TOOLS TO EVALUATE

COMPETITIONS
IN HUMAN RESOURCES

JHOSUA AVILÁN 28.203.264

NATHALY LOPEZ 29.779.142
BARBARA HERNANDEZ 29.727.146
JUAN BRITO 29.635.291
 CHECK-IN

P.A.S.O TECHNIC
BY JUAN BRITO
WHAT IS A COMPETITION?
Can be defined as the amount of knowledge , skills and
abilities that a person needs to fulfill in a certain job area so
they can improve and success due to this characteristics

In a selection process is important to evaluate the

competitional grade that an employee or a person can offer
to the company when they get into a recruitment process.
TYPES OF WORK COMPETITIONS

1 2 3

BASIC PERSONAL SPECIFIC

 CONTRIBUTION OF
COMPETENCY MANAGEMENT
1 2 3
VALUE VALUE VALUE
TO TO THE TO THE
PEOPLE BUSINESS FINANCIAL
ANGLE
BENEFITS OF COMPETENCY
MANAGEMENT
It's an efective tool for change management ot management improvement

Facilitates the continuous evaluation of performance in a general way

Improves individual and organizational performance

Introduces a new model of facilitating and training leadership

BENEFITS OF COMPETENCY
MANAGEMENT
Helps to adapt the person to the position and the organizational culture

Increase the satisfaction and self-motivation of the worker

It provides the basis for stablishing an efficient remuneration system

Contributes to excellence in performance towards clients

BENEFITS OF COMPETENCY
MANAGEMENT
Generates competitive advantages

Facilitates the talent searching by simplifying the generation of

development plans

Reduces costs.
 DYNAMIC

CHARADES
BY NATHALY LOPEZ
HHRR ROLE IN THE EVALUATION OF
COMPETENCES
It's the first filter through an evaluation of this type needs
to be carried out by those in chrage of the areas towards
their collaborators

Performing human resources assessments in your company

will help you to analyze how much your human talent has
progressed
HHRR ROLE IN THE EVALUATION OF
COMPETENCES

Looks forward to identify the key needs that will help the
employees to achieve their personal results

The objective is for the employee to test this training plan

during the following three months to evaluate the
performance to know if it needs more training
 360° DEGREE FEEDBACK

METHODS
ASSESSMENT CENTER
TO
EVALUATE MANAGEMENT BY
OBJECTIVES
COMPETENCES COMPETENCY WHEEL
COMPETENCY
WHEEL
 COMPETENCY ASSESSMENT
INDICATORS
1 2 3
MENTAL &
EMPLOYEMENT PSYCHOMETRIC
PHYSICAL
INTERVIEW TEST
ABILITY TEST
 PSYCHOMETRIC TEST

1 2 3
MENTAL &
PERSONALITY APTITUDE
PHYSICAL
TEST TEST
ABILITY TEST
 ACHIEVEMENT TEST

1 2 3
HONESTY &
KNOWLEDGE ASSESSMENT
INTEGRITY
TEST CENTER
MEASURES
 CHECK-OUT

POV
BY BARBARA HERNANDEZ & JHOSUA AVILAN
 PROFILE #1
22 Y/O

HAS A BACHELOR DEGREE IN

MARIA
MARKETING AND PP.RR. SHE HAS A
C2 LEVEL IN ENGLISH TOO

OPEN TO WORK

EXTROVERTED CREATIVE AND

FULLY COMUNICATIVE
 PROFILE #2
35 Y/O

HAS A BACHELOR DEGREE IN

JESUS
ALGEBRA AND A B2 LEVEL IN
ENGLISH

15 YEARS OF PREVIOUS
EXPERIENCE

NOT A VERY TALKATIVE PERSON

BUT HAS A LOT OF POTENTIAL
POV #1
A INTERNATIONAL COMPANY IS
LOOKING FOR AN SPECIALIST IN
MARKETING AND BUSINESS
DEVELOPMENT
WHICH PROFILE DO YOU THINK THAT
COULD MATCH WITH THIS SITUATION?
POV #2
A MATHEMATICS- CHEMISTRY
ACADEMY WHERE IS REQUIRED AN
ENGLISH PROFESSOR TO BE PART
OF THEIR PAYROLL
WHICH PROFILE DO YOU THINK THAT
COULD MATCH WITH THIS SITUATION?
THANK
YOU!