Case Study

SAPIR Group

SAPIR Group operates in the port and intermodal logistics sector, specializing in the loading, unloading, and handling of various types of goods. Through an integrated service offering and innovative solutions, it supports companies and international trade operators in the efficient management of logistics flows and freight transportation.

Thanks to its expertise and ability to oversee complex processes, SAPIR Group is a benchmark in cargo management and in the development of value-added services that support the international supply chain.

Client Needs

SAPIR Group launched a 360-degree competency assessment project to support more effective performance management through the collection of feedback from multiple perspectives and the promotion of a culture focused on continuous people development.

The objective was to integrate employees’ self-perception with the perspectives of their key professional stakeholders, fostering greater individual awareness and providing concrete data to guide growth, talent development, and enhancement initiatives.

The model is based on comparing self-assessment and external assessment, making it possible to analyze both competency levels and any gaps between the perceptions collected. This approach provides an objective basis for identifying strengths, areas for improvement, and development opportunities.

The project involved individuals across different organizational levels and functions, including employees, middle managers, coordinators, managers, executives, and senior leaders, confirming the need for a flexible tool capable of adapting to a complex and multifaceted organization.

Project Development

Eggup supported SAPIR Group in implementing a 360-degree assessment journey, built around two complementary tools: a self-assessment questionnaire and an external assessment questionnaire.

The self-assessment questionnaire enabled participants to reflect on their behaviors and competencies, expressing their level of agreement with a series of statements linked to the competencies being evaluated.

At the same time, the external assessment questionnaire allowed managers to evaluate the same competencies from an external perspective while also indicating their professional relationship with the employee being assessed.

The assessment model considered competencies across several areas, including:

Operational Area
Relational Area
Cognitive Area

The process was organized in alignment with the company’s structure, linking assessed individuals to their respective roles, job positions, cost centers, evaluators, and evaluators’ roles.

Project Results and next developments

The project enabled SAPIR Group to obtain a structured overview of the transversal competencies of the people involved, leveraging both individual self-perception and feedback from the workplace context.

The results were consolidated into customized dashboards for SAPIR Group, displaying for each competency:

Self-assