The Group is the leading Italian player in the design and production of motor vehicles, with leadership positioning in the world among 10 other automakers. The European presence is widespread both as production sites and thanks to the dense sales and service network present in all EU countries.
The Client asks PRAXI for professional support, in light of new business strategies, to manage the sales network skills assessment, specifically for Business Developer profiles in four European markets (France, Spain, UK, Germany).
Foreword
The objective is to define the gap between the skills expected and possessed by Business Developers in order to identify training and development needs and ensure performance consistent with defined strategies. Specifically:
- Obtain a snapshot of the competencies of the resources involved against the expected profile
- Identify individual training and development needs
- identify the specific needs of each of the four countries to design development plans in line with the parent company’s business strategies.
Project
The work process included the following steps:
- Induction with Global HR on assessment tools designed for the specific competencies to be assessed;
- Sharing the competency system in use;
- Alignment with the international team of assessors;
- Project planning;
- Delivery of skills mapping assessment sessions;
- Analysis of key skill areas of business developers (implementation, relational, cognitive, transverse and technical skills) by administering both individual and group tests such as role play, in-basket and motivational interviews;
- Processing of individual profiles of participants according to the Company’s standard;
- Development of skills map for needs analysis.
PRAXI’s support ensured:
- Integrated assessment management in all countries;
- The involvement in the evaluation of local native assessors experienced in multinational contexts. The choice favored the observation and interpretation of participants’ behaviors, including in relation to local cultural and social backgrounds;
- Delivery and final reports in both the local market language and English in order to enable development activities by both Global HR and Local HR.
Results
The project ensured that the following objectives were achieved:
- Verification of correspondence between skills defined by the new business role and those possessed by i business developers
- Identification of business developers’ strengths and improvement needs Training needs analysis for training paths to the role.
