Prepare for optimization models
Other than asking for names, emails, photos, and an opt-in to share knowledge, there are many other aspects a consultant or Assessment Owner would like to know from the respondents. Age, gender, education, certification, etc., all help to further refine the optimization model. For example,
- In HR: respondents under 30 years have 62% fewer 1-on-1 meetings with their manager than other age groups (shouldn't the younger be coached more, not less?)
- In ICT: Respondents certified in an ‘ITIL advanced profession’ have an 81% shorter incident resolution time.
PRAIORITIZE offers various options for these additional segmentation questions. It appears on the first page respondents have to fill in. The drop-down below directs whether a respondent can fill in text or choose among multiple-choice options. Here's an example:
For example, the respondent is asked which level of certification he/she has obtained. In Information Technology, this could refer to a standard like ITIL or Prince-II. There are then four options to choose from. E.g., no certification or one of the three levels (Basic, Advanced, or Professional). The number of options to choose from has no upper limit. Just remind that the drop-down menu for the respondent can become quite long.
Another option is the Maturity Level. PRAIORITIZE’s functionality to set targets uses maturity levels. Maturity levels are the consultant's idea of the perfect intermediary steps towards a score of 10 out of 10. You can find more about the philosophy behind maturity levels on this page. There are assessments where respondents individually set targets for themselves. For example, a consultant whose business is to train course participants from various organizations might want to ask individual respondents to set a target for themselves. The Maturity Level page in My Questionnaires provides space for (up to) 5 maturity levels. This is different from the respondent's Ambition score. We conducted scientific research that shows that individual respondents overwhelmingly have Ambition score profiles that harm their organization. Hence, the individual respondent's Ambition scores are almost always not a good way to set targets. In the individual respondent's Personal Virtual Consultant, there is a comparison between the desired maturity level and the Ambition scores. Sometimes the respondent overscores compared to what the consultant or Assessment Owner had in mind, and sometimes he/she underscores. That information further helps the respondent to understand the context of the assessment.
As said, maturity levels are the consultant's idea of the perfect intermediary steps towards a score of 10 out of 10. Whether the target setting is left to the client's Assessment Owner, the department heads, or the individual respondents, it is always highly advised to name the maturity levels so that a layperson understands what to choose.