Needs Assessment for Actionable Outcomes
Financial Services
The HORN Centre of Applied Measurement (HCAM) originated from a close relationship between HORN and the Ontario Institute for Studies in Education at the University of Toronto (OISE/UT).
HCAM’s mission is to bring value by assisting clients to make fact-based decisions and smart investments.
Rigorously define and quantify desired outcomes - the metrics or Key Performance Indicators (KPIs) that define success and let clients know when they have achieved it. KPIs can be defined at multiple levels: attitudes > behaviours > activities > business results.
Determine the optimal measurement strategy and methodology to assess progress in achieving desired outcomes. The strategy must balance practicality with statistical rigour.
Execute a measurement strategy with strong data integrity involving: administration > data tabulation > analysis of findings > summary reporting. We produce cost-effective insights that enable our clients to move forward with confidence.
Strategies and supporting tools are precisely designed:
Here is a glimpse at the type of Measurement Projects and related methodologies our clients seek our support to execute:
We precisely define specific attitudinal and behaviour changes that are required, employing:
Qualitative 1:1 Interviews | Qualitative Focus Groups | Attitudinal Self-Assessments | Scenario-based Knowledge Assessments | 180° or 360° Competency-based, Behavioural Assessments | Scenario-based Behavioural Interviews | Team Performance Audits
Our training evaluation capabilities span all levels of measurement, from reaction/planned action (level 1), to behavioural change (level 3), and return-on-investment (level 5), employing:
Qualitative 1:1 Interviews | Qualitative Focus Groups | Attitudinal Self-Assessments | Scenario-based Knowledge Assessments | 180° or 360° Competency-based, Behavioural Assessments | Scenario-based Behavioural Interviews | Team Performance Audits
We custom-design screening tools that assess the specific attributes, experiences and competencies of ideal job candidates, employing:
Qualitative 1:1 Interviews | Attitudinal Self-Assessments | Scenario-based Knowledge Assessments | Scenario-based Behavioural Interviews
We produce objective talent assessments linked to specific objectives and the observable demonstration of organizational values and functional/leadership competencies, employing:
Attitudinal Self-Assessments | Scenario-based Knowledge Assessments | 180° or 360° Competency-based, Behavioural Assessments | Scenario-based Behavioural Interviews | Team Performance Audits
We create frameworks to objectively and consistently assess the performance and potential of talent pipelines, employing:
Attitudinal Self-Assessments | Scenario-based Knowledge Assessments | 180° or 360° Competency-based, Behavioural Assessments | Scenario-based Behavioural Interviews
We custom-design culture surveys that benchmark current employee perceptions and measure progress against desired cultural values, employing:
Qualitative 1:1 Interviews | Qualitative Focus Groups | Attitudinal Self-Assessments | Scenario-based Behavioural Interviews
Our extensive research related to the characteristics of high-performance teams provides a foundation for assessing the current performance of executive, leadership and cross-functional teams, employing:
Qualitative 1:1 Interviews | Qualitative Focus Groups | Attitudinal Self-Assessments | 180° or 360° Competency-based, Behavioural Assessments | Scenario-based Behavioural Interviews | Team Performance Audits
We assess employee and leader readiness, understanding, and commitment to critically-important client initiatives both at a point-in-time and over time, employing:
Qualitative 1:1 Interviews | Qualitative Focus Groups | Attitudinal Self-Assessments | Scenario-based Knowledge Assessments | 180° or 360° Competency-based, Behavioural Assessments | Scenario-based Behavioural Interviews | Team Performance Audits
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