Why META and How META Supports Your Organization

MEHRAT Talent Assessment is a customizable blend of assessment and evaluation tools, especially blended to give your organization the optimum mix of evaluation tools needed to get a holistic picture about the candidates for a job or a position within your organization, in alignment with your organization vision, mission, culture and texture.

Direct Sales Director, PI

META; MEHRAT Talent Assessment offers a fully customized and best-fit blend of competences assessment tools;

 

A fully comprehensive assessment of the whole human being and abilities to perform under different situations and during a long time span.

A long-term assessment and evaluation of the whole candidates competences profile and actual abilities to fill in the target position.

Exposes candidates to different situations and tasks along with their daily activities to ensure practical skills implementation and avoid pretending or situation-based reactions.

Deeper digging into candidates competences portfolio and abilities potential.

-Avail a wider span of organizations’ core competences evaluation and suggests different paths for different candidates

Humane Approach

HUMANE® approach is a holistic concept aiming to systematically and objectively reach individual’s deep insights and explore existing and potential competences and probability to successfully take different tasks and assignments.

MEHRAT’s HUMANE® approach includes the process for assessment methods and tools to explore the whole person from different angles, under different situations, facing different circumstances and past life experience fairly indicating and giving an objective tool to anticipate future reactions and behaviors towards different situations.

Multidimensional Multilayered

Most of organizations’ assessment center aim to measure and evaluate employees’ knowledge or skill, and when this really want to go further, some measurements may extend the span to evaluate behaviors and attitudes, however While this seems like the utmost objective and in many instances hard to get; the HUMANE® approach is looking at the employee as a complete Human Being, affected by and affecting his/her family, society, and in our nowadays high communication, the whole world.

-Cognition.

-Psychomotor abilities.

-Affection.

-Cumulative Experience.

-Interpersonal and interactivity.

-Emotional Intelligence.

-Practical job-related competences

Efficient Methodologies

Approaching almost all aspects indicating the actual and realistic potential for candidates to higher assignments shouldn’t necessarily mean it should be more expensive or more time consuming.

More evaluation and more assessment tools don’t necessarily mean longer duration of the group activities, many tools can be much more efficient and indicative.

MEHRAT methodologies are EFFICIENT...

Long-term covering much more longer span and evaluating different and persistent behaviors and responsiveness.

Diversified and in-depth analytical tools in different levels and by different tools.

Orchestra team od diversified expertise managing the whole process and creating the harmony needed.

The whole process goes on the “target Job” norms and dynamics on a parallel path to current job and relating to day-to-day activities and evaluating actual situations.

Sustainable Outcomes

Longer time, different situations and variable conditions is absolutely indicating  longer and more sustainable reliance on results attained and evaluation outcomes validity.

Minimal subjective, observation and human factors and optimum objective measurements, analysis and questionnaire results.

MEHRAT ensures SUSTAINABLE outcomes

3-6 month long assessment centers, availing much wider span of evaluation that indicates more sustainable and reliable results.

Different types of evaluations, questionnaires, surveys, tests approaching different HUMAN aspects and variable situations and responsiveness.

Work-related, socio- psychological, psychometric, IQ, EQ and different  case studies, situational decisions to be taken and thorough analysis of deep abilities and potential

Avoid the hassles of irrelevance, short time, biased observers or pre-set results.

Traditional Assessment Centers

Most of organizations’ assessment center aim to measure and evaluate employees’ knowledge or skill, and when this really want to go further, some measurements may extend the span to evaluate behaviors and attitudes.

With the very high importance and crucial role of business and job-related competences to the process of evaluating or assessing potential candidates’ job-related competences, still this is just one side of the whole picture.

VP HR, LG MENA

META; MEHRAT Talent Assessment

META; MEHRAT Talent Assessment serves as an excellent and bias-free tool in:

Talent acquisition and selecting, based on competences and job requirements.

Succession planning and career path establishment.         

Training needs and competences gap analysis.

Downsizing and re-allocations of manpower.         

Performance appraisal and reviews.

Organizations’ restructure.

Talent Management Specialist, Etisalat

In general, traditional assessment centers suffer a lot of shortcomings making them, to many organizations, not that efficient, some of these shortcomings are:

-Short term and short span.  (Mostly 1-2 days, nothing before or after)

-Selected case studies.  (Maximum one or two selected cases..)

-High focus.  (Not actual work environment)

-Limited tools.  (Time and pressure constraints.)

-High cost.  (Of an average $ 1,000 per head and mostly much higher)

-Low buy in by candidates.  (Ignoring previous experiences and achievements.)

-Circumstantial.  (it’s never accepted and mostly candidates believe in some other time.)

-Not fully bias-free.  (Human tendencies and personal preferences exist, like it or not.)

META is an efficient toolkit, helping you and your corporate, in many ways.  In alignment with your corporate needs, agreed competences and in the form you need according to the purpose of assessment:

  • Competence-Based Recruitment

Exploring how a candidate may fill in your corporate target position, and will be an appropriate match to your vacant job profile.

  • Employee Re-Allocation/Placement

Re-allocating employees and re-structuring your workforce is a good tool that you may need and you need to make sure that this plan will go smoothly and people re-allocation is hassle-free and minimize issues and conflicts.

  • Developmental Needs Analysis

Individual training/coaching/assignments/ other actions best-fit developmental solutions.

  • Career Path and Succession Planning

Exploring candidates potential and eligibility to fill in target positions and/or being solid assets/leadership pipelines.

  • Performance Appraisal and Evaluation

An excellent tool in Performance Appraisal preparation and paving the way for a healthy and scientific evaluation process.

  • Special Tools

Evaluating a corporate special set of competences, such as Sales Efficiency, Customer Service Mind-set,  resources management, competitiveness and any blend of competences, in alignment with corporate vision and market norms.

META set of tools and especially customized blends are of great support to your organization in many aspects, such as:

  • Change Management Projects

Change is inevitable in business and all corporates make huge efforts and a lot of money to execute change plans; META supports your corporate efforts in measuring the change environment and acceptance within teams, in addition to selecting best-fit change agents and developing resistance-proof change plans.

  • Merger/Acquisitions/Swaps

Mergers, acquisitions and swaps or any other form of two or more companies are getting into a single new entity required a clear vision of similarities and common grounds between different cultures and work environment; META helps healthy integration of teams through understanding of differences and readiness to be integrated.

  • Employee Engagement and Workplace/Engagement Projects

Employees behavioral patterns and profiles are the solid ground for any project targeting employees. All projects aiming to affect employees behavior should be based on actual behavioral patterns and preferences/tendencies of employees to optimize the probability of project success.

  • Downsizing/Restructuring and Workforce Management Projects.

When we have to downsize or restructure the corporate workforce we need the scientific ground to ensure our efforts are on the right direction and we don’t hunt ducks in the dark; META is your lighthouse to ensure that.

  • Special Task Force/Project Team Formation Projects.

Who will fit in and how he/she may perform are the main question we have forming a task force or a team for an important project; META helps you doing that on a solid ground. Examples:

oSales Efficiency Meter

oSales Management Meter

oKey Accounts Efficiency Meter

oCustomer Service Mindset Scale

oOrganization Change Readiness Scale

oEmployees Engagement Scale

oBusiness Silos/Organization Transparency Index

oLeveraging Diversity Scale