Examination of competencies of middle managers - Certified International Professional Manager

Why you should do a competency survey.

Competency survey allows you to determine what knowledge and skills you have in the area required for a Manager. You will learn about your strengths and weaknesses and gain invaluable knowledge about potential directions for competence and career development.

For whom to study the competencies of a Manager - Certified International Professioal Manager (CIPM).

• The middle manager competency examination should be conducted in the context of a variety of positions and roles that have a key impact on the functioning of the organization. Middle managers perform roles that combine operational activities with the achievement of strategic goals, so their assessment should take into account different perspectives. Here's a look at which positions and roles are worth conducting such research on:

• Positions and roles in the organization

• Department and team managers:

• Sales manager: Responsible for achieving sales targets, managing the sales team and developing relationships with key customers.

• Head of Marketing: Manages marketing campaigns, analyzes the market and coordinates promotional activities.

• Head of Finance: Oversees finance, budgeting and financial reporting in the organization.

• HR manager: Manages recruitment, talent development and personnel policies.

• Project Managers:

• Project Managers: Responsible for planning, implementing and completing projects, as well as managing project teams and resources.

• Product Managers:

• Product Managers: Responsible for product development, product lifecycle management and coordination between different departments.

• Operations Managers:

• Operations Managers: Manage the day-to-day operations of the company, optimizing processes and ensuring operational efficiency.

• Client Services/Customer Success Managers:

• Client Services Managers: They manage customer relationships, solve problems and ensure customer satisfaction.

• Supply Chain/Logistics Managers:

• Supply Chain Managers: They are responsible for managing the supply chain, logistics and ensuring on-time deliveries.

How the competency survey is conducted:

The competency test includes 80 multiple-choice questions. During the test, you will get immediate feedback on the correctness of your choices.

The test is conducted with reference to the requirements of the ACI Manager Standard and Heuresis. The test is prepared on the basis of the requirements for HR managers in ESCO and on the level 4 of competence (WRL) taxonomy developed by the World Labor Organization.this makes the survey results transparent and comparable across geographic markets.

You should reserve about 90 minutes for the survey.

What taking the survey will give you:

After taking the survey, you will receive a report from which you will learn what your strengths are as a Manager, i.e. what you already know, as well as what competence gaps you have and what tools you can use to fill them. The survey will make you feel confident to aspire to the role of a manager, or if you are already fulfilling this role, it will confirm your professionalism in this role at a world-class level!

What are the benefits of a mid-level manager competency study?

Undergoing a competency survey of middle managers brings numerous benefits to both the managers themselves and their organizations. Here are the most important of them:

Benefits for middle managers:

Increased self-awareness:

• Recognizing strengths and areas for improvement: Managers can better understand their skills and know where they can improve.

• Feedback from various sources: 360-degree assessments provide feedback from superiors, subordinates and colleagues, giving a more complete picture of their competence.

Personal and professional development:

• Development plans: Identifying specific skills to be developed enables the creation of personalized development plans.

• Training and Coaching: Enables referral to appropriate training and coaching programs that address identified development needs.

Improved job performance:

• Improved management skills: Improved team management, delegation and problem solving.

• Increased self-confidence: Increased confidence in decision-making and task completion.

Career path:

• Better preparation for advancement: Competency development increases the chances of advancement within the organization.

• Recognition and prestige: Receiving positive feedback strengthens a manager's position in the organization.

Benefits to the organization:

Increased efficiency and productivity:

• Better management of teams: Middle managers with developed competencies manage their teams more effectively, leading to higher efficiency.

• Process optimization: Better process management skills of managers can lead to improvements and savings.

Increased employee engagement and satisfaction:

• Improved communication and collaboration: Better middle managers are better able to communicate with the team and build engagement.

• Better team relationships: Effective conflict management and building a positive work atmosphere.

Talent identification and development:

• Better succession planning: Identifying future leaders and preparing them to take on key roles in the organization.

• Reducing turnover: Satisfied and engaged managers are less likely to leave the organization.

Improved business performance:

• More effective implementation of strategic goals: Middle managers play a key role in achieving organizational goals.

• Improved risk management: The ability to respond quickly and effectively to problems and challenges.

Increased organizational competitiveness:

• Innovation: Managers with developed competencies are more open to new ideas and innovative solutions.

• Employer reputation: Organizations that invest in the development of their managers are seen as attractive places to work.

Long-term benefits:

Sustainability of the organization:

• Building a strong organizational culture: Effective managers support organizational values and promote a positive work culture.

• Continuous improvement: Regular competency testing and development of managers leads to continuous improvement of processes and practices in the organization.

Better change management:

• Adaptability: Managers prepared to manage change can better lead their teams through transformational processes.

• Strengthening organizational resilience: Developed managerial competencies enhance an organization's ability to cope with uncertainty and change in the marketplace.

In summary, examining the competencies of middle managers has benefits for both the managers themselves and the organization as a whole. It helps identify and develop key skills, which leads to better performance, employee engagement, achievement of strategic goals and long-term success of the organization.

You are welcome!