Zaid Sultan

Assessment Date : 01-07-2020 18:03:48 (GMT+05:30)

Performance Level : High

37.00 45.00 0.00

Your Total Assessment Cut-Off marks
Score Score (Pass Marks)

82.22 H
Your Performance
Percentage Category

This report helps you to achieve your targets

as per below stated objectives:
Improve your conceptual understanding
Address specific areas of improvement personalized
to you
 Performance Categories
Based on the performance of the students, we have framed the following categories to place you in accordance with your performance

Performance Category Definitions

Excellent
Outstanding level of performance indicates that the candidate has done excellent work and mastered the concepts.
High
High level of performance indicates that the candidate has done above average work and mastered almost all the concepts.
Moderate
Acceptable level of performance indicates that the candidate has done average work and has mastered many of the concepts.
Low
Needs improvement in performance indicates that the candidate has done and mastered very few or none of the concepts.

Performance Criteria

PERFORMANCE CATEGORY RANGE

Excellent 91% to 100% of Max Marks

High 81% to 90% of Max Marks

Moderate 61% to 80% of Max Marks

Low Below 60% of Max Marks

Performance Category based on student marks

SECTION (GROUP) EXCELLENT HIGH MODERATE LOW

Mentoring Skills (Mentoring) 40.95 and above 36.45 to 40.50 27.45 to 36.00 Below 27.00
 SECTION (GROUP) EXCELLENT HIGH MODERATE LOW

Overall Score 40.95 and above 36.45 to 40.50 27.45 to 36.00 Below and equal to 27.00

Where do you stand?

SECTION (GROUP) SCORE PERFORMANCE CATEGORY

Mentoring Skills (Mentoring) 37.00 / 45.00 H

Overall Score 37.00 / 45.00 H

Recommendations and Suggestions

1. Based on your overall scores:
Your overall score falls in the H category. Please avoid misconceptions and maintain time properly.
2. Based on your section-wise performance:
You seem to be strong in Mentoring Skills. So it is suggested that you attempt Mentoring Skills section first
3. Some general suggestions to optimize your score:
The best performers plan and allocate equal time to each section.

Overall Performance Analysis

The below table shows section-wise analysis of marks scored by you, time spent by you, your percentage, your accuracy and number of correct, incorrect,
unanswered and marked for review questions.

MARKS TIME YOUR YOUR MAX NO OF MARKED

SECTION SCORED SPENT BY SECTION SECTION TOTAL QUESTIONS - QUESTIONS CORRECT INCORRECT UNANSWERED FOR
(GROUP) BY YOU YOU (IN PERCENTAGE ACCURACY QUESTIONS TO ATTEMPT ATTEMPTED REVIEW
MINS)
 MARKS TIME YOUR YOUR MAX NO OF MARKED
SECTION SCORED SPENT BY SECTION SECTION TOTAL QUESTIONS - QUESTIONS CORRECT INCORRECT UNANSWERED FOR
(GROUP) BY YOU YOU (IN PERCENTAGE ACCURACY QUESTIONS TO ATTEMPT ATTEMPTED REVIEW
MINS)

Mentoring
Skills 37.00 6:37 82.22% 100.00% 9 9 9 9 0 0 0
(Mentoring)

Total 37.00 6:37 82.22% 100.00% 9 9 9 9 0 0 0

Note:The percentage (%) and accuracy below the prescribed values (60 %) are shown in red color

Below pie-chart shows section-wise percentage of marks scored

Section-wise marks

Mentoring Skills, 37

Mentoring Skills
 Impact of Incorrect Responses
Below table provides the marks lost due to incorrect responses.

SECTION(GROUP) NUMBER OF INCORRECT RESPONSES MARKS LOST DUE TO INCORRECT RESPONSES TOTAL SCORE IF INCORRECT RESPONSES WERE NOT MARKED

Mentoring Skills(grp1) 0 0 37

Overall 0 0 37.00

In order to attempt more accurately, consider the following suggestions while attempting the questions:
1. If you are not able to solve a question correctly or have doubts in your approach towards the solution, skip it for later.
2. Quickly revise the steps for avoiding calculation or casual mistakes.
3. Avoid guesswork.

Overall Preparedness Analysis

The below table represents the percentage of correct questions achieved at the analysis level.
Conceptual errors, for which you would require more reading and understanding of concepts.
Minor or careless mistakes, for which you would require a more composed and calm approach towards solving the question paper.

Time Management
Below table shows the time you spent in each section.
 SECTION (GROUP) TIME SPENT BY YOU (IN MINS)

Mentoring Skills (Mentoring) 6:37

Total time spent 6:37

Recommendations
1. It is essential for each aspirant to plan and schedule time for each section diligently. This is important to score well in each section and ultimately meet the cut-
off.
2. This will also help you in attempting all the questions in each section and hence not missing the opportunity to score more.

Response Change Pattern

Below table provides the number of times you have changed your responses while answering the test and also the nature of those response changes.

