Student Assessment Report

Ritesh Indulkar
Assessment Date :09th-Apr-2021

Private and Confidential

INTRODUCTION

This Report is a measure of personality attributes that comprises nine primary

behavioral skills and eight functional skills to describe your performance at the
workplace, including how you manages stress, interacts with others, approaches work
tasks, and solves problems. Although this report presents scores on a skill-by-skill basis,
every skill contributes to your performance. This report summaries strengths as well as
areas of improvement across behavioral and functional competencies.

1. When inspecting skill scores, it is important to remember that high scores are not
necessarily better, and low scores are not necessarily worse. Every skill score reflects
individual strengths and shortcomings.

2. These scores should be interpreted in the context of the Individual functional role to
determine whether these characteristics are strengths or areas for potential
development.

3. This assessment is based upon the well-accepted Five Factor Model of personality.

4. The analyses drawn in this report are based on single evidence and hence must be
supplemented with other information such as academic grades, etc. The results of this
report should be used with caution..

THE REPORT CONTAINS THE FOLLOWING SECTIONS

Section A: Executive Summary

Section B: Competency Analysis
Section C: Keep Learning

It is strongly recommended that the report is viewed in its entirety and not a part
thereof.

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EXECUTIVE SUMMARY

The profile presented here is a representation of your observed proficiency level in the online
psychometric . The aim of this section is to help you prioritize competencies for the purpose of
development planning. The following table represents your competency profile, it summarizes the
observations in terms of-
Areas of Strength: Competencies where an individual is displaying strong capability in line with or
greater than the expectations from his/ her position, he/ she must leverage on this strength as it
makes him/her stand apart from others in the organization and he/ she possesses a clear advantage
in the area.
Areas of Competence: Competencies where some deviation was observed from the desired
proficiency level and which need to be further developed by the individual for achieving the desired
level of competency.
Areas of Development: Competencies which require immediate developmental intervention as the
individual shows a significant gap basis the desired level for the competency.

Overall Competency-wise Summary

Behavioral Cognitive

Accountability
Areas of Strength
Prudence

Ambition Problem Solving

Interpersonal Skills/Social Competence Attention to Detail
Areas of Competence Altruistic & Politeness
Emotional Stability
Learning Approach

Areas of Development Decision Making

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EVALUATION ON BEHAVIORAL COMPETENCIES

Low

Moderate

High

Accountability: (High)
a) Keep your word and do what you say you will do.
b) Act like an owner when you make decisions.
c) Able to effectively limit risk-taking while maintaining optimal performance.
d) Accept accountability for your words, actions and results.
e) React appropriately for the magnitude of the issue and use time effectively and efficiently.
f) Articulate, define and set clear expectations for self and others as appropriate

Ambition: (Moderate)
a) You are moderately ambitious as it relates to your personal and professional life. You have some
desire to make changes and improve your circumstances in that life sphere, and while you may very
well be happy with what you have achieved thus far, it is not your intent to simply settle with the
status quo. If you are not satisfied with your career and academics, the only way to change the
status quo is to set solid objectives or goals that will initiate this change.

Prudence: (High)
a) Organized and pay good attention to detail. Like everything in order and follow processes, plans,
and rules.
b) High degree of willpower and resist temptation and distraction to stay focused on goals.
c) Able to delay gratification, doing things that are difficult or boring at the moment in order to
work towards long-term achievements.

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Interpersonal Skills/Social Competence: (Moderate)
a) Moderately energetic and active.
b) May at times enjoy working or interacting with people. Somewhat likely to be very sociable,
sympathetic or honest.
c) Moderately likely to be capable of identifying and understanding the dynamics as may be
somewhat amicable.

Altruistic & Politeness: (Moderate)

a) Cooperative, while also competing with others.
b) Fairly considerate and helpful to others, depending upon the situation.
c) Try to avoid conflict, but when a situation arises, you are not afraid to speak up.

Creativity: (Competent)
a) Likely to be high on imagination and occasionally adding new dimensions to work.
b) Able to adapt to changing circumstances and priorities.
c) Moderately likely to take necessary risks including trying new and unconventional ways to get
things done.

Emotional Stability: (Moderate)

a) Optimistic and Self-Confident.
b) Experience few negative emotions and cope well when life is difficult and likely to overcome
stressful situations to get back on track.
c) Rarely feel conscious or embarrassed in situations.

Learning Approach: (Moderate)

a) Practical and straightforward, and have little use for theories and abstract ideas.
b) Probably have little interest in the arts or other cultural experiences which do not have a practical
purpose.
c) You see little use in artistic endeavours that do not produce or achieve anything in particular.
While others may enjoy spending time simply considering a work of art, prefer to spend time in
pursuits that have a tangible payoff.

Customer Focus: (Competent)

a) Often to deal with customer queries, requests and complaints. Somewhat to be able to identify
potential clients and provide quality service to current clients.
b) Might occasionally understand and deliver according to a client's expectations and requirements.
c) Sometimes be willing and able to modify one's work style and adapt as per the clients.

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Decision Making: (Low)
Your decision making has not fully matured.

a) You are not objective enough, and you rely too much on luck, instinct, or timing to make reliable
decisions.
b) Start to improve your decision-making skills by focusing more on the process that leads to the
decision, rather than on the decision itself.
c) With a solid process, you can face any decision with confidence.

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EVALUATION ON COGNITIVE ABILITIES

Low

Moderate

High

Communication: (Competent)
Excellent! You understand your role as a communicator, both when you send messages and when
you receive them. You anticipate problems, and you choose the right channel to communicate.
People respect you for your ability to communicate clearly and they appreciate your listening skills.

Problem Solving: (Moderate)

Your approach to problem solving is a little hit-and-miss. Sometimes your solutions work really well,
and other times they don't. You understand what you should do, and you recognize that having a
structured problem solving process is important. However, you don't always follow that process. By
working on your consistency and committing to the process, you'll see significant improvements.

Attention to Detail: (Moderate)

Slightly detail-oriented, makes sure every detail is taken into consideration. Sometimes attentive to
stakeholders or customers' needs and pays attention to details. Needs to be more organized, be
present, and get yourself involve in the task. One of the reasons, you tend not to pay attention to
detail is because you are just not fully present when performing a task. Embrace your routine and
Prioritise quality. It will help you to improve your attention to detail and get good results.

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 KEEP LEARNING

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KEEP LEARNING

The key influence that determines whether you will develop on certain identified competencies is
your own motivation to do so. It is almost impossible to make someone develop if they do not see the
need to!

You need to be careful not to 'spread yourself too thinly'. It is better that you focus on two or three
competencies and tackle these thoroughly rather than attempt to take on all the competency areas
at once..

Having identified a competency area to work, you need to ask yourself the following illustrative
questions:

What is the objective? How can I define the point that I am aiming for?

What broad methods do I wish to employ?

What specific methods will I employ? For example if training is required then what training
exactly?

What are my deliverables? How will others recognize that i have achieved my development goal?
can i set a series of milestones to track my progress?

What timeframe is realistic for my development objectives?

What resources do I require to make this development happen in a sustained manner?

Development initiatives fall into one of the below categories:

Self-development activities

Managerial support/Guidance,coaching and/or Mentoring

Organizational support (like special projects, formal training inputs,etc.)

For the competencies you identify,one or a combination of these may be most appropriate
depending on the Feasibility.

Please Remember that while developing a competency is a partnership between you,your manager
and the HR team,the primary responsibility for development, however, rests with you.

Wish you great success as you embark on your journey towards excellence!!