Decision makers need to know whether key personnel have the abilities, attributes and motivation to manage the organisation effectively in its current and future context. This is particularly important when organisations are in a process of recovery or facing rapid change. Management audits are also a necessary consideration in mergers and acquisitions, as it is vital that the best talent be utilised in building a dynamic, cohesive management team capable of developing and implementing the new vision.

JQA provides confidential audit reports using valid and reliable assessment tools to benchmark the abilities and resourcefulness of managers.

The challenge

“Forecasting is always difficult, especially when it is about the future!” However, there are a number of proven methods which produce reliable insights and information on which to base decisions about people. Business Psychology has made advancements in this area over the last decade but many organisations conducting management audits use nothing more rigorous than an interview to assess and benchmark management ability.

No organisation can be said to adopt good corporate governance standards if there is not a rigorous process to ensure proper succession planning. This requires external benchmarking using robust measures to ensure that your organisation appoints people who “improve the talent pool”.

What we offer

At JQA we have identified the key success components and measure these using the most up-to-date and rigorous instruments, accompanied by in-depth interviews. As a result JQA are able to offer clients relevant information that supports their placement decisions:

• Benchmarking individual executives and teams against competency frameworks by auditing their competencies.
• Expert use of robust diagnostic instruments which provide a deep understanding of people.
• Reports that identify strengths, weaknesses and risks written in plain English.
• Business relevant interpretation of individual differences and the implications of psychometric findings.
• Feedback to candidates in terms which enable them to focus on closing performance gaps.