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A look at the assessment and management skills

Pole Competency Management is a set of benefits resulting from analysis, monitoring and skills development.
The objective of these approaches is always the same: to investigate with collaborators whose value is assumed in order to maximize their contribution to the company.

Accompaniment took office
Accompanying a collaborator at the taking a new position that involves responsibility for supervision.
This benefit is based on interviews of preparation and follow-up call.
accompaniment to taking office can:
- Initiate and prepare with the new manager coming in and the team s uivre during the first few weeks he took office
- Raising the manager of the importance of its future role and warn about the pitfalls
- Treat any difficulties encountered in its first actions of management and assemble relevant information to its close supervision
- Identify, in favor of trade, any training needs of the manager and his coaching offer a plan of action .

Balance positioning
The balance sheet positioning is aimed at the detection and management potential. This is an inventory of personality and a potential contributor to internal developments in the promotion, restructuring or reorganization.
's balance sheet positioning allows:
- Make a focus on career and project collaborator, in consultation with him
- Trim skills, identifiable skills, specific knowledge and aspirations of the person to render a complete picture of his profile
- Accompany the employee in his thoughts and his choice to lead it to determine its priorities
- Have at the end of the action, a balance sheet specific potential and abilities of the employee, to optimize its orientation within the company.

360 °
The evaluation is to assess managerial the skills of a manager to help their personal development and to detect its training needs.
We talk of 360 ° because the whole entourage of professional managers (n +1, colleagues, employees) are invited to assess, through a questionnaire.
This assessment enables the managerial manager:
- Know how it is perceived relative to benchmarks of managerial skills (ability to build and implement a working method or strategy, drive the work of others, motivate team members, etc.)
- Give way to identify the skills on which to build and develop those
- Accompany the definition of an action plan to work to improve its margins .

Evaluation
The evaluation consists of a series of tests and debriefings of custom designed to complement the knowledge of an employee or candidate in terms of ability and potential.
It allows
- To assist in the selection when choosing between candidates
- Reinforce decision hiring or internal development
- Enable the future employee to take a step back.