Visualizing "thinking" and "orientation" that cannot be seen through interviews and knowledge tests with objective data. Balancing fairness and a sense of understanding in promotion decisions.
■Challenges - Evaluation criteria vary by department and supervisor, leading to subjective promotion decisions. - It is difficult to assess logical thinking, understanding of principles, and the quality of future vision through interviews and knowledge tests. - Identifying leadership qualities is challenging, making it hard to gain employee buy-in. ■Key Points of the Service - The "Career Vision Essay" of candidates is scored based on specialized criteria, turning qualitative descriptions into quantifiable scores. - A multifaceted evaluation of understanding of principles based on management and business policies, quality, specificity, and feasibility of vision, initiative, management awareness, and motivation. - Results are compiled into a report that includes overall rank (A to E), scores, item-specific scoring rates, personalized comments, and summaries for supervisors, directly linking to decision-making and development. ■Expected Effects - Fair promotion decisions based on objective data and improved employee buy-in. - Connecting exam data to on-the-job training and development to accelerate the cultivation of the next generation of leaders.
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basic information
- Evaluation Target: Promotion and Advancement Examination (can also be extended to recruitment examinations) - Main Evaluation Criteria: Understanding of Philosophy / Quality, Specificity, and Feasibility of Vision / Initiative / Management Awareness / Motivation - Deliverables: Overall Rank (A to E), Score, Itemized Score Rate, Personal Comments (Strengths, Challenges, Recommended Actions), Summary for Supervisors - Operational Flow: Essay Examination → Our Scoring (Based on Your Evaluation Criteria) → Feedback *Recommended Combination By combining with an analysis-type examination of business cases (problem identification to strategy formulation), the accuracy of measuring "thinking ability" is improved. *Reference Information (Related Services) 30-minute case study trial version, sample video course on "Problem-Solving Ability" available.
Price information
Individual estimate (varies based on number of people, evaluation design, and schedule)
Delivery Time
※Number of examinees, exam schedule, and question design are negotiable (please consult if you prefer a short turnaround time).
Applications/Examples of results
■Purpose To complement the "quality of thought" and "orientation" that cannot be fully captured in interviews and knowledge tests during the promotion assessment for candidates from supervisor to management positions, thereby enhancing the objectivity of the appointment decision. ■Overview of Achievements Over 10,000 candidates have taken the exam, primarily from major companies in pharmaceuticals, food, and logistics. The most common format is a combination of essay and case study, implemented across multiple departments and groups. ■Examples of Utilization (Excerpt) A major food manufacturer conducted case studies (strategic planning) and essays for 500 management candidates, identifying potential leaders based on "thinking ability" in addition to performance and qualifications.
Detailed information
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By measuring conceptual skills (such as problem and issue identification), we can understand the basic business abilities of the examinee.
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Clarify "what to evaluate" and check the effectiveness of the vision! List of evaluation criteria (understanding of the philosophy / quality, specificity, and feasibility of the vision / initiative / management / motivation)
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Widely implemented mainly in large companies. Achieving fairness and a sense of understanding through objective data.
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Company information
We assist companies in employee development through experiential and practical programs such as "Talent Assessment," "Outdoor Experiential Training," and "Overseas Training." Every day, we operate under the fundamental premise that in talent development, understanding based solely on knowledge, such as "I know" or "I understand," is not useful for practical application. The important developmental step is moving from "understanding" to "being able to do" through experiential learning. We strive to create programs that make our clients feel that they have gained more from our training than from conventional programs and that they can truly sense their growth. One of the characteristics of HPC is that most tasks are handled by our internal staff. This collaborative effort among staff fosters a strong recognition of their involvement in the development of educational training programs, which ultimately leads to improved service quality.