Competency and 360º assessments

Align your team's talent with the organization's objectives

We help you implement a complete competency assessment system. You can use your own competencies or those from our dictionary. You’ll run the assessments online, with results analysis and automatic reports, to build the action plan that develops internal talent.

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360º feedback process automation Competency management Strategic consultancy

Hundreds of companies trust Openmet

Objectives and results

Objectives and desired results of competency assessment

Clear competency diagnosis

If you haven’t defined them yet, we help you identify your employees’ workplace competencies and set up the automatic, online process to assess them—usually in 360º format. You’ll learn each person’s strengths and areas for improvement.

Training and development

We identify training and development needs to build professionals better prepared for the company’s future challenges.

Strategic vision and communication

We align professional development with the company’s objectives and open a communication channel between managers and employees.

HOW WE WORK

An agile method with expert guidance

We support you throughout the entire process with our own technology and strategic consultancy.

1

Design of the study type and process

We define the type of assessment to be conducted: assessment by managers (90º), by managers and peers (180º), or by managers, peers, and direct reports (360º).

2

We define the competency profiles

If you need it, we help you define employees’ competency profiles based on our dictionary, or through interviews with key people. If a prior definition already exists, we adapt to other models and dictionaries.

3

Distribution and data capture

We use the Openmet Feedback Manager platform to design, distribute, and complete the questionnaires, and we manage data capture through electronic surveys.

4

Openmet Feedback Manager results platform

We give you access to our employee experience software to visualize participation and individual or aggregated results, with various filtering options and exportable reports, among other features.

5

Reports for the assessed individuals

We provide automatic individual reports for each person assessed, comparing the responses received. You’ll finally have a robust, error-free, and fast process. If you need it, we can produce the reports tailored to your needs.

Access the competency assessment survey demo

You’ll receive a sample survey by email and access to the Openmet Feedback Manager environment to review the results obtained.

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YOUR PARTNER

Why Openmet?
You need a partner, not just software

20+ years of real-world experience

Over two decades implementing competency and 360º assessments in organizations across every sector.

500+ companies vouch for us

The trust of hundreds of clients certifies the strength and reliability of our methodology.

Proprietary technology

Exclusive Business Intelligence software to analyze results and make data-driven decisions.

Expert guidance

More than a platform. We're a consultancy specialized in competency and 360º assessment that helps you execute and measure every improvement.

AI-augmented consultancy

More time with you, less spent on document production. We let artificial intelligence work in the background so we can focus where we add value.

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Start implementing a competency assessment project at your company today

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Latest articles

News, tools, techniques, and advice on competency assessment

Surveys with Question Rotation

One of the most important challenges that we face at Openmet when it comes to customer surveys is the need for brevity. In general, the time spent by customers completing surveys tends to be very limited, and we have to make the most of that attention span to obtain as much feedback as possible. […]Read More… from Competency and 360º assessments

Commitment: Points to analyze in a work environment survey

This article attempts to show the keys to OpenMet’s work environment model based on EFQM. In the 5F model, “The 5 factors for assessing human and organizational potential”, the first factor is Commitment. Commitment is composed of three major indicators that orient the keys to this factor. These are: Strategy and culture, Engagement and Loyalty. 1. Strategy and culture. This indicator will help us to understand the Strategy on the one hand: whether our employees are aware of the company’s goals, their role in the company, whether they sense that the organization trusts its people and the vision of future prospects. This is critical to understanding whether “we are all headed in the same direction.” Culture is analyzed through Management’s orientation to recognition, alignment with the goals of the latter and knowledge of and adherence to the values and culture of the company. 2. Engagement. This is the second indicator of the Commitment factor. Engagement concerns direct vision, the work itself, and – indirectly – the organization. Awareness of the objectives and their clarity and willingness to work over and above what is expected are the items that best represent this direct vision. The pride of belonging to the company and even the department are key for organizational engagement. 3. Loyalty. In this indicator, several general items are analyzed that we can consider key and as having the greatest influence on commitment. On the one hand, the perception of being a good place to work and contentment with the work done as an employee and, on the other, the recommendation to others as a good place to work and repetition in the choice of current company. In summary, Commitment in the 5F work environment model relates to strategic aspects of the company, the future vision of the company, the alignment with values and culture, engagement with one’s own work and with the organization, loyalty to the organization, recommending to others, pride in what is done and the general perception of the company as being a good place to work. More information on Work Environment. […]Read More… from Competency and 360º assessments

Satisfaction surveys: How to choose the most suitable type for each case

When our clients ask for help with their projects to assess customer satisfaction or experience, there is one important aspect that needs to be decided from the word “Go” because it will dictate certain features of the study: the decision on how and which is the best system for conducting interviews or customer satisfaction surveys. Telephone? Face to face? Electronic? This decision is typically made based on different reasons that we wish to summarize in this blog post. Satisfaction survey: types of customer surveys and interviews The tools available for obtaining feedback or interviewing customers generally end up being one of the three types shown in the table below. Each type of satisfaction survey has its pros and cons that we will need to evaluate based on the characteristics, aims and budget of the study. Type of survey Pros Cons Most common applications Face to face · The survey can be done on the spot, at the same time as the product or service is consumed · High cost · Key customer surveys · The required sample can be selected dynamically and in situ · If customers are geographically disperse, it is more expensive · Surveys with more qualitative information · Objects or information can be shown directly to the customer · Takes longer to complete · Long, complex surveys · Good answers to open questions · Surveys where the customers are together in a single place and time · The customer can be asked to complete certain aspects · On-the-spot surveys at the point of service By telephone · We can have a lot of control over the interview content and exact process · Average cost · All types of general survey · The selection of the right sample can be very good · It can be boring if lots of similar questions need to be answered (e.g. with scoring scales) · Some customers may be difficult to find · Visual information cannot be displayed Electronic/Web · Low cost · Low indexes of response · B2B surveys with a strong or fixed relationship with the customer · A large number of or all the customers can be surveyed · There is nobody to clarify questions · Surveys to users of websites, cell phones or apps · Customers can respond when it suits them · The answers to open questions tend to be poor · Surveys integrated with business software (CRM, sales outlet, reception, etc.) · Video and images can be inserted · Subsequent statistical processing may be needed for the selection of the correct sample · Internal satisfaction surveys to company staff · Easy to answer and usually quick for customers · Automated, regular, very short or unassisted surveys (e.g. newsstands) · Studies are quick to conduct To find out more about satisfaction surveys, we recommend reading other articles from our blog here. […]Read More… from Competency and 360º assessments

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FAQS

What are competency assessments?

Competency assessment is a process that lets you understand workers’ competencies through self-assessment and assessment by the people they interact with. It allows you to dynamically adapt people’s competencies to the organization’s needs. In the 360º assessment option, each person is assessed by all the key people they interact with in their work environment, in addition to a self-assessment of their own competencies.

What are workplace competencies?

Workplace competencies are behaviors, skills, personal characteristics, attitudes, and motivations. The Openmet People competency model (which can be used as a basis for creating your own competency dictionary) distinguishes between 4 major competency areas: Results Management Competencies, Social Competencies, Managerial Competencies, and Personal Management Competencies.