ACDC Playbook - FAQ
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The document outlines a webinar conducted by Jombay discussing various aspects of virtual assessments and their effectiveness in learning journeys. Key topics include the customization of simulations, ensuring confidentiality and trust, and the importance of identifying relevant competencies for assessment. Additionally, it addresses challenges related to biases in assessments and the ownership of individual development plans within organizations.
ACDC Playbook - FAQ
- 1. 301, Tiara Spaces, Baner, Pune- 45 T: 020-6540-0106 M: +91-96733-35243 sales@jombay.com India | UAE | UK | Singapore The ACDC Playbook Webinar | Q&A Q. How do you evaluate the learning journey, post the results of the VAC? A. We look at it from both adoption and impact(ROI) perspective. Q. Can the simulations be customized to a company's context or are these fairly standard? A. These are designed to be industry agnostic to capture and individuals most natural responses to situations. Q. How can we ensure confidentiality in virtual assessments? Also how to ensure fairness of the system & employee's trust in it? A. VAC platforms follow strict data protection guidelines. It is same as Traditional Assessment Center. Who will get access to the data gets determined prior to the deployment of the intervention. Systems are fair as technology drives it. Employees trust is gained through sensitization sessions. Also, reckon we spoke of data points where participants perceived VAC to be more transparent, fair. Since everyone gets a level playing field - trust is built. Q. Why would candidate feel that interviewer is biased if they are making notes in front of him while taking the interview? A. Biases don't come from making notes. They are intrinsic. Perception is humans come with biases. It's a perception not that it is bound to happen and making notes in front of them - participants tend to find it unnerving. Q. How do you run In-Basket simulation virtually? Are the results effective? A. Yes, we have an online simulation on the Inbasket and the results are effective. The participant has a series of e-mails that he responds to and the scores are mapped to competencies based on the actions taken.
- 2. Q. I come from a not so matured org where some functions have competencies (by competencies I mean "Competency models"), while some don't; how does the diagnostic gauge the behavioral traits near to accurate? A. We help companies to identify the relevant behaviors and conduct a diagnostic study. Reckon, the contextual study is imperative. Q. Does the client recommend the competencies to be evaluated or would you be able to help identify the relevant competencies and then validate which exercises/tools best test for those competencies? A. We work with both possibilities. If the client has a framework we use that, else basis the role and level we also suggest relevant competencies. Q. How does Raven's Progressive Matrices helps measure Interpersonal Sensitivity and one's Passion as Raven's PM measures one's intelligence? A. Passion was not mapped to Raven's. Raven's measures intelligence as well as learning ability of an individual. the way the definitions were defined by the client, it has a component of dealing with ambiguous information and intelligence.. quick thinking. While these behaviors look purely behavior, the client competencies had a heavy thought component to it. Also, there are enough research concepts that debate Raven's to be a test of intelligence or 'g'. Q. Is it possible to conduct GDs and Role Plays in a virtual environment? A. No, these are conducted through the assessor. A Hybrid VAC model comes into the picture in this scenario. Q. Is the app customizable in the sense, if we want the manager to rate the team on our values as a part of competencies? Is it possible? A. Yes that is possible Q. Do the activities in the IDEV app change as per changing competency frameworks of each company or they are a fixed set of activities? A. Yes they do change as per the competency framework and the level of the participant Q. Does that mean that the VAC and the consequent development journeys come as a seamless package? A. Yes, they were designed to be a seamless package t arrive at a logical conclusion in an employees growth journey.
- 3. Q. Some more details on Hybrid, please. How does Jombay engage in non-virtual set-up? A. We engage either in face-to-face or remote. depends on client context. other details in the presentation. Q. What is the main difference between experiential assessment and situational assessment? A. Experiential simulation virtually creates a situation for a user and all actions and dynamic decisions need to be taken by the user in the context of the situation. While in a situational judgement test, mutually discrete situations are presented in a question and answer format. Q. Whereas the ACDC is to some extent a diagnostic activity, the real part is what happens afterwards. As external consultants how do you ensure that the exercise is taken to its logical conclusion? A. Most often IDP's and development fails because of a lack of ownership within the organization. t is not clearly defined who owns a candidates IDP, the individual himself, his Manager or HR. It becomes extremely difficult for HR to track these IDP's too. Jombay has therefore taken the accountability to own an individual's IDP, draft a learning journey, keep the manager involved and provide the necessary analytics to HR. Q. Traits are what is intrinsic to a particular person and behaviours are the external manifestation of the traits. So are we measuring only behaviours or are the participant's traits also being measured, since doing that may be more relevant as that's really part of her DNA. A. Different tools are used to measure both Traits and Behavior For any other queries, please feel free to out to Tanvi at tanvi@jombay.com or Sujata on sujata@jombay.com