We have been providing reliable assessments for those in key positions, specialist positions and entry-level positions since 1993.
- Be sure to make the right decision Iwhen selecting people for for advancement and development opportunities.
- Avoid expensive mismatching of candidates.
- Evaluate important personal attributes, such as the ability to work under pressure, analytical capacity, communication skills, creativity and leadership.
- Provide a baseline for internal comparison of employees (audit).
Key to personnel decisions
Our assessments help you make the right decision, help you avoid costly mismatching of candidates, make succession planning easier and can offer your employees an opportunity for career advancement within the organization—facilitating sustainable employee relationships with the company.
For employees who participate in an assessment, this form of personality and skill evaluation is a major development opportunity. It helps them to get to know themselves better, and fto orm an objective self-image, thereby empowering them to take on a more active role in realizing/ their career potential.
Management assessments are designed to test a wide range of soft skills (such as communication skills and assertiveness), and to assess analytical and methodological abilities. The skills profile determined this way is very refined. Our combination of personality tests, observation of work simulations, biographical interviews and objective information (diplomas, certificates, experience abroad) yields a sophisticated personality profile with high predictive power.
For the assessments of entry-level positions, as well as f specialist positions, we utilize subject-specific tests, and more psychological performance tests rather than management assessments. These focus primarily on professional qualifications and hard skills such as logical thinking.
Group assessments involve the simultaneous observation of several participants by several observers, during multiple test and evaluation processes. Participants’ performances are assessed according to established rules, and are compared to previously defined performance requirements. One of the benefits of group assessments is that group situations can closely mimic real workplace scenarios.
Our Assessment Services
OTP offers individual, andgroup assessments. These focus on the foreseen professional tasks to be expected in the position of the candidate and builds on models of competencies provided by the organization or developed jointly between OTP and your companywith OTP (depending on the industry, hierarchical level, company type and culture).
Behavioral simulations and tools
- Psychological tests (e.g., OPQ 32, MBTI, ability tests)
- Structured interview
- Individual exercises
- Group exercises
- Role play
Our assessments are in keeping with current trends, such as the increasing demands placed on middle and top management by globalization. OTP is in a position to carry out cross-national evaluations based on defined standards.
The OTP Principles for Assessment
The OTP principles when analyzing the competences of applicants and employees are pragmatic and action-oriented:
• The emphasis is on a holistic, qualitative assessment based on a detailed (also quantitative) analysis
• the competencies are regarded as the key to the identification of performance potentials
• The job requirements are derived from the divisional and company strategy as well as the company culture
• position-related key requirements are identified
• the assessment can be linked to other personnel systems (personnel development, pay systems, etc.)
• the standards of the Swiss Assessment Association are respected
The OTP competency model
Our competency model has 6 dimenwsions:
1. ENTREPRENEURIAL SKILLS
Commitment, loyalty, helicopter view, goal-oriented action, visionary strategic thinking and action, motivation, empowerment, innovation, creativity
2. PERSONAL SKILLS
Initiative, dedication, performance orientation, ability to cope with pressure, flexibility, mobility, decision-making ability, judgment, ability to assume responsibility, self-reliance, self-awareness, self-confidence, ability to learn, conscientiousness
3. MARKET-ORIENTED SKILLS
Service and customer orientation, market orientation, networking skills
4. RESOURCE MANAGEMENT & METHODICAL COMPETENCE
Understanding of the organisation, ability to think and perceive, ability to plan and organise, handling of resources, ability to solve problems, structural influence, interdisciplinary and cross-sectoral work, conceptual thinking, ability to make things happen
5. SOCIAL SKILLS
Communication skills (oral), communication skills (written), interpersonal skills, sensitivity, empathy, team Player, ability to take criticism, ability to deal with conflict, social influence, cultural open-mindedness, ability to assert oneself, negotiation skills
6. TECHNICAL SKILLS
Here an example of the assessment of a manager:
Managerial characteristics – standard values (blue) and real values (red)
The standard values in the skills areas can be redefined in each case depending on the given corporate culture, the envisaged hierarchical level and the specific managerial function. Likewise, to concretise the skills areas, various key skills can be defined within them, which are to be selected from on a case-by-case basis.
We put together a set of tools depending on the problem and the type of assessment. The combination of several instrument is bundled in our Assessment Center.
Our experience at OTP has shown that the design of a targeted assessment largely depends on the requirements associated with the respective professional positions the assessment is meant to evaluate. Accordingly, we offer our assessment services in six versions:
*The online assessment featuring a selected personality test can be requested/provided independently of additional assessment tools.
We’re happy to advise you in selecting the right program, and will develop customized assessment programs where needed.
Our Assessment Competence
Our experienced assessors are employed by us on a permanent basis. This allows us to ensure that our assessment services deliver a consistently high standard of quality and success.
The following elements comprise the expertise of our consultants:
- Psychological training
- Extensive knowledge of business processes and sound professional experience in economic leadership positions
- An empathetic attitude during feedback and career counseling sessions
This combination of expertise and important social skills forms the basis of our highly successful assessment process.