. Provide a diagnostic for
individuals experiencing performance difficulties at work, raise
self-awareness and identify remedial actions.
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Assessment of Employee Potential.
Identify and explore an
employee’s full potential to inform their next steps in the business.
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Career Transition. For
those at a career crossroads or undergoing outplacement, assist
individuals to identify future opportunities through assessments of
interests, talents and values. Support
individuals with interview skills, goal-setting and resume preparation.
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Our Process
While our approach can be customised to suit individual
or organisational requirements, our standard process is as follows:
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We define the objectives of the assessment with the
referring organisation.
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The psychologist conducts a
career interview with the individual to identify their needs, strengths,
development gaps and career objectives.
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The individual undergoes
psychometric assessments of cognitive ability and personality, motivation,
work values and career interests.
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A coaching consultation is
held with the individual to discuss the results of the assessment, to set
goals and to define actions.
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A feedback and development
planning discussion is facilitated with the individual and their manager
in order to identify on-the-job opportunities and next steps.
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A comprehensive report is
compiled for the individual and their manager.
This report is customised for the individual, integrating each part
of the assessment and feedback process.
Career objectives and next steps are identified.
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Post assessment. A progress
review is held to review development, address roadblocks and support the
individual through change.
For
further information, please download
our brochure on Career Assessment & Development.
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Development Centres
As
a method of developing existing talent, development centres can be effective in
building accountability for one's own career and job outcomes. Development
centres utilise a combination of predictive (psychometric) and behavioural
assessment methods. Like assessment centres, individual participants are
observed across a number of simulations and exercises that are designed
specifically to assess performance in defined competencies.
Allworth
Juniper's approach to development centres emphasises self, peer, and observer
feedback and, with this, the potential for learning and development within the
program itself. In addition to self, peer, and observer ratings of performance,
other forms of assessment include 360-degree feedback, behavioural interviewing,
and psychometric assessment. Through the development centre process,
participants are supported in the design of their own professional development
plans.
As
with our assessment centre approach, assessors are trained in skills of
behavioural observation, performance evaluation, and giving feedback
constructively. Our development centres are also designed around a thorough
analysis of the competencies and performance expectations for the specific
role(s) for which candidates are being assessed or developed.
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Performance Measurement
Allworth
Juniper has the professional expertise to design and conduct multi-rater
performance feedback surveys that are customised to measure relevant job and
organisational competencies and behaviours.
Alternatively, we utilise published multi-rater surveys that enable
benchmarking against a relevant national or international comparison group.
As
organisational psychologists with expertise in behavioural measurement and
statistical analysis, we are able to deliver to our clients a meaningful
assessment of the performance of individuals, teams and the organisation as a
whole. This information is critical
to ensuring optimum performance and organisational effectiveness.
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