The world's first Bigdata report on the level of business capability of Korean employees (#1-individual)
January 2, 2017
Jaiwoo Shim
(President of SB Consulting & Creator of Inselllab Business Capability
Assessment Solution)
We quantitatively diagnosed and analyzed the Bigdata of the business ability of Korean employees during 6 months.
This is the
world's first public release of the amazing results from the "Inselllab
Business Capability Assessment Project".
In this report, we have divided and
analyzed 60 business specific areas of six business types of Korean employees,
and obtained various results and statistical data. It is a report full of
implications and insights.
Among the hundreds of participants who
participated in the assessment of business ability, there were 6 ability Assessment
types (Workforce & project execution ability / communication &
persuasion ability / creativity & collaboration ability / leadership &
Coaching ability / problem solving & meeting facilitation ability / Strategic
Thinking Ability)
The data are analyzed based on the data of the individuals who took the top 20 and the results are analyzed. In the 2nd ~ 6th reports, data and statistical results analyzed by level, department, industry, grade and experience period.
No. 1 - The
world's first report on the level of business capability of Korean employees
(#1- individual)
No. 2 - The world's first report on
the level of business capability of Korean employees (#1- job title)
No. 3 - The world's first report on
the level of business capability of Korean employees (#1- department)
No. 4 - The world's first report on
the level of business capability of Korean employees (#1- industry)
No. 5 - The world's first report on the level of business capability of Korean employees (#1- ranking)
No. 6 - The world's first report on
the level of business capability of Korean employees (#1- job experience)
The statistical data of this report
did not disclose the applicant's real name for the protection of applicant’s information.
The contents is as follows.
[A. Results of the INSELLLAB Business
Capability Assessment Project]
1. Average Score of Top 20
2. The average score distribution of
the Top 20 in each assessment type
3. Trends in Average scores of the Top
20 Assessment Sectors
4. Distribution of the detailed
average score of the top 5 in six types of Assessment
5. Top 20 box plot graph
6. The average score change of the Top
20 in 6 Ability Assessment Types
7. Average Score Distribution of the
Top 20 by 6 Ability Assessment Types
[B. Background of Inselllab business
ability Assessment project]
[C. Inselllab Business Capability
Assessment Individual Portfolio Report]
[D. Conclusion]
[A. Results of the INSELLLAB Business Capability Assessment Project]
The results of analyzing the Big Data
(smart data) that have been diagnosed and collected through the Inselllab
Business Skill Assessment Project for several months are as follows. The
following are the results of the world's first and most significant conclusions
and lessons learned and shared. .
This ability Assessment was conducted
through the online site of INSELLAB(www.inselllab.com),
and the collected Big data were selected for their purpose and classified into
six types.
Applicants' individual diagnoses are
also provided at Inselllab website. In this report, we analyzed directly using
the desktop version of Tableau, a data visualization tool, for more diverse and
diverse analyzes.
1. Average
Score of Top 20
Table 1
below shows the results of selecting 20 individuals who participated in the Assessment
Project and who took the highest score in all 6 competency Assessment types.
The average score
of all six assessment applicants ranged from a maximum of 65.33 to a minimum of
37.
The average of all applicants
was 50.6 and the average of Top 20 was 56.
2. The
average score distribution of the Top 20 in each assessment type
Table 2
below shows the average for the six assessment types. The higher the score, the
lower the score difference for each type of Assessment.
The average of the
top 1 to 3 people did not rank all in all six areas, but showed various ranks
according to the type.
The upper group
recorded 50 ~ 80 points in most of the six types, 30 ~ 65 points in the middle
group, and 20 ~ 60 points in the lower group. The middle and lower groups
showed exceptionally weak areas because it is often the case that people
belonging to this area will have to prioritize the development of skills in
areas that are vulnerable to them.
3. Trends
in Average of the Top 20 Assessment Sectors
Table 3
below shows the trends of the average of the top 20 subjects in the type of Assessment.
The average score
of the applicant who obtained the highest score was significantly higher than
the others.
However, the
changes in the mean average of the assessment types showed similar patterns and
did not show consistent patterns.
From the left to
the right of the graph, there are "Leadership & coaching
ability", "Problem solving & meeting facilitation ability",
"Communication & persuasion ability", “Workforce & project execution ability”, “Strategic Thinking Ability “
and “Creativity & collaboration ability. The score in the circle indicates the average
score recorded in each assessment type.
Applicants should
develop their weak skills by referring to their level of scoring and patterns
in their types and try to level them up. So, preferably, the shape of the average
point distribution should be managed and tried to be a horizontal line.
Among
the six assessment types, the average scores of "problem solving &
meeting facilitation ability" and "creativity & collaboration
ability" were relatively higher than those of other types.
4.
Distribution of the detailed average score of the top 5 in six types of assessment
Table 4
shows the average graph of the top 5 of the applicants according to the Assessment
type. In case 1, the score differs from the other 2 ~ 5 average distribution.
The Top 1 is not the highest average point in each types, but it is 60 ~ 72
points in 6 types, and the deviation is relatively low with 12 points, while
the top 2~5 are 28 points, 26 points, 22 points, 18 points relatively high
deviation.
People in Top 5 have
a good score in communication & persuasion, problem solving & meeting
facilitation, creativity & collaboration, and have a relatively low score
in strategic thinking and work & project performance.
Therefore, it is
necessary for them to continue to maintain high-score areas while at the same
time actively developing skills in vulnerable types.
5. Top 20
box plot graph
Table 5
shows the box plot graph of the average of the six assessment types, and shows
the distribution of average. Inside the middle box means 50% of the total data
(second quartile), and if the horizontal bar, called beard, is far from the
box, it means that the data is spread widely.
