Learning Potential Assessment

The focus of a Learning Potential Assessment is to evaluate the development potential of a person in addition to other core requirements of your organisation.

m5_ac_lernpotential_EN

 

For that reason, the behaviour of a candidate is observed in realistic simulations of success-critical working-situations, in accordance with the Assessment Center method. At the same time, the two components of the learning potential are considered:

  • Traits and dispositions that foster the willingness to learn, such as openness, motivation or self-reflection, are captured through several modules (e.g. Self-Presentation, Interviews and/or Personality Test) throughout the assessment.
  • The individual learning ability is derived from a comparison of two simulation exercises with comparable challenges, before and after a learning opportunity (e.g. feedback, additional information)

Novartis Pharma GmbH, HR Talent Management

 

In this way, the Learning Potential Assessment measures the person’s current profile of competencies as well as predicts their potential to evolve. Thus, it enables organisations to take a long-term perspective in their promotion and hiring decisions.

Accordingly, meta | five offers Learning Potential Assessments for two different purposes:

  • As Learning Potential Development Center the tool is used for sustainable personnel development. The participants experience their own learning ability and receive tailored development advice.
  • In the course of placement decisions, the Learning Potential Assessment Center supports organisations to identify applicants with high individual learning potential both efficiently and in short time.

 

What meta | five can do for you:

  • Design of the Assessment as selection or development tool
  • Consulting for the implementation and integration of the Assessments into your organisation
  • Gathering of your requirements and translation into criteria
  • Tailoring of simulation exercises to your requirements
  • Provision and adaption of field-tried exercise-sets
  • Integration of supplementary input or feedback elements
  • Qualification of internals involved
  • Organisation and moderation of the Assessments
  • Individual and overall evaluation of the results
  • Development reports
  • Moderation of development discussions and follow-up measures
  • Quality assurance and evaluation