The Operational Level Assessment Program (O-LAP) is a sub-product of SMO-LAP in the form of an Assessment Center tool specifically for assessing managerial abilities at the Operational level (First Line Manager), or for occupying operational level manager positions. The definition of an operational level leader here is a managerial position holder at the first line manager level, such as supervisor, team leader, assistant manager, etc. Program participants themselves can be one level below the first line manager or at the equivalent level.
Definition of competency
Ability to understand and comply with company regulations, service standards, protocols and organizational codes of ethics in order to produce quality products
Understand what makes an organization successful, including capturing existing opportunities.
Encouraging digitalization in the organizational environment.
Ability to decompose problems into small parts and understand their realization. Includes the ability to recognize cause-effect relationships or if-then relationships systematically, make comparisons between aspects, and determine logistical priority orders.
Ability to make continuous improvements to improve organizational performance.
Ability to ensure staff carry out work according to expected goals.
Ability to work together in a group to achieve agreed goals.
Ability to understand customer needs, both internal and external, and do the necessary things to meet customer needs.
Problem analysis
1 jam
Presentation & Q&A
50 minutes (20 minutes presentation + 30 minutes question and answer)
Explanatory interview
30 minutes
Role play
1 hour (30 minutes preparation + 30 minutes implementation)
Competency-based interview (additional)
1 hour
One-on-one Feedback (additional)
1 hour
This program is suitable for measuring managerial competence for employees at the following levels:
BOD
Manager
Assistant manager
Supervisor
Senior staff
Teuku Zilmahram has experience in the assessment center field for more than 20 years. He had developed the assessment center-based development method 12 years ago. This method became known as Post Assessment Development (PAD), especially in the Telkom Group and several BUMN.
He has experience as Head of the Telkom Assessment Center Unit. Currently, Teuku Zilmahram is the Chair of the Indonesian Assessment Center Association (PASSTI), and has served as Chair of the West Java Himpsi (Indonesian Psychological Association).
Teuku Zilmahram has completed psychology studies in the Master of Human Resources Management department at UNPAD, has conducted studies related to Competency Based HRM (CBHRM), Assessment and HRD at the University of Sydney, RSM Erasmus University, Singapore Telecommunication Academy, Lucent Technology, etc.
Currently Teuku Zilmahram is Deputy Director of Assessment Services at Prasmul-Eli and also Chair of the Indonesian Assessment Center Association.
The Operational Level Assessment Program (O-LAP) is a sub-product of SMO-LAP in the form of an Assessment Center tool specifically for assessing managerial abilities at the Operational level (First Line Manager), or for occupying operational level manager positions. The definition of an operational level leader here is a managerial position holder at the first line manager level, such as supervisor, team leader, assistant manager, etc. Program participants themselves can be one level below the first line manager or at the equivalent level.
Definition of competency
Ability to understand and comply with company regulations, service standards, protocols and organizational codes of ethics in order to produce quality products
Understand what makes an organization successful, including capturing existing opportunities.
Encouraging digitalization in the organizational environment.
Ability to decompose problems into small parts and understand their realization. Includes the ability to recognize cause-effect relationships or if-then relationships systematically, make comparisons between aspects, and determine logistical priority orders.
Ability to make continuous improvements to improve organizational performance.
Ability to ensure staff carry out work according to expected goals.
Ability to work together in a group to achieve agreed goals.
Ability to understand customer needs, both internal and external, and do the necessary things to meet customer needs.
Problem analysis
1 jam
Presentation & Q&A
50 minutes (20 minutes presentation + 30 minutes question and answer)
Explanatory interview
30 minutes
Role play
1 hour (30 minutes preparation + 30 minutes implementation)
Competency-based interview (additional)
1 hour
One-on-one Feedback (additional)
1 hour
This program is suitable for measuring managerial competence for employees at the following levels:
BOD
Manager
Assistant manager
Supervisor
Senior staff
Teuku Zilmahram has experience in the assessment center field for more than 20 years. He had developed the assessment center-based development method 12 years ago. This method became known as Post Assessment Development (PAD), especially in the Telkom Group and several BUMN.
He has experience as Head of the Telkom Assessment Center Unit. Currently, Teuku Zilmahram is the Chair of the Indonesian Assessment Center Association (PASSTI), and has served as Chair of the West Java Himpsi (Indonesian Psychological Association).
Teuku Zilmahram has completed psychology studies in the Master of Human Resources Management department at UNPAD, has conducted studies related to Competency Based HRM (CBHRM), Assessment and HRD at the University of Sydney, RSM Erasmus University, Singapore Telecommunication Academy, Lucent Technology, etc.
Currently Teuku Zilmahram is Deputy Director of Assessment Services at Prasmul-Eli and also Chair of the Indonesian Assessment Center Association.
