1) Zydus Cadila partnered with Mettl to conduct a comprehensive psychometric assessment of its employees across all job roles to develop a competency framework. 2) Over 1,500 assessments were administered and benchmark scores were established accounting for regional biases. 3) Custom assessments combining personality, cognitive, and role-specific tests were defined for different job roles and experience levels to aid in hiring and development. 4) The assessments and competency framework are intended to improve hiring quality, development, engagement, and business performance at Zydus Cadila.

1. ZYDUS CADILA & METTL– A PSYCHOMETRIC
ASSESSMENT CASE STUDY
ZYDUS NEEV - MAPPING,
BENCHMARKING AND VALIDATING
CORE COMPETENCIES OF THE 4TH
LARGEST PHARMACEUTICAL
GIANT

2. •Achievement Orientation
•Taking Accountability
•Quality of output
•Risk Taking
•Logical Thinking
•Decisiveness
•Functional Know-how
•Enterprise Mindset
•Long-term Thinking
•Providing Clarity
•Holding People
Accountable
•Recognition
•Empower
Team/People
•Coaching and Mentoring
•Providing Opportunities
•Impact and Influence
•Understanding Others
•Collaboration and
Integration
Team
Leadership
Building People
Capability
Working Across
Boundaries
Delivering
Excellence
Business
Orientation
ZYDUS NEEV: THE COMPETENCY
FRAMEWORK
Entrepreneurial Decision Making

3. Delivering
Excellence
Entrepreneurial
Decision Making
Business
Orientation
Team
Leadership
Building
People Cap.
Working Across
Boundaries
•Deliberation
•Achievement Striving
•Organizing, Competence
•Self Discipline
•Creativity
•Aesthetics
•Values
•Feeling Actions
•Organization
•Self Discipline
•Deliberation
•Stress Tolerance
•Curiosity
•Energy
•Achievement striving
•Optimism
•Emotional Control
•Assertiveness
•Trust
•Sympathy
•Straight Forwardness

4. THIS COMPREHENSIVE
EXERCISE MADE
ZYDUS THE FIRST NON-
IT ENTERPRISE TO
ROLL OUT
PSYCHOMETRIC
ASSESSMENTS
ACROSS ALL JOB

5. Frontline Field Officer –
Non Experienced
Frontline Field Officer –
Experienced
Firstline Field Managers
Secondline field Managers

6. POST COMPETENCY
MAPPING A SPECIFIC
CUSTOM ASSESSMENT
IS DEFINED
FOR EACH JOB ROLE AND LEVEL
AT ZYDUS

7. 1) Mettl Personality Inventory
2) Mettl Abstract Reasoning Test
1) Mettl Personality Inventory
2) Mettl Abstract Reasoning Test
3) Mettl Customer Focus Test
4) Mettl Sales Knowledge Test
1) Mettl Personality Inventory
2) Mettl Abstract Reasoning Test
3) Mettl Customer Focus Test
4) Mettl Critical Thinking Test
1) Mettl Personality Inventory
2) Mettl Critical Reasoning Test
3) Mettl Abstract Reasoning Test
4) Mettl Customer Focus Test

12. POST ASSESSMENT DELIVERY, ZYDUS HR
UNDERTOOK A COMPREHENSIVE
BENCHMARKING EXERCISE ACCOUNTING
FOR
REGIONAL BIASES DIFFERENT
THERAPY AREAS
1500 ASSESSMENTS WERE ADMINISTERED TO ARRIVE AT BENCHMARK
SCORES WHICH WILL PREDICT SUCCESS IN A PARTICULAR JOB ROLE.
MULTIPLE INTERNAL TEAMS FROM MFG, R&D & API HAD PARTICIPATED
IN THIS BENCHMARKING STUDY

13. Discussion with the concerned
stakeholders to identify and finalize
the assessment activities and make
sure that the competencies were
measurable.
The next step in the planning process for the
organization was to choose
an appropriate benchmark against which
their performance can be measured.
Measures and practices used in the respective
organization were
indentified, so that the business process
alternatives can be examined.

14. We collected primary data, i.e. ,
collection of data directly from the
Company/companies (being benchmarked)
itself.
Steps in selection assessment tools:
• Performance Job analysis: Job analysis helps to identify
and document the primary work activities, competencies,
knowledge, skills, abilities and other characteristics (KSAOs)
requires for successful job performance.
• Competency mapping : This illustrates the desired or expected
behavior over an attribute, and is based on the operational
definition of the competencies and the attributes.
• Deciding the relevance of the tests to be included in the
assessment battery

15. Data Analysis, Data presentation in
graphical format, results projection,
classifying the performance gaps in
processes, and identifying the root
cause that leads to the creation of
such gaps (commonly referred to as
“enablers”) were carried out.

16. A formal action plan that promotes
changes, was ideally formulated keeping
the organization’s culture in the mind,
so that the resistance that usually
accompanies changes was minimized.
A comprehensive knowledge transfer
exercise was initiated wherein the Mettl
team imparted actionable insights into
deciphering reports and making them
palatable for the top management and
hiring managers at Zydus Cadila

17. Assimilating the required information,
evaluating the progress made,
Re-iterating the impact of the decisions
made on the basis of assessments and
making necessary adjustments were
done.

18. PREDICTIVE VALIDATION
To achieve this, post
Implementation an Estimated
Improvement calculation and a
Performance Differential
calculation is done

19. The Predictive validation
scores would be used to hire
“hire potentials” at the
onset and minimize the
chances of a bad hire.

20. GOING FORWARD,
900 PERSONNEL ARE
BEING TRAINED ON
COMPETENCY
BASED
INTERVIEWING
SKILLS TO ENSURE
THAT THE
ASSESSMENT
CENTRE IS COUPLED
WITH A GOOD IN-
PERSON INTERVIEW
PROCESS

21. CLIENT SPEAK
Mettl has undertaken efforts to gain a good
understanding of our environment and
recruitment needs.
The customised assessment process which has
been arrived upon for each job role at Zydus
should be making a big difference! We now
eagerly look forward to improved career
development of our employees resulting in
higher Engagement levels. Improved hiring and
lower level of attrition resulting out of this will
help us enhance overall business health of the
organization.
Some of the early verbatim feedback / comments
I have received from Division Heads and HR
business partners involved in the initial roll-out
are – Very good & methodical process ; quality of
hiring is better now; lesser fall-outs during
training; these Assessments are much more
effective for First Line Manager hiring /
promotion
Mr. Anil Matai -
President & Head -
India Formulations
Business at Zydus
Cadila

22. CLIENT SPEAK
Zydus Neev, our competency framework, is
going to be the foundation of everything we do
in the Talent Management space. We have
worked with Mettl to create Assessment Centers
for our entry level positions and first line
managers to ensure that the candidates we get
are assessed on our framework to ensure we
work with the best.
The process also creates recruitment velocity
since candidates can appear for the assessment
from anywhere due to the tool’s strong
proctoring features. The reports enable the
hiring managers to take better recruitment
decisions and to have a development plan for
each employee who joins us. Zydus is committed
to create benchmark practices in Talent
Management and we are proud to partner with
Mettl in this initiative.
Mr. Prashant Sharma
President - Global
Human Resources &
Corporate
Communications at
Zydus Cadila