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Promotion Related Feedback Promotion decisions are generally made on basis of objective target achievement, feedback of managers, qualifications etc. These input though are useful, but incomplete. Objective target achievement is many–a–times available for a short window of work, thus is affected largely by randomness. Secondly, different people face different conditions and markets, which are not captured in their target achievement. Also, from a role change point of view, target achievement is not the best measure, since a different set of skills may be needed for the role change. On the other hand, manager feedback is subjective, non-standardized and could be biased. Thus using these inputs in isolation can be disastrous.

Aspiring Minds’ AMPro gives an objective measure of the candidate’s cognitive skills and personality to the decision–maker. There is clear evidence that cognitive skills and certain personality traits such as conscientiousness are good predictors of long term success of the candidate. AMPro also builds in parameters for specific skills that are needed for a role and makes recommendations on the basis of the same.

AMPro aims to add value to the promotion process and add to the inputs the decision makers already have. The objectivity of the new inputs make them consistent pan organization across geographies.

Finally AMPro combines all the data together that of the target achievement, manager feedback and objective skill and personality of the candidate to provide an wholesome picture for the decision maker. Using such comprehensive analysis, the chances of wrong promotions are eliminated to nil.