Behavioral Competencies for Employees | Enhance Workplace Performance | People Metrics

Discover essential behavioral competencies that drive employee performance and organizational success. Learn how to assess and develop these competencies to improve collaboration, communication, and adaptability in the workplace, fostering a productive and engaged workforce.

1. PEOPLE
METRICS
PEOPLE
METRICS
Visit Our Website
www.people-metrics.net

2. About us
As a leading Talent Assessment company, we specialise in
providing cutting-edge Business Simulation-based Competency
Assessments. We help to transform the organisations, elevate
employee performance to new heights, empower the businesses to
make informed decisions, nurture talent and propel the workforce
towards success.

3. Partner with People Metrics
This Unique Business Opportunity
Roadmap to Become Your Own Boss!

4. Fully Automated
Assessment Centre
A fully automated assessment centre quickly identifies
high-potential candidates, particularly those early in
their careers or stepping into management roles.
Utilizing technology, these centres assess candidates'
competencies through remote simulations, evaluating
their skills and suitability for specific roles efficiently.
This method enhances the recruitment process by
focusing on essential competencies crucial for
organizational success.
For more information, you can visit People Metrics.

5. Expert-led
Assessment Centre
Expert-led Assessment Centres focus on
identifying high-potential candidates for
leadership roles that drive organizational success.
Utilizing a combination of virtual and in-person
evaluations, this approach ensures unbiased
assessments and accurate talent identification.
Customized methods enhance decision-making,
allowing organizations to make informed choices
about their leadership talent.

6. Industry segment:
Feminine Hygiene
OTC Products
We developed an Assessment Centre exclusively for these levels,
focusing on critical success drivers including Communication
skills, Persuasion, Channel Management, Sales Planning, and
Execution. Over 100 employees underwent this assessment to
identify those with the potential to be promoted.
Challenge
A newly created consumer products / OTC division with almost 90%+
lateral intakes was struggling to identify who to promote as first-level
and second-level managers.
Solution

7. Industry Segment:
Communication
Cable Manufacturing
Challenge
A technology-driven company faced challenges in identifying
employee potential due to its monopolistic position and impending
competition. Recognizing the importance of future leadership for
survival and growth, the company prioritized the assessment of its
workforce to pinpoint emerging leaders.
Solution
An assessment centre focusing on managerial competencies in
competitive B2B marketplaces evaluated around 100 managers. Based
on the results, a merit list was created highlighting high-potential
individuals. This enabled the company to concentrate on developing
the top candidates through personalized development plans and
targeted training initiatives.

8. Industry segment:
Vaccine Manufacturing
Challenge
A unique business where the clients were governments and the key
to success and growth was ensuring process adherence and
integrity at every step right from sourcing, manufacturing, packing,
specialized transports, and supply chain logistics.
Solution
A unique development centre design that emphasised competencies
relevant to this unique business and key to success for this B2G
business. The aim was to enhance the capabilities of the existing team
to higher levels so that global clients can be handled with ease and
expand the business further.

9. Industry segment: In
house Call Centre
Challenge
A technology-driven company faced challenges in identifying
employee potential due to its monopolistic position and impending
competition. Recognizing the importance of future leadership for
survival and growth, the company prioritized the assessment of its
workforce to pinpoint emerging leaders.
Solution
A unique assessment was implemented to identify potential team
leads from within call centre agents instead of hiring externally.
Designed to be engaging and completed in three hours, the process
focused on leadership competencies and soft skills relevant to young
teams. Candidates appreciated the format, providing valuable
insights into potential grassroots leaders within the company.
Outcome
The assessment centre's design and execution significantly
improved talented youngsters' perceptions of their future within
the company, reducing attrition rates. As a result, the process was
successfully extended to other units across India.

10. Industry segment:
Software Services
Challenge
A global leader in software services faced urgent demands for mid-
level managers due to rapid expansion and revenue growth. To
identify high-potential candidates early in their careers, the company
sought a comprehensive evaluation process to enable swift hiring and
facilitate rapid career advancement.
Solution
An assessment centre conducted over two days featured various
individual and group exercises, allowing candidates to fully showcase
their talents. These expert-led evaluations effectively identified
employees ready for the next level and those requiring additional
training before assuming larger responsibilities.
Outcome
The assessment centre's design and execution enabled the company
to promote deserving candidates while providing intensive training
and support for other high-potential employees. This successful
process was subsequently extended to other units across India.
3

11. Succession Planning
3
Succession planning ensures leadership continuity
by identifying and developing potential successors
through targeted training and mentoring. This
proactive approach minimizes leadership vacuums
and disruptions during transitions while fostering a
culture of learning within the organization.
Assessment centres facilitate this process by
objectively identifying high-potential individuals,
providing comprehensive evaluations of their
capabilities, and supporting informed succession
decision-making to ensure smooth leadership
transitions.

12. High-Potential Identification
Identifying Training Needs
Harvard Business Review research in 2010
revealed that 98% of companies prioritize
identifying High Potentials. High Potential
employees are growth engines of organisations.
The research state that high potentials are far
more productive than the others in the peer
group and hence they get promoted faster than
others.
By identifying high-potential employees,
organizations can strategically invest in their
development, ensuring a strong leadership
pipeline for future growth. With the help of the
Assessment Centre, your organization can
cultivate these exceptional leaders, drive
innovation and take performance to
unprecedented levels.
Identifying Training Needs
Identifying the training needs is crucial for the
growth and success of the organisation as it
helps bridge skill gaps, improve performance
and enhance employee engagement. By
identifying the needs, an organisation can align
learning initiatives with strategic goals, foster a
culture of continuous improvement, and ensure
employees have the necessary tools and
capabilities to thrive in their roles.
The results obtained from the assessment
centre provide valuable insights into individuals'
areas of strengths and weaknesses and help
organizations tailor training programs to
address identified skill gaps and development
needs effectively.

13. Insights & Intelligence
Why Go Virtual? An insight
into the Virtual
Assessment Centres
Unveiling the Evolution of
Assessment Centre
Searching for Talent

14. Relevant Case Studies
Building Tomorrow’s
leaders: A Strategic
Approach to
Leadership Transition
in an IT Services Firm
Weaving Performance
and Potential for
Promotion
Identifying
Intrapreneurs

15. THANK YOU .
Contact Us For More Information
www.people-metrics.net
022-43489962
[email protected]