Group: Projects Department

Transcription

1 :47 1.

2 Introduction Lorem ipsum dolor sit amet, id verterem intellegebat sit, ipsum fabulas voluptua pri ea. Quo verear nonumes ut, ut ridens commune placerat vim, eum id soluta principes. Mea in possim utroque deleniti. Id assentior philosophia sit, ne tale dicat ullamcorper ius. Dicam civibus te eam, an commodo sapientem nam. Odio aperiam mei ei. Iudico reprimique ullamcorper pri ex, duo ad laudem soluta definitiones. Duo ea magna populo, eam cu unum mundi copiosae, ius et soleat partem eloquentiam. Te vis agam maluisset voluptatum. Has eu nullam convenire, sea eu clita dolorum, iriure utamur detracto et vel. No duis putent inimicus eam. An nec amet appetere, per ne cibo munere everti. An vero simul liberavisse vel, ei vis exerci insolens. Iisque democritum pro id. Vis in graecis consetetur. Vix in errem impedit. Accusam convenire temporibus te sed. Vis ut mazim persecuti temporibus, pro ad impetus persius iracundia, at qui laoreet volumus. Homero consul melius et vis. Eros quas animal ex sed, alienum vivendum perfecto no pro. In eum malis tacimates. Mei verterem electram cu, est zril pericula mediocritatem in. Ad mei elit semper option, vel eu veritus ocurreret conclusionemque. Mea no legere periculis signiferumque. Ei vis prompta dolorem deseruisse, vis et solum mundi. Ius ad docendi conceptam, ea lorem quaeque usu. Sed ea graeco suscipiantur definitiones, qui at enim oratio minimum :47 2.

3 Global distribution of indications No. of diagnosed people:7, No. of respondents: 12, no. of indications: 1184 / 1184 In the process of diagnosing the competences of the group "Projects Department", 12 persons expressed their opinions. They provided a total of 1184 indications concerning the degree to which persons covered by the diagnosis manifest the different behaviors included in the questionnaire. This graph shows the synthesis of all those responses, including "Projects Department" group members' self-assessments. Competence group: General picture with breakdown into groups of competences Self-leadership No. of respondents: 12, including self-assessment Competence group: Adaptability This graph provides a very general picture of the competences of "Projects Department" group members. Individual's self-assessment are included. Competence group: Innovativeness Competence group: Entrepreneurship -100 unsuitable Competences are grouped into key areas addressed in the diagnosis. On the following pages in this report, you will find a more detailed analysis concerning particular competences and behaviors suitable This report presents the diagnosis results using three measures: Contextual Scale (inadequate / adequate / optimal / excessive) represents a qualitative assessment of a behavior as being observed in the context of the specific job requirements. Suitability Spectrum (from unsuitable to suitable) provides a graphic interpretation of the answers given on the Contextual Scale. Behaviors viewed as adequate or optimal demonstrate the suitable level of competence. Behaviors viewed as inadequate or excessive give evidence that the level of competence is unsuitable to the needs and/or expectations. The precise position on the Suitability Spectrum is determined by the CN Index. CN Index (from -100 to +100) is a quantification of the answer given on the Contextual Scale. The final value of the CN Index is a balance between positive (adequate = +75 / optimal = +100) and negative (inadequate = -100 / excessive = -75) indications relating to the diagnosed competence (including self-assessment) :47 3.

4 Ranking of competences No. of respondents: 12, including self-assessment COMPETENCE Reliability Effectiveness Independence Self-development Initiative Tolerance of uncertainty Looking for new ideas and inspiration Flexibility Devising solutions Being influential Building relations Creative questioning Assertiveness Cooperation Creativity Communication unsuitable suitable CN Index :47 4.

5 Ranking of competences of the group "Projects Department" members 31 Self-development Ranking of competences of the group members on the basis of values of the CN Index obtained by them. Additionally, percentage share of positive indications (adequate or optimal) among all answers granted by the direct superior of the diagnosed person is presented positive indications CN Index by the superior Diagnosed person % 59% 72% -5 28% % Detailed rankings for different competences CN Index Building relations Ranking of maximum five best and five weakest members of the group on the basis of values of the CN Index obtained by them with regard to particular competences. Additionally, percentage share of positive indications (adequate or optimal) among all answers on the given competence, granted by the direct superior of the diagnosed person is presented. Diagnosed person positive indications by the superior Independence Communication Flexibility Assertiveness Reliability Cooperation 97 Looking for new ideas and inspiration :47 5.

6 Creative questioning Effectiveness Creativity Devising solutions Initiative Being influential Tolerance of uncertainty :47 6.

7 Training needs of the group "Projects Department" This section presents behaviors, which according to most of 360 degrees diagnosis' participants, people presented below exhibit to the inadequate degree. These are critical competency gaps, which should become an area of training or other development activities. The exclamation mark in the third column of the table means that this opinion is shared by the direct superior. Diagnosed person % of respondents who perceive the behavior as inadequate superior views this behavior as inadequate Independence Finding areas of consensus with others Dividing energy among all currently pending matters of importance Assertiveness Cooperation Being open about one s own opinions Sharing tasks and responsibility with others Asking for assistance and support Organization of one's own work Independent decision-making Accepting information, opinions and suggestions from others Flexibility 58% Sharing knowledge and information Reliability Diligent performance of one s own duties and responsibilities Looking for new ideas and inspiration Looking for new ideas and inspiration Correcting and supplementing one's own work product Seeking solutions for problems and difficulties Self-development Taking on tasks that offer an opportunity to learn and develop Challenging inefficient processes and projects Developing one's own competences Creative questioning Pointing out ineffectiveness and poor management of resources Building relations Maintaining good relations with colleagues and business partners Generating numerous innovative ideas Building professional contact networks Creativity Experimenting with new ideas Communication Informing immediate colleagues of progress and results of one's own activities :47 7.

8 Devising solutions Solving problems by implementing new ideas Replacing outdated solutions with new ones Initiative Perceiving new opportunities and initiating measures to take advantage of them Voluntarily becoming involved in new measures and initiatives Being influential Negotiating conditions enabling effective work Gaining colleagues and winning-over allies Tolerance of uncertainty Ability to work under time pressure Taking risks in order to achieve set goals Effectiveness Dealing effectively with opposition and hurdles Seeing tasks through to completion :47 8.