Designing a Well-Targeted Team Building Process with HR Assessment Tools – Sample

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Team Building and Competency Development Process – Sample – HR Tools
A team building process aims to simultaneously develop 1) the team’s individual and collective competencies in relation to a given mission and 2) the team members’ adhesion to the values of their activity sector and/or project.
 
TOOLS
 
Although "team building sessions" tend to be limited to board games-like group animations, the evolution of HR tests and audits nowadays allows for the implementation of very well-targeted selection and skills development processes.
 
HR assessment tools (tests) indeed allow for an assessment of the behavioral skills (or "soft skills") required in order to complete a given mission or goal in an efficient and quality-oriented manner. When supported by well-designed employee surveys, they allow for the identifiaction of precise development priorities relating to key areas of corporate management, such as:
 
  • the management of internal and external relationships (customers and suppliers)
  • the team’s results-orientation
  • the organization of key processes and activity areas
  • the level of autonomy granted to each team member
  • the expected management style and level of delegation
  • the expected communication style
  • attention to employee health and well-being
  • ...
 
PRACTICE
 
The Management of Processes by Coaching (MPC) method provides an assessment-based approach to designing a well-structured competency development project:
 
1. Conduct of an assessment of each team member’s strengths and weaknesses in relation to their activity sector / project:
 
  • Assessment of the team members’ positioning towards the mission / project: adhesion to the mission / activity sector / project’s values, quality of relationships among team members as well as between the team and the management, satisfaction with the organization of the workplace, availability of required resources, etc.
 
2. Establishment of a development plan for both individual and collective competencies (sample) in order to fill in the gaps observed within a realistic timeframe.
 
3. Design of a mutual coaching system among team members, in order to foster group cohesion and consensus with regards to how the common mission will be achieved.
 
4. Design of a management scoreboard (sample) in order to monitor the progress made with respect to the project’s goals.
 
SAMPLE
 
Here is a competency development project (sample) designed for the team in charge of the implementation of a Finance Department’s IT projects.

 

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