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Accenture Analytics November 2013

2 Copyright © 2013 Accenture All rights reserved.

Today, we’re speaking analytics within and across all industries

with an accent on differentiation and business services

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The Power of Assessment and

Development Center in Maximizing Talents

A Walk-Through for Talent Developers

27 November 2013

Copyright © 2013 Accenture All rights reserved. 4

There is a surge in the use of predictive analytics, and a shift

toward data-driven insights

• Three times as many companies use predictive

analytics now vs. 2009

• But, desire exceeds capability and demand

exceeds supply

• 60% say internal customers want prediction of

trends, not just reporting on them

• 25% of companies rely on data “to a great

extent” for new ideas, double that from

2009

• 62% say quicker, more effective decision

making is a top priority for use of analytics

• Only 39% say the data they generate is

relevant to the business strategy

Note: Findings from Accenture’s Analytics Adoption Research, 2013 (US, UK)


C-level executives recognize that data is an essential asset

and that analytical insights drive business performance

Source: Accenture research with analytics practitioners, released March 2013,

“Analytics in Action: Breakthroughs and Barriers on the Journey to ROI”

2 out of 3 appoint Chief Analytics or Chief Data officer

High level of commitment

2 out of 3 using Predictive Analytics to run business

Open to external partnerships

7 out of 10 are open to external insight providers

8 out of 10 recognize that they will have to tap external data sources

1 out of 5 believe they are getting the ROI from analytics

Only 2 out of 5 believe that their organization has access to the right data

Clear lack of alignment to core business processes

Recognition of gaps to achieving value


Assessment Center Defined • An assessment center consists of a standardized evaluation of

behavior based on multiple inputs. • Multiple trained observers and techniques are used.

• Judgments about behaviors are made, in major part, from specifically

developed assessment tools and activities

• These judgments are pooled in a meeting among the assessors.

Source: Guidelines and Ethical Considerations for Assessment Center Operations. Task Force on

Assessment Center Guidelines; endorsed by the 17th International Congress on the Assessment Center Method,

May 1989.


Essential Features of an Assessment Center

• Systematic methods of recording behavior

• Assessors prepare behavior reports in preparation for integration

• Integration of behaviors through: Pooling of information from assessors and

techniques “consensus” discussion

• Multiple observations made for each dimension

• Multiple assessors used for each candidate

• Assessors trained to a performance standard


Expected Outcomes

8

• Determine the individual and group profiles of the managers for BPO and Technology

• Identify the differentiating factors between high and low potentials

• Identify the significant strengths and developmental areas per batch

• Determine initial benchmarks for the differentiating competencies

• Determine the other growth and derailing factors demonstrated by the managers beyond Accenture’s competencies

• Propose training and non-training interventions for identified developmental areas

• Evaluate the Assessment Centre methodology and process and how it can be improved in the future

PROGRAM METHODOLOGY


THREE PHASES


Phase 1: Pre-Workshop

Program Development & Customization

Competencies and Assessment Methodologies


GROWTH FACTORS

Leadership Promise Propensity to Lead, Brings Out the Best in

People

Personal

Development

Orientation

Receptivity to Feedback, Learning Agility

Mastery of

Complexity

Adaptability, Conceptual Thinking,

Navigates Ambiguity

Balance of Values

and Results

Culture Fit, Passion for Results


Over-

confidence

Typically self-confident and see themselves as leaders

but they often fail to listen or understand their own

limitations, eventually becoming despotic.

Over-

dependence

Usually viewed as agreeable and easy to work with, as

good followers; but they may also be risk-adverse,

lacking in influence and weak when faced with high

demands.

Micro-

management

Tend to be good administrators, methodical and attentive

to detail; but they may be inflexible and rule-following

and tend to try to manage others too closely.

Iconoclasm Likely tough-minded and able to break with

conventionality; but they may be insensitive to others,

even anti-social and unethical in their behavior.

DERAILING FACTORS


Assessment Activities

1) Online Assessment

2) Solo Case Study/In-Basket

3) Team Activities

4) Dyads

5) Presentation

6) Behavioral Event Interviewing


Scoring Methodology of SHL Online Assessment Tools

• SHL uses percentile ranking to score the performance of a candidate on each

test (international norm)

• Percentile Ranks are a way of describing how an individual’s test performance

compares to performance of other people on the same test

• It is a number that reflects a percentage of scores that are below the score in

question

Example

Candidate Score: 90th Percentile

Interpretation: Examinee scored higher than 90% of all test

takers for that test

January 2007

Personality Profile

• RELATIONSHIPS WITH PEOPLE • Persuasive • Self-Control • Empathic • Modest • Participative • Sociable

• THINKING STYLE • Analytical • Flexible • Innovative • Structured • Detail Conscious • Conscientious

• FEELINGS AND EMOTIONS • Resilience • Competitive • Results Orientated

• Energetic

1 2 3 4 5 6 7 8 9 10


Employee Motivation sample report


Activity: Collaboration with Subject Matter Experts to identify actual demonstrations of competencies (+ and/or -) on the job.

Output: Cases for assessment tools and exercises that have industry-specific scenarios.

Customization


PHASE II: CONDUCT OF THE ASSESSMENT CENTER

Total no. of days: 2

• Carried out away from the job setting

• Series of multiple assessments

• Multiple observers

• Each participant is observed by as many of the

observers.


Assessment Workshop

Role Plays

Team Activities

Interview


Conduct of the Workshop

Workshop (max of 8 pax per assessment day) Time Activity

8:00 – 10:00 Case Study 10:00 - 11:00 Team Activity 1 (Mancom Mtg) 11:00 - 11:30 Team Activity 2 (Investment Activity) 11:30-12:00 Lunch Break 12:00 - 12:30 Coaching (Assessees 1, 3, 5 and 7) 12:30 – 1:00 Coaching (Assessees 2, 4, 6 and 8)

1 - 2:30 Presentation/Interview (Assessees 1, 3, 5 and 7) 2:30 - 4:00 Presentation/Interview (Assessees 2, 4, 6 and 8) 4:00 - 5:00 Calibration


Phase 3: Post-Workshop

Report Generation & Program Evaluation


One on One Feedback Session

• The results of the assessment are communicated to the immediate superiors and participant.

• Discussions on: – Strengths

– Developmental Areas

– Recommended Avenues for Development

• The participants are also invited to comment on the assessment.

• Debrief Report

Recommendations


Suggested People Measurement Components

Potential

Business

Strategy

Performance/Results: ‘Past’ measures

1. Performance metrics

2. Track record

Competencies e.g.

1. Behaviours

2. Skills

Potential e.g.:

1. Motive

2. Personality

3. Values

4. Cognitive

Competencies

Results


Person 1 Person 2

Results

Competencies

Potential

Today’s

Provider

Tomorrows

Star

Competencies Potential

Results

Business

Strategy

Visual Decision Board

Below average / Development Area

Average

Above average / Strength Area


R&D Customer

Management

Sales &

Marketing

Organisational

leadership

Senior Manager

Middle Manager

Operational

Management

TP MV

JP SJ SK BB

HF MF ML

PB SC NT JN SM

FW FB BM AS

IR KE ZP JB SB LC MC

PS

AT VS

The power of three…..The Talent Board


“I am convinced that nothing we do is more important

than hiring and developing people. At the end of the

day you bet on people, not on strategies.”

Larry Bossidy

Execution: The Discipline of Getting Things Done


MEASUREMENT MATTERS:

If you cannot measure it…

you cannot manage it.

Robert Kaplan and David Norton

accenture analytics overvie accenture research with analytics practitioners, released march 2013,...

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