SDEM

Skills Drive Evaluation Model

Better People ! Better Business!

a model developed by

Starting with 2016, after 10 years of practice in the human resources field,
ABC Human Capital launches SDEM (Skills Drive Evaluation Model),
the most efficient evaluation tool for a complete understanding of
the human resources.
Find out how we intend to help companies to have better people for a better business!

G e n e r a l

HARD & SOFT SKILLS

P r o f i l e

What does SDEM look like?

40%

75%

ANALISYS
Generalisation
Skills under 40% from a capacity of100%.
High practice of poor skills (75%)
Medium level of personal factors influence

Showing the development level of

soft / hard skills selected for
evaluation

69%

PRACTICE DRIVE

Showing the skills application

during the practice on the job /
career
PERSONAL DRIVE

Showing the factors that influence the

skills manifestation / impact or
success

SDEM. Main Objective

4
HR IMPROVEMENT NEEDS
In order to control & manage the HR
environment it is important to have a high
visibility about peoples' capabilities and
actions in the business environment.

SDEM OBJECTIVE
Why invest in HR if you do
not know how your
investment will be
capitalised?

SDEM helps you control,

manage and improve
people as a BUSINESS
RESOURCE.

2
3

HR REALITY
The human resources administration tends
to be volatile, highly dynamic, with
diculties in understanding how to eciently
use the most important resources of the
company.

HR ADJUSTMENT
In order to have a high function of people in
business it is important

to highlight how, when and where employees

aect the business

to know about their practice pattern (good or

bad)

to know the energy that employees are

willing / can spend in the business,

The Global SDEM Image

SKILLS

PRACTICE DRIVE

PERSONAL DRIVE

Hard & Soft

Experience in the
application of the skills

Energy/ personal factors

that influence the
application of the skills

#1/50%

#2/25%

#3/25%

PARTIAL EVALUATION
You will find out what the
employees know. This does
not mean that they will use
the skills.

EVALUATION COMPLETE
WITH PRACTICE

EVALUATION COMPLETE
WITH PRACTICE

You will find out how they

can use the skills they have.

You will find out what

personal factors block or
facilitate the skills usage.

INTEGRAL
EVALUATION

SDEM Details
GENERAL SKILLS
EXPECTED FROM THE EMPLOYEES
HARD SKILL

What do the employees know related to the job,

team, department, company and so on?

Professional
Knowledge

Low

Professional
Responsibilities
Low

About
- how qualified they are to
do their job
- what must they learn to
work better
- how your objectives are
influenced by poor /good
knowledge
About
- the level of real experiences
required on the job
- the gap between what they
can do vs what they must do

PRACTICE DRIVE
HOW THE SKILLS ARE INFLUENCED
BY PRACTICE
How do the employees put into practice
their skills?

Flexibility
Reduced
Medium
High
Development
Seldom
Occasionally
Continuous

The capacity to
improve the skills
level

How does the personal energy influence all skills of your

employees?
The personal drive takes into consideration the energy that
people are willing / can consume when they act.
PERSONAL FORCE

1. Confidence
2. Passion
3. Self empowerment
4. Stress management
5. Personal burn out
Low

Maturity

SOFT SKILL (more then 60 competencies developed)

The competencies
are adaptable in
various situations

PERSONAL DRIVE
HOW ARE THE SKILLS CONDITIONED BY
PERSONAL FACTORS

Reduced
Medium
High

Resistance to the
influence of the
environmental
factors

About
- how the personal force
influences the employees' hard
and soft skills
- all about their passion /
motivation for the job /
company
- the employees energy
consumption *stress / burn-out)
and power to do their job

PERSONAL DRIVE

What attitude do the employees have in the business?

Soft Skill

Low

About
- how the employees'
attitude influence their
performance / relationships /
management activity /
business dynamic, all
aspects influencing in fact
the company objectives,
working style, organisational
culture and so on

Impact

Reduced
Medium
High
Frequency

Reduced
Medium
High

The competencies
have / don't have an
impact on the
business

Frequency in skills
usage during the
career.

1. Focus on people
2. Focus on career
3. Focus on power
4. Focus on expertise
5. Focus on business
6. Focus on personal matters
Low

About
what are the areas of interest
of the employees
A poor interest in the
business annihilates all
good results of the skills
and practice.