By analyzing the
table below, we will record the highest in “creativity & collaboration
ability” averages based on the 20 applicants and show the lowest average in “strategic
thinking ability”. The most widespread use of data emerged in the type of “communication
& persuasion ability”. The fact that there is a lot of spread means that
the assessment average of the applicants are large and there is a large
variation in ability.
The lowest
spreading assessments type shows the smallest variation among applicants due to
the ability to perform in “workforce & projects execution ability”.
You can check the
applicant's position in this graph, so you can find your ability level by
checking the relative position.
6. The
average score change of the Top 20 in 6 Ability Assessment Types
Table 6 shows the distribution of the average
of the individuals in the Assessment type by which their relative positions and
levels can be confirmed. This shows the box plot of Table 5 in a different
form, which is advantageous in visually confirming the average distribution of
all applicants.
The method of using this analysis graph is the same as described in Table
5.
7. Average Score Distribution of the Top 20 by 6 Ability Assessment
Types
Table 7 shows the assessment results of the
top 20 people in each of the six assessment types. The level and relative
position can be confirmed through relative comparison with other applicant’s
results.
[B.
Background of Inselllab business ability Assessment project]
In order to enter
the university, you have to take the study ability test, which certifies your
ability and level. American universities must also pass the entrance
examination through the Scholastic Aptitude Test (SAT). The entrance
examination is a test that answers the various subjects correctly. If you have
the ability, you will have a high qualification to enter the desired college.
Sometimes it is one or two points lower than the competitors, so they fail to
enter.
Meanwhile, when entering a company or corporate, they compete through
university grades, self-introduction letters, and interviews. In recent years,
they have also required credit, TOEIC, certification, competition awards, and
language study. However, in a rapidly changing era of new ICT technology and
the fourth industrial revolution driven by big data, industrial Internet and
artificial intelligence, companies need to focus on business capabilities such
as creativity, problem solving, communication skills, strategic thinking and
collaboration. It is changing into an era of greater demand. So they select
these business capabilities with the talent they want, ask their employees and
job applicants, and hire and promote talented people.
However, business skills required by company’s talent are difficult to
accurately measure or verify, making objective assessment and relative
comparison impossible. As an alternative to this, if one employee is
emotionally assessed by a supervisor, a colleague, a subordinate, or an applicant
who is composed of the employee, he or she is dependent on the assessment.
However, there is a strong doubt and resistance to the accuracy and fairness of
evaluation and assessment because the multidimensional assessment is based on
emotional and relationship - oriented evaluators because there is no clear
standard nor criteria.
Inselllab business capability assessment solution is the world's first assessment
solution to quantify and diagnose business competency across the organization
and teams. While employee skill development, training, and performance
management are important to the company's operations, there are not enough
tools to manage them effectively, and often they rely on overseas solutions
that do not fit the domestic situation. Inselllab Business Capability Assessment
Solution is recognized for its innovative ability to objectively diagnose
individual and collective capabilities, and has been awarded the "2016 Service
Innovation Award" and the “2016 Global Education Brand Award”.
The following six types of competency were conducted in the "Inselllab
Business Capability Assessment Project".
1. Workforce &
projects Execution Ability
2. Communication
& persuasion Ability
3. Creativity
& Collaboration Ability
4. Leadership &
Coaching Ability
5. Problem solving
& Meeting Facilitation Ability
6. Strategic
thinking Ability
The six assessment types have selected the most important of the
abilities required by many companies and organizations at domestic and abroad,
and all assessment types have been developed with more sophisticated
subdivisions into the following ten areas: .
[C. Inselllab Business Capability Assessment Individual
Portfolio Report]
If
the applicant has taken a number of Inselllab business Capability assessments
in six different types, the results of the assessment is combined into the
integrated report with many statistical graphs. The relative comparison between
the level and the type of the various assessment types of the applicant, the
strengths and weaknesses, and the DB of the sample group of the total in-house applicants
are analyzed, and it can be used for the following purposes.
1) In the case of an individual, use it for
self-development by using the average, level, strengths and weaknesses of the
applicant, comparative data with the same rank, position or all applicants
2) For a team or group of companies, use the
average, level, strengths and weaknesses of the team or group, and relative
comparisons with all applicants to help team and group members manage, coach,
training.
3) For HR, HRD, and HRM, employees can be
recruited or evaluated based on the level, strengths, weaknesses, and relative
positions of each employee's assessment type and utilize for systematic and
customized education, training, and coaching
The following graphs show an examples of an individual
portfolio report that can be obtained from the Inselllab website if one applicant
has completed all six types of capability assessment.
You
can also check an individual certificate for each type at any time, and you can
also see the sample certificate for it.
[D. Conclusion]
Until
now, by analyzing the assessment data of applicant who participated in the
ability assessment through the "INSELLLAP Business Capability Assessment
Project", the top 20 people are selected and analyzed by various methods
to show the statistical graphs that are obtained and explain the implications
and insight.
In the case of Top 5 or Top 10, no one got the same
ranking as the overall average ranking in six areas of competence, either
higher or lower. This implies that the six competencies are not elevated in
proportion to one another if they are high, and that they are independent of
each other and are not organically related to each other. Of course, there may
be a slight organic relationship between competence areas, but it is not a
close relationship.
In the second analysis report, the data of the applicant's
assessment results will be analyzed based on the ranking and relation. In the
analysis, all 6 job title were classified as Staff - Assistant Manager - Department
Manager - Deputy General Manager - General(Team) Manager - Director.
The results of the analysis will show which job title is
the best and which job title is the lowest, and the results of analysis on the
strengths and weaknesses of the six competency fields are also disclosed.