Technology — RosExpert

Our Clients include: owners, shareholders, general managers and HR directors.

Assessment participants may be members of executive boards and top managers (existing or qualifying for top positions).

The best-in-class profile includes key values and competencies regarded as necessary to achieve success in a certain position of a certain company.

The technology envisages seven stages

Step 1 — Meeting with the Client

Step 2 — Developing an offer

Step 3 — Preparing for an interview and online self-assessment

Step 4 — Interviews with the Partners

Step 5 — Providing feedback and reports to the Client

Step 6 — Providing feedback to the top manager

Step 7 — Providing recommendations to the Client on developing the top manager.

—	Discussion of Client’s request; defining objectives and participants of Executive Assessment.
—	Analysis of the top manager position for participation in the executive assessment, including management structure, list of functions, required competencies and complexity of tasks and objectives.
—	Analysis of the corporate culture and key corporate competencies.

—	Drawing up an offer in accordance with the Client’s requirements.
—	Deciding on the number of Executive Assessment participants, costs, interview schedules, conditions and reporting forms.
—	Deciding on the assessment criteria and the best-in-class profile (based on the position profile of a certain company).

—	Preliminary work with the top manager (presentation and explanation of the objectives of the Executive Assessment).
—	Pre-work (managers describe their professional achievements).
—	Online self-assessment (40–60 min).

—	Partners and assessment associates hold interviews to identify professional achievements and life events (2–3 hours).
—	Professional and personal characteristics profiles are created based on interview results.

—	Reporting to the Client based on the Executive Assessment results.
—	Describing the correlation of the top manager’s results with the best-in-class profile and details on his/her strong points and development areas.
—	Advising on the most effective implementation of the top manager’s potential in the business, the optimal use of his/her resources and recommendations to correct current limitations.

—	Providing feedback to the top manager during an individual session.
—	Providing the top manager with advice on the optimal use of resources and neutralizing limitations.
—	Describing probable areas of professional and personal development.

—	Creating an individual development plan for the top manager.
—	Deciding with the Client and the top manager the schedule, costs and expected results of the development plan.

* — As additionally agreed to with the Client.

—	The top manager’s qualifications.
—	Assessment of the top manager’s conformance to the required competencies and values.
—	Description of the top manager’s potential and a list of his/her strong points and development areas, and advice on his/her adaptation in the company.

Galina Rogozina, Partner, Head of Leadership & Talent Consulting