SDEM Input
GENERAL SKILLS

PRACTICE DRIVE

PERSONAL DRIVE

HARD SKILL
Professional Knowledge
Professional Responsibilities

HOW CAN YOU USE THE RESULTS?

In recruitment: to select the most qualified employees
In induction: to see the gap between companies'
expectations and new employees' potential, setting and
monitoring the objectives for probation
In talent development / career path: to invest the right
budget in the proper employees
In development programs: to spend the budget for the
most needed trainings
In performance management: to control and improve the
employees performances

PERSONAL FORCE

Development

HOW CAN YOU USE THE RESULTS?

Maturity

Impact

Frequency

HOW CAN YOU USE THE RESULTS?

SOFT SKILL (more then 60 competencies developed)

HOW CAN YOU USE THE RESULTS?

In recruitment: to select the candidates with the expected
attitude of a possible employee
In all aspects related to employees attitude that influence
the business success. You can control management style,
improve employees attitude, induce better behaviours
between employees, teams functions or clients orientation
and so on.

1. Confidence
2. Passion
3. Self empowerment
4. Stress management
5. Personal burn out

Flexibility

Without energy, no employee can perform, whatever level of

hard or soft skills they have.
Knowing the personal force of your employees, you can
decide the directions of the company's investment
regarding:
HR development
HR motivation factor (control and optimize)
HR risks regarding performance
Monitoring the stress level and personal burn level out and
so on.
PERSONAL DRIVE

To adjust the competencies practice!

This section offers you the answer about how
the employees put in practice what they know.
A good level of competency without practice
means little to the business.
Knowing the practice experience, you can
influence the general performance (deadline,
capacities to act or manage, to achieve
objectives and so on).

HOW CAN YOU USE THE RESULTS?

1. Focus on people
2. Focus on career
3. Focus on power
4. Focus on expertise
5. Focus on business
6. Focus on personal
matters

Is it worth investing in HR if
employees are not interested in the
business? Knowing the personal drive
you can decide the directions of the
company's investment and if needed,
to refocus on the employees interest
on the business.

SDEM Implementation
The entire program was designed to adjust to all business environments.
This is why we developed a process that allows us to create the best
personalised evaluation approach for our clients.

Adjust the HR
intervention plan
with the client
input.

Understand the
HR reality.
What is important
for our client
related to their
HR environment?

Customise the
solution for the
clients
requirements.

Give our solution

personalised to
the clients needs
(proposal)

Cover all
operational
aspects about
the evaluation
(agenda, tools,
specialists,
reporting etc)

Deliver the HR
data together
with an analysis,
proposed
solution and plan
nd plan

What does SDEM Do?

First of all, SDEM treats employees as business resources, highlighting why it is
important for managers / owners to use this resource efficiently.
Our model is developed to help companies to

find out WHAT employees know,

HOW and WHAT knowledge do they put
into practice

decide what INVESTMENTS to make

in people, controlling and optimising HR
related with the business needs

find out if their employees can and

will obtain performance, and if not / or
yes WHY, creating pertinent previsions
about the business success

find out how HR spent their energy in

their job,
find out the employees involvement
in your business

SDEM support for HR

SDEM can be applied in all HR aspect such as

HR Management

Recruitment & Selection

To find out the candidates skills and how
they use them in job
To establish the gap between the required
skills and the candidates' level of a certain
skill, predicting the right path for new
employees in order for them to perform.

Induction
Having the skills/ drive profile, HR can manage
the objectives in the induction period and decide
what to do with the new employees in order for
them to perform.

To develop the right programs for

development, performance, promotion,
management

HR
ADMINISTRATION
&
CONTROL

HR Outgoings
It is important to invest in the right people, in
the right direction, for the right programs
(training, performance, motivation and so on)

About

Credentials
We always act as a filter between the HR market and our clients.
We have:

a great team with high HR expertise in training, evaluation,

recruitment & selection and consulting
more then 10 years of recruitment & selection
more then 5 years of evaluation
more then 20 business areas experience
more then 228 companies in out portfolio
a constant interest to develop and adapt the HR tools at the rapid
changes of the business environment

Email: office@abchumancapital.ro
Phone: +4 0721-243-305
Website: http://www.recrutaresiselectie.ro

Find more about us

ABC Human Capital, Bucharest, Romania

Email:

oce@abchumancapital.ro

Phone:

+4 0721-243-305

Website: http://www.recrutaresiselectie.ro