Measurement and monitoring of behavioral changes of participants (BCP)
Objective: Through periodic surveys with the people who are part of the employee ecosystem, we are able to measure the results of behavior change (of the group and individually) after the start of the program and evaluate the evolution in behavioral indicators throughout the entire journey of transformation and development, what we call BCP (Behavior Change Perception).
1.) Application of an initial assessment, focused on the skills and context of the organization (Heat Map)
Created in partnership with the HR/DHO team, it aims to map out the soft skills to be developed/worked on in the participants. The individual form is created and sent to employees before the program begins.
2.) Consolidation of results, definition of individual development priorities (Heat Map)
A consolidated report is generated for the program management team, showing the scales with the responses, mapping opportunities and development priorities. The assessment responses are consolidated, providing an overview of the group (heat map) and each individual for each competency assessed. This defines the competencies that will be prioritized by each participant throughout the development program.
3.) Development Actions (Facilitations and other learning tools)
During the development cycle, the SETA facilitator will use various techniques and resources to develop employees: Synchronous content facilitation (virtual, face-to-face or hybrid), Group/Peer Consulting; Coaching Fundamentals (ICI); Knowledge Pills (SETA Digital Platform), Reverse Mentoring, Cross-Meetings, Train-The-Trainers, Experimentation, Action Learning, etc. In addition, each participant will have their own list of actions/tasks/experiments to carry out during the period.
4.) Meetings with all participants to share their learnings (Learning Squares)
Virtual meetings lasting between 1 and 2 hours each with all participants to exchange experiences, insights, reports and ideas for applying the concepts in everyday life, questions, as well as learning from the cycle and defining the outlook for the new cycle.
5.) Final evaluation: application of an assessment, both individual and collective (BCP - Behavior Change Perception), focused on the competencies worked on throughout the development journey.
We carry out a survey focused on the competencies/behaviors worked on in the development program, with the participation of the people indicated by the employees involved in the program (ecosystem). In this way, we can measure individual progress and leave recommendations for maintaining the new habits. We used a reference period of 50-60 days after the end of the program, based on studies that show how long it takes for new habits to become established. The methodology is based on a scale of behavior frequency, rather than behavior quality.
The assessment is completed by employees (peers, superiors, internal clients or subordinates) nominated by the participants after the end of the program. The answers are anonymous.
The assessment answers are consolidated and the group's view is obtained (how much of the expected behaviors were observed in the trained/assessed group) and also each individual's view for adjusting their action plan.
Seta builds the assessment according to the competencies worked on in the Training Program, in conjunction with HR.
In addition to the individual report/feedback, a consolidated report is generated for HR/DHO to monitor the progress of the group as a whole.
Where we work
Suzano, Plaenge, Dafiti, Baker Hughes, GE, MRS, entre outros
1.) Application of an initial assessment, focused on the skills and context of the organization (Heat Map)
Created in partnership with the HR/DHO team, it aims to map out the soft skills to be developed/worked on in the participants. The individual form is created and sent to employees before the program begins.
2.) Consolidation of results, definition of individual development priorities (Heat Map)
A consolidated report is generated for the program management team, showing the scales with the responses, mapping opportunities and development priorities. The assessment responses are consolidated, providing an overview of the group (heat map) and each individual for each competency assessed. This defines the competencies that will be prioritized by each participant throughout the development program.
3.) Development Actions (Facilitations and other learning tools)
During the development cycle, the SETA facilitator will use various techniques and resources to develop employees: Synchronous content facilitation (virtual, face-to-face or hybrid), Group/Peer Consulting; Coaching Fundamentals (ICI); Knowledge Pills (SETA Digital Platform), Reverse Mentoring, Cross-Meetings, Train-The-Trainers, Experimentation, Action Learning, etc. In addition, each participant will have their own list of actions/tasks/experiments to carry out during the period.
4.) Meetings with all participants to share their learnings (Learning Squares)
Virtual meetings lasting between 1 and 2 hours each with all participants to exchange experiences, insights, reports and ideas for applying the concepts in everyday life, questions, as well as learning from the cycle and defining the outlook for the new cycle.
5.) Final evaluation: application of an assessment, both individual and collective (BCP - Behavior Change Perception), focused on the competencies worked on throughout the development journey.
We carry out a survey focused on the competencies/behaviors worked on in the development program, with the participation of the people indicated by the employees involved in the program (ecosystem). In this way, we can measure individual progress and leave recommendations for maintaining the new habits. We used a reference period of 50-60 days after the end of the program, based on studies that show how long it takes for new habits to become established. The methodology is based on a scale of behavior frequency, rather than behavior quality.
The assessment is completed by employees (peers, superiors, internal clients or subordinates) nominated by the participants after the end of the program. The answers are anonymous.
The assessment answers are consolidated and the group's view is obtained (how much of the expected behaviors were observed in the trained/assessed group) and also each individual's view for adjusting their action plan.
Seta builds the assessment according to the competencies worked on in the Training Program, in conjunction with HR.
In addition to the individual report/feedback, a consolidated report is generated for HR/DHO to monitor the progress of the group as a whole.
Where we work
Suzano, Plaenge, Dafiti, Baker Hughes, GE, MRS, entre outros