Job Assessment Case Study

The report provides an assessment of how well Andreas Hernandez demonstrates the behaviors that are associated with high performance in his current role. The report seeks to provide an overview of areas that are satisfactory and those that are still lagging behind to guide corrective actions. The evaluation employs 360-degree feedback model. Consequently, feedback was sought from various parties that interact with Mr. Hernandez including; his manager, customers, stakeholders, peers and direct report from Mr. Hernandez. A questionnaire was provided to each of the parties to fill. The questionnaire contained closed-ended questions with a six-point ranking and a few open-ended questions.
There were differences in the ranking provided the various groups. For instance, the manager provides the highest rank for stakeholder impact and the lowest rank for leading people. It is also noteworthy that in general peers tend to provide a relatively high ranking in most aspects compared to the other groups.
There are various areas that need improvement even in those with the strongest competencies. In driving results, planning for contingencies to ensure consistent delivery seems to be the weakest area for Mr. Hernandez. In leading people, creating a pipeline of talent to meet current and future needs of the firm seems to be the weakest link while coaching people to improve their performance and providing objective feedback seems to be his strongest link. However, there is still room for improvement in all the other aspects since the scores were less than perfect.
In strategic decision analysis, there is a consensus that his strongest point is working well with ambiguity. It is difficult to tell his weakest point in the area given the differences in the ranking. In commercial orientation, Mr. Hernandez gave himself a perfect score while the other parties gave him a score slightly above average. Considerable improvement is a need in the various parameters given the low scores in all of them. In collaborating and influencing others, the weakest link is adapting communication to the specific needs of the audience while the strongest link is seeking and accepting diverse perspectives and inputs from others. In stakeholder analysis, Mr. Hernandez received a perfect score from two parties for understanding the key stakeholders. However, the weakest link is communicating bad and good news to the stakeholders on time.
All the parties argued that the biggest contribution of Mr. Hernandez relates to some form of interaction with stakeholders. There was no consensus on his strength; different parties expressed different areas of strength.
In conclusion, the report shows the diversity of the competencies of Mr. Hernandez. It also shows that there are various areas that need improvement. There is a need to develop a specific course of action to improve them.