SECTION(GROUP) CORRECT TO INCORRECT INCORRECT TO CORRECT INCORRECT TO INCORRECT CORRECT TO UNANSWERED INCORRECT TO UNANSWERED

Mentoring Skills (Mentoring) 0 0 0 0 0

Overall 0 0 0 0 0

It is suggested that guesswork should be avoided for any type of response changes. It has been observed that more often than not, guesswork leads to an incorrect
response thereby inviting negative marks which in turn has an adverse effect on the overall rank.
You must use your knowledge observation and elimination skills to arrive at the correct answer
You must use your knowledge, observation and elimination skills to arrive at the correct answer.

Interpretation and Suggestions

1. Incorrect to incorrect response change:
You may need to work more on the concept level, in order to gain confidence.
2. Incorrect to correct response change:
At the first glance you were not very sure about the solution.
You must spend at least 1 minute per question and if you are not able to reach to the solution, you must revisit the question to enhance your score.
Perform this response change only when you are confident or have spotted a mistake in the solution of your first response.
3. Correct to incorrect response change:
You are not sure of the solution and have either applied a wrong concept or made a calculation mistake.
You need to practice more questions on the same concept.
4. Correct to unanswered response change:
You are not sure of the solution
You need to practice more questions on the same concept.
Perform this response change only when you are not confident of your solution.
You must try to spend at least 1 min before leaving it unanswered.
5. Incorrect to unanswered response change:
Your judgment of avoiding negative marks is right.
You must try to spend at least 1 min before leaving it unanswered.

Overview: Mentoring Skills

The below table provides your marks in Mentoring Skills along with the average marks scored by the others (students who cleared this assessment) and the marks
scored by the topper.

MARKS SCORED BY YOU YOUR SECTION PERCENTAGE YOUR SECTION ACCURACY TIME SPENT BY YOU (IN MINS)
 MARKS SCORED BY YOU YOUR SECTION PERCENTAGE YOUR SECTION ACCURACY TIME SPENT BY YOU (IN MINS)

37.00 / 45.00 82.22% 100.00% 6:37

Note:The percentage (%) and accuracy below the prescribed values (60%) are shown in red color

Question wise Analysis

Correct, 9 Marked for Review, 0

UnAnswered, 0
InCorrect, 0

Correct InCorrect UnAnswered Marked for Review

Performance Analysis: Mentoring Skills

1. The below table analyzes your performance at question level
2. It highlights conceptually strong and improvement areas within the section and areas that require reinforcement of concepts.
3. The accuracy of the response to each question and time spent are correlated and interpreted in terms of expert advice on preparedness level.

Question wise details

Please click on question to view detailed analysis

= Not Evaluated = Evaluated = Correct = Incorrect = Not Attempted = Marked for Review
= Answered = Correct Option = Your Option

Question Details

Q1. Mentees trust Monika. In all her interactions, Monika maintains confidentiality and displays a strong sense of ownership. She is
always on time for her discussions with the mentees. She respects their personal space, admits her errors and proactively, takes the
responsibility of correcting herself when she goes wrong.
How good I am in establishing my credibility and building trust?

Status : Answered

Options :

1. Sometimes I fail to keep my commitments despite my honest intentions.

2. My work keeps me occupied and I fail to keep my commitments several times.
3. display trustworthy behaviour in all my interactions and always keep commitments.
4. Barring a few instances, on most occasions I keep my commitments.

Timespent (in sec): 76 Correct to Incorrect: 0 Incorrect to Correct: 0 Incorrect to Incorrect: 0 Correct to unanswered: 0 Incorrect to unanswered: 0
 Q2. Monika believes in challenging her mentees to rise above their existing levels of performance. She suggests that her mentees
observe high performers and imbibe a ‘never give up’ spirit toachieve the best.
Am I able to inspire people to achieve their best?

Status : Answered

Options :
1. I encourage those who I feel are capable of taking up challenges.
2. I try to encourage and inspire people to take up challenges.
3. I encourage and inspire people to take up challenges because I love taking up challenges myself.
4. I do not push people to raise the performance bar, because it finally depends on their ability and willingness.

Timespent (in sec): 43 Correct to Incorrect: 0 Incorrect to Correct: 0 Incorrect to Incorrect: 0 Correct to unanswered: 0 Incorrect to unanswered: 0

Q3. Monika believes that people learn immensely from interacting with stakeholders from all walks of life. She helps mentees
develop appropriate contacts, get assignments or opportunities by showcasing their abilities.
Can I help people increase their networking skills and open new opportunities for themselves?

Status : Answered

Options :

1. I have a big network and I always help people get connected with others.
2. I am more introverted. I avoid networking as far as possible.
3. I know networking is helpful, but I have not leveraged social networking to the extent I should have in my role.
4. I like to connect with people, but time does not always permit me to do so. Whenever I develop a network, I maintain it and share it with the
people around me as and when they need such connects.

Timespent (in sec): 46 Correct to Incorrect: 0 Incorrect to Correct: 0 Incorrect to Incorrect: 0 Correct to unanswered: 0 Incorrect to unanswered: 0
 Q4. Monika gives developmental feedback. She uses positive language, speaks in a formal tone while suggesting opportunities for
improvement. She believes in giving corrective feedback to the mentee in a one on one environment soon after the action/
performance.
How good am I in providing critical feedback?

Status : Answered

Options :
1. Many a times I avoid giving critical feedback because it makes me feel awkward.
2. Sometimes I get delayed by work pressure and the feedback reaches the person a bit late.
3. When it comes to critical feedback, I assertively talk about the person’s performance and the impact it has created, within a few days of the
incident.
4. I am rather blunt when I give feedback. I do not believe in formalities when it comes to informing people of their shortcomings.

Timespent (in sec): 43 Correct to Incorrect: 0 Incorrect to Correct: 0 Incorrect to Incorrect: 0 Correct to unanswered: 0 Incorrect to unanswered: 0

Q5. Monika encourages her mentees by giving them positive feedback. She verbally acknowledges their positive traits and
appreciates their achievements through mails and messages.
Do I encourage and appreciate the people around me?

Status : Answered

Options :

1. It is not mandatory to give positive feedback, so I generally do not do it.

2. I never fail to appreciate and encourage people.
3. I have given positive feedback to people on certain occasions.
4. On a few occasions I may have missed appreciating people, but generally I make it a point to give positive feedback.

Timespent (in sec): 25 Correct to Incorrect: 0 Incorrect to Correct: 0 Incorrect to Incorrect: 0 Correct to unanswered: 0 Incorrect to unanswered: 0
 Q6. Monika has a clear vision of her mentee's tentative goals, strengths, developmental needs, and the specific help required. She
uses this to suggest ways of improvement.
Am I aware of the strengths and developmental needs of my mentees?

Status : Answered

Options :

1. I am aware of my mentee’s strengths as far as possible. Even if I am not, I can still provide them with the help they need.
2. I am most definitely aware of the aspirations and strengths of my mentees. It is important to use that information to guide them towards the
path of improvement.
3. The kind of advice I give would help anybody, irrespective of their specific strengths and developmental needs.
4. If they want, my mentees share their strengths and developmental needs with me, and then I advise them accordingly.

Timespent (in sec): 41 Correct to Incorrect: 0 Incorrect to Correct: 0 Incorrect to Incorrect: 0 Correct to unanswered: 0 Incorrect to unanswered: 0

Q7. Monika shares anecdotes from her personal life where she had taken risks, faced challenges and consequences. Through her
personal stories sheen courages mentees to take informed decisions and calculated risks.
Can I share my learning and prepare people for taking risks?

Status : Answered

Options :

1. People should decide to take risks on their own, it is not wise to influence others in this matter.
2. I make it a point to share my personal experiences to help people understand why calculated risk taking is an integral part of growth.
3. I often share my experiences and stories as an example to others.
4. I advise people to take risks as and when they see any opportunity. I do not think it is important for me to share my stories. They are personal.

Timespent (in sec): 35 Correct to Incorrect: 0 Incorrect to Correct: 0 Incorrect to Incorrect: 0 Correct to unanswered: 0 Incorrect to unanswered: 0
 Q8. Read the questions carefully(1-9). Each question describes a quality that mentors possess. Please choose a rating that best
matches your current level on that behaviour. Once you complete responding to all questions, you will see your score and
certainrecommendations to help you improve.

Monika has taken up the role of a mentor. Whenever Monika converses with her mentees, they feel that she shows genuine interest in
the conversations. Monika makes it a point to summarize the key elements of the discussion. She believes in listening carefully,
comprehending the problem, and finally solving it along with her mentee.
Please rate your ability to listen carefully. This is a self-assessment, so without thinking much select the behaviour closest to what you
do in real life. Please ask yourself, ‘how carefully do I listen when others speak?’

Status : Answered

Options :

1. I always listen to others very carefully.

2. Hardly ever.
3. Sometimes, I carefully listen to others.
4. Most of the times, I listen to others carefully.

Timespent (in sec): 58 Correct to Incorrect: 0 Incorrect to Correct: 0 Incorrect to Incorrect: 0 Correct to unanswered: 0 Incorrect to unanswered: 0

Q9. Monika depends on books, software, websites, and other information sources for her personal development. As a mentor, she
shares similar resources with her mentees to broaden their perspectives.
How good am I in helping people develop their capabilities?

Status : Answered

Options :
1. Whenever I can manage some time, I do explore learning material. At times, I even share these with people around me.
2. I am confident about my information bank. I readily share these with people around me.
3. My work pressure is so high that I get very little time to explore information sources.
4. I am not that well connected or well informed. My on the job expertise matters most.

Timespent (in sec): 30 Correct to Incorrect: 0 Incorrect to Correct: 0 Incorrect to Incorrect: 0 Correct to unanswered: 0 Incorrect to unanswered: 0
 Your Response Change Pattern: Mentoring Skills
The below table provides the number of times you have changed your responses to the Mentoring Skills questions and also the nature of those response changes.

CORRECT TO INCORRECT INCORRECT TO CORRECT INCORRECT TO INCORRECT CORRECT TO UNANSWERED INCORRECT TO UNANSWERED

0 0 0 0 0

Error Identification and Rectification: Mentoring Skills