About the Diagnostics
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About the Diagnostics
The RGi Diagnostic Center provides a broad and deep inventory of assessment instruments for use in the organization.
RGi Organizational Diagnostics
There are 13 organizational diagnostic inventories. These inventories focus on competencies affecting all and/or substantial sectors within the body organization. Each organizational diagnostic includes a facilitator’s guide and participant/respondent guide (pdf). The OD library is designed to serve a wide cross-section within the organization including executive leadership, workgroups and teams, culture, and tactical areas.
RGi Horizontal Diagnostics
There are 47 horizontal diagnostic inventories. These inventories focus on competencies encompassing the horizontal dimension of the organization, meaning they should be present across the organization in varying degrees of expression and performance.
The Horizontal Diagnostics are ideal for getting a quick view of peoples perceptions, insight, and feedback. Use them when working with team and leadership development, functional departments, business units, and across the organization.
You can also use the horizontal assessments to map back to specific job descriptions. For example the competency of Building Value-Based Relationships; where should it reside in the organization? Clearly, the answer is in several places including sales, HR, Leadership, and others.
RGi Vertical Diagnostics
There are 14 vertical diagnostic inventories. These inventories focus on competencies encompassing the vertical dimension of the organization, meaning they need to be present in order for the organization to sustain its success over time.
A good place to start is to ask: How good are we at developing effective leaders? Or building high performing managers? To determine this, you would necessarily conduct the diagnostic for Developing Effective Leaders and Building High Performing Managers.
Individual, two competency inventories in the vertical diagnostic library.
You can use the vertical assessments in leadership development programs, team lead development, and targeted training and coaching activities.
RGi Individual Performance Diagnostics (optional, not included in programs)
There are 70 individual performance diagnostic inventories. These inventories focus on four key performance behavior areas we call the progression of competence.
The progression of competence
The RGi Individual Performance Diagnostic assumes to be a successful contributor we must do four things well.
1. We need to know something – our knowledge, skills, and abilities
2. We need to do something – our role, responsibilities, and work activities
3. We need to engage with people – our interpersonal skills and collaboration with others
4. We need to get results – our standards of achievement orientation for self and others
The Job Titles are fundamental descriptions allowing you to customize them to fit your unique requirements.
The Primary Role Responsibilities are typical areas of responsibilities associated with each job title and job description.
The Work Activities include both specific work activities as well as the typical generic work activities performed by each job title.
The Competencies have been assigned to each individual job description based on a master competency index of key competencies defining a typical organization’s human capital performance metrics.
The Knowledge, Skills, and Abilities (KSA) are specific KSAs associated with each job title and job description.
NOTE: All information can be customized to more clearly define each job’s role and responsibility.
RGi Functional Performance Diagnostics (optional, not included in programs)
The Functional (Line of Business) Performance Diagnostics are designed to measure the level of a functional department’s or business unit’s effectiveness. Performance effectiveness is described, in a broad sense, as
Providing Relevant Services
Leveraging Technology
Optimizing Resources
Improving Processes
There are 16 functional department diagnostic inventories. The inventories can be customized to match your unique requirement. The data library contains three (3) groups or levels of information to select from. The first group is at a high level, the second group at the mid-level, and the third group at the basic level. This way you can easily construct inventories relevant to your organization’s needs.