Since 1978, MMi has helped organizations, of all sizes, find innovative ways of managing their workforce’s performance and identifying/placing their high potential human capital talent. We’ve supported our clients in the following performance capability areas:
Goal setting and alignment
We provide a common approach for establishing and priority-ranking output-oriented goals across the organization. We help all levels, from executive to production worker become aligned with the organizational and team results that focuses performance at each level.
Competency modeling
We support you and your management in the systematic and objective identification and charting of those critical competencies that are highly correlated to successful performance. Using the OJQ, a proven computer based process, we are able to precisely generate a true consensus from knowledgeable stakeholders of those specific behaviors and attributes that define successful performance in any job and at any level.
These competencies are then used to:
- design competency-based performance review processes
- assess performance based on “multi-rater 360 degree feedback
- define “target” jobs that require specific competencies
- scan the organization for high potential talent early in their careers
- establish highly tailored career plans and development process
Performance review design and administration
We design competency-based performance review systems that can be either administered by web or by traditional, paper-based processes. Unlike many systems being marketed, we don’t use “cookie-cutter” forms or software. We work with you and key stakeholders to fully understand your current methods and your future needs. We then work collaboratively to develop an appropriate performance review tool that is not only user-friendly but comprehensive enough to meet all your future goal planning, appraisal and human capital development needs.
360-Degree/ Multi-rater Performance feedback and development planning systems
We have over 20 years of practical, hands-on experience with developing and administering 360-degree, multi-rater assessments and feedback systems. Our powerful computer based system enables you and your staff to quickly gather and analyze relevant 360-degree feedback from peers, direct reports, managers or other stakeholders on the specific competencies of an employee.
Our senior consultants and technical experts stand ready to work with you and your team through out the entire 360-degree process: from the initial survey planning to the creation of improvement plans to the final post-implementation assessment of the 360-degree process. Learn more about our eight step approach to conducting 360-degree surveys.
Our competency-based, ready-to-use 360-degree instruments have been designed to be used "as-is," or tailored to meet the unique needs of your organization. The following instruments can be used as "stand-alone" diagnostics or as a part of your training or coaching initiatives.
Leadership Assessment Survey:
for executives, team leaders, middle-level managers, supervisors, general managers, sales managers. Helps those in a leadership role clearly and objectively understand their influence and impact on others. Measures 16 competencies and 96 behaviors.
Management Development Survey:
for first-line supervisory and managerial personnel. Measures seven critical managerial skill competencies and 46 behaviors and practices.
Individual Development Survey:
for non-supervisory, professional-level contributors. Measures 11 skill competencies and 60 behaviors and practices.
Sales Development Survey:
for sales representatives and account executives. Measures 11 key sales skill competencies and 70 practices that are Associates with excellent sales outcomes.
Talent Identification & Succession Planning
MMi has helped a wide variety of technology, financial services and consumer services firms resolve their talent identification and succession dilemmas through a well-planned and integrated Succession Planning System. In these organizations, we help management make sound decisions regarding the assessment and utilization of their human capital talent pool.
We do this by using a wide range of objective assessment tools. For example, in order to identify talent, we use a combination of the Objective Judgment Quotient (OJQ) Survey, face-to-face assessment interviews and, if needed, a battery of diagnostic instruments to assess personality and behavioral traits. The OJQ is a highly accurate and objective multi-rater assessment tool that helps management make critical decisions concerning succession planning, identification of high potential candidates, restructuring and downsizing in a more objective and reliable manner. Learn more about our six-step approach to talent Identification & succession planning.