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From private enterprise to public enterprise
TIME TO MIND ORGANIZATIONS
Standard and tailored group and individual assessments, class reports, and statistics
Organizations, regardless of their type and sector, always need tools and professionals who can accurately diagnose the “health status” of their human resources in order to intervene where necessary.
Time to Mind directs its online Assessments and post-Assessments to managers or HR leaders who wish to use them within their own reality, and possibly its re-orientation tools.
TO WHOM TIME TO MIND ORGANIZATIONS IS ADDRESSED:
- Private companies of any size
- public bodies
- nonprofit entities
- organizations that provide training and selection services
Time to Mind's competitive advantage
Organizations, regardless of type or sector, always need tools and professionals who
can accurately diagnose the “health status” of their human resources in order to intervene where necessary.
Time to Mind directs its online Assessments and post-Assessments to managers or HR leaders who wish to use them within their own reality, and possibly its re-orientation tools.
Time to Mind makes it possible to overcome this approximation with ease, accuracy, and economy.
Approximations of Personality Tests are overcome.
The costs of in-person Assessments are significantly reduced.
The Participant becomes aware of the importance of Soft Skills, cooperates and
feels “promoted and enhanced” by the T2M Method and not “Flunked or arbitrarily selected.”
Time to Mind presents the usefulness of the Assessment method based
on objective observation of behaviors (choices), in the absence of judgment.
Time to Mind makes it possible to compose with the basic “23 Soft Skills” a
large number of professional “Profiles”. These profiles can be customized according to the needs of specific profiles of organizations or groupings of “More Complex Skills” composed of groups of the elementary ones can be created for special needs.
The Assessment is done online, from the computer or smartphone
leaving the participant time to complete it; the Assessment can be paused and resumed at another time without losing the data recorded. It immediately returns to the participant a simple, reassuring and motivating response to improvement as well as an essential Guide to practice and increase the skill that is most critical.
The tool is undoubtedly useful for both business consultants who do complex Organizations.
Experience and expertise at your disposal
Members of the scientific committee and partners of Time to Mind have gained significant professional experience in multinational corporations, listed companies, banks, ministries, large retailers, hotel chains, and so on.
Each project led to full customer satisfaction and often contributed to the creation of specific pathways dedicated to specific professions.
Personalization and class relations
Time to Mind Organizations provides specific ways of choosing capabilities:
1) Capabilities grouped by professionalism already existing on the Time to Mind platform.
2) Tailored grouped capabilities based on the client's choices, the professions or divisions being diagnosed, and generally the advice of our team.
In addition, the profiles derived from the completion of the online questionnaires are of two types:
1) Individual assessment for each individual participant
2) Class report, which provides an overview of the group of participants involved.
- The importance of capabilities for organizations
Capabilities, as the driving force behind scientific, technical, managerial, legal, administrative, etc. know-how, enable the transformation of professional goals into results.
Capabilities represent a real intangible capital to be defined, evaluated and grown, like any other tangible and intangible assets that every organization and every person must use.
To be considered
- The application mode, scientific rigor, and reliability of results that overcome the generality of personality tests
- Simple, guided and quick online completion of assessments
- The high possibility of personalization of individual and class relationships.
- The Immediate Processing of the Descriptive Profile.
- The ease of reading and comprehension
- The ability to initiate immediate improvement action on one or maximum two strategic soft skills with related Essential Guidance
- Concrete support for development through two key moves hitherto technically and temporally separated in each application, namely diagnosis + intervention
- The ability to request online feedback from a qualified counselor
- The profile on skills allows specific online training and coaching interventions aimed at increasing soft skills to be initiated.
Inside the organization
- Support for self-analysis and professional development for all participants
- "Photograph" in the corporate population of the possessed level of fundamental capabilities
- Strategic and effective management of restructuring processes
- At the selection stage, shortening the time and supporting the selection of the best candidate on a final shortlist
- Real support for training needs analysis on key organizational behaviors
10 Examples of Assessments for specific professions:
10 Online Assessment, as examples of job profiles that can be built from the purposes and responsibilities that characterize any complex activity to be performed by a person.
MANAGER:
Out of a range of 23 capabilities representing the fundamental organizational behaviors needed within any type of enterprise (private or public), 14 key capabilities underlying managerialism were identified. This Assessment makes it possible to highlight, in a profile, the level of effectiveness for each of the 14 capabilities, while also highlighting the level of expression of each of the three key moments that characterize each capability.
Skills considered:
Analysis, Problem Solving, Planning, Organization, Control, Results Orientation, Decision Making, Perspective Vision, Relationship Orientation, Verbal Communication, Group Management, Negotiation, Leadership and Conflict Management.
PROFESSIONAL:
Out of a range of 23 capabilities, 10 key capabilities were identified that underlie the highly professional operational activities of technical, administrative and business fields.
Skills Considered:
Analysis, Problem Solving, Flexibility, Organization, Control, Determination, Relationship Orientation, Verbal Communication, Conflict Management, Working in Teams
SELLER:
Out of a range of 23 capabilities, 11 key capabilities underpinning the activity of the “Seller” were identified.
Skills considered:
Problem Solving, Controlling, Determination, Relationship Orientation, Verbal Communication, Working in a Team, Negotiation, Conflict Management, Customer Orientation, Results Orientation and Initiative.
KNOWLEDGE WORKER:
Out of a range of 23 skills, 9 key skills underlying the activities of the “Knowledge Worker” and supporting learning processes were identified.
Skills considered:
Problem Solving, Scheduling, Organization, Relationship Orientation, Verbal Communication, Group Management, Negotiation, Conflict Management and Results Orientation.
HOTEL MANAGER:
Out of a range of 23 capabilities, 15 key capabilities underlying managerial skills in the hotel industry were identified.
Skills considered:
Analysis, Problem Solving, Scheduling, Organization, Control, Results Orientation, Decision Making, Perspective Vision, Relationship Orientation, Verbal Communication, Group Management, Negotiation, Leadership, Conflict Management and Customer Orientation.
PROFESSIONAL HOTELMANSHIP:
Out of a range of 23 capabilities, 10 key capabilities were identified that underlie the high professional content activities of the hotel industry.
Skills considered:
Problem Solving, Control, Determination, Relationship Orientation, Verbal Communication, Working in a Team, Conflict Management, Customer Orientation, Flexibility and Initiative.
HOTEL OPERATIVE:
Out of a range of 23 capabilities, 6 key capabilities have been identified that underlie the activities of the Hotel Operative.
Skills considered:
Problem Solving, Determination, Relationship Orientation, Verbal Communication, Working in a Team and Customer Orientation.
LAW FIRM:
Out of a range of 23 capabilities, 10 key capabilities were identified as the basis of “Law Firm” activity.
Skills Considered:
Analysis – Problem Solving, Organization, Control, Relationship Orientation, Verbal Communication, Working in a Team, Negotiation, Conflict Management and Results Orientation.
VOLUNTEER:
Out of a range of 23 capacities, 10 key capacities were identified as the basis for the activity of the Third Sector “Professional.”
Skills considered:
Problem Solving, Planning, Organization, Determination, Relationship Orientation, Verbal Communication, Group Management, Conflict Management, Flexibility and Initiative.
VOLUNTEERING (OPERATOR):
Out of a range of 23 capacities, 6 key capacities were identified as the basis for the activity of an “operator” in the Third Sector.
Skills considered:
Determination, Relationship Orientation, Verbal Communication, Working in a Team, Flexibility and Initiative.
HOW TO CARRY OUT CAPACITY ASSESSMENTS FOR ORGANIZATIONS
1.Sign up for the platform as a customer
2. Select “Assessment for Workers” or, in the case of an educational institution, if the Assessments are intended for Students: “Assessment for Youth”
3. Choose one or more of 23 desired skills (7 for youth) or one of 10 proposed pathways that encapsulate the skills identified for specific occupations or one of 4 skills matched by topic
4. Contacting Time to Mind also allows for the assignment of a customized package that will be displayed in the client panel under “Customized”
5. Define in the cart how many Assessments to use for each chosen skill/profile.
6. Upon completion of the Assessment, it will be possible to purchase class reports corresponding to the groups of participants involved.
7. Email invitations to individual participants
8. Ensure that participants have received the Assessment and verify that they have registered as “Participants.”
9. Look at the profile resulting from the responses and any class reports.
10. Choose one or at most two essential guides, from those proposed, on which it is a priority, to improve skills
11. Assessing post-Assessment pathways.
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