Assess Key Operation Manager Skills Using This Operations Manager Assessment Test
Operations manager assessment test enables you to test the specific skills required for operations manager positions. Use this assessment to measure operations manager core competencies like self- effectiveness, business acumen, leadership skills and people management abilities.
Ready to Use
Psychometric, Aptitude
1-3 years
Moderate
60 Minutes
114 Questions
Operations Manager, Supply Chain Manager, Operations Director
Spanish, English India, English Global
Inside This Assessment
Mercer | Mettl’s test for measuring operation manager skills is a psychometric assessment tool developed by subject matter experts. The test helps measure operations manager core competencies necessary for a professional to thrive in the role. The test focuses on the diverse requirements of the role.
SKILL LIBRARY
Operations Competency Framework
Get a detailed look inside the test
Competency Under Scanner
People management
Self-effectiveness
Leadership skills
Business acumen
Competencies:
The Operations Manager Test analyzes candidates' tendency to be warm and respectful, even when working with people from diverse backgrounds. This subskill requires candidates to be understanding, tolerant, and open-minded about others' views and comfortable working with people with different perspectives.
Candidates must also be able to systematically monitor their team members' and subordinates' performance. They should be able to speak their minds genuinely, reward and recognize good performance openly, and flag underperformance for corrective action.
The Operations Manager Assessment section checks candidates' cooperative and accommodating abilities. It also assesses their capability to effectively delegate tasks to team members based on the needs, skills, and interests of specific team members.
Candidates should also be able to contribute to the development of their team members. They should be able to provide their team with mentoring, coaching, feedback, suggestions, and training using different learning and development approaches.
The Operations Manager Skills Test also measures candidates' ability to be tuned to their own and others' emotions. It also checks whether candidates can understand and listen to different people's problems and help them with conflicts.
Competencies:
Candidates should be able to demonstrate their honesty and ethics in all transactions, whether with internal or external stakeholders and earn their trust.
Candidates should demonstrate their ability to adjust and adapt to change without getting bogged down in dynamic situations.
This section of the Operations Manager Skills Test requires candidates to demonstrate their ability to learn new skills and modify their knowledge when exposed to new information.
The Operations Manager Test also evaluates candidates' ability to take initiative and seek responsibility. Candidates must demonstrate their eagerness to work on tasks, identify problems, and solve problems of their own volition.
The test also evaluates candidates' resilience in the face of challenges or adversity and checks whether candidates can manage their emotions positively and effectively.
Competencies:
In the Operations Manager Skills Test, candidates must also demonstrate their ability to take responsibility for their actions or decisions and follow through on commitments without blaming someone else in case of failure.
The test also evaluates the candidates' ability to help other employees and ensure they are treated right in the organization.
Candidates should also show they can set priorities, goals, and timetables to manage their time effectively.
The test evaluates candidates’ will to achieve their goals, focusing their energy and resources to finish what they started.
The test assesses candidates' ability to coordinate personal insights and others’ knowledge into practical actions and their ability to use interpersonal skills to interact with others.
The test evaluates candidates' ability to establish systematic courses of action for themselves and others to accomplish set goals within stipulated timelines. Candidates should be able to consider the urgency and importance of tasks to set priorities properly.
Competencies:
This section of the Operations Manager Assessment evaluates candidates' ability to develop a vision and lead their team to achieve that vision.
The test assesses the candidates' understanding of the organization and its line of business, the competitive landscape, and their ability to position the organization's USPs to win over customers.
The Operations Manager Skills Test evaluates the candidates' tendency to ensure that all customer requirements are fulfilled on time, thus improving customer satisfaction and delight.
Candidates should showcase their ability to ensure that internal and external customers consistently receive excellent service, which helps raise the bar for customer service experience.
Candidates should demonstrate a proper understanding of the organization’s business and the interdependencies among its various lines of business.
The test also evaluates candidates' ability to use rational thinking to critically assess given information, draw inferences, identify assumptions, and evaluate arguments successfully.
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The Mercer | Mettl Advantage
Frequently Asked Questions (FAQs)
1. What if a person takes an assessment in a socially desirable manner or fakes or manipulates the responses?
The assessment has been designed on the ‘semantic differential’ format, which requires candidates to consider their preferences and choose between two " equally desirable" statements. The assessment also delivers ‘instructional warnings,’ where candidates are informed that distorted or fake responses will invalidate the assessment. The assessment tool can also identify specific response patterns that may indicate fake responses.
2. Can we determine the appropriate levels of behaviors required for a specific job role in an organization?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
3. Will your assessment score candidates who are applying for jobs appropriately?
Yes. Mercer | Mettl has undertaken efforts to include a diverse and representative sample during assessment development. Further, Mercer | Mettl also offers options to optimize assessment content and scoring based on the context provided by our clients. Ask us about our local norms and validation, and we’ll gladly assist you with them.
4. Can a company's competency framework be mapped to the assessments?
Yes. We can provide customized assessment solutions that consider the organization’s requirements and competency framework to determine the appropriate behaviors that indicate success in the organization's context. Please write to Mercer | Mettl with the request for assistance.
5. How do we determine the norm group's proficiency level thresholds?
The normal probability distribution of scores of a particular norm group determines the proficiency levels required.
6. How are norms decided for MPP?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
7. What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
We have taken all necessary steps to reduce the possibility of test takers trying to present themselves in a socially desirable manner. For example, the test follows a ‘semantic differential’ format, which makes it hard to ‘guess’ the appropriate response. Additionally, the items are presented in a format that requires one to consciously think about one's preferences and then choose a more ‘desirable’ statement. The tool also identifies specific patterns of the responses and can indicate if candidates attempt to respond dishonestly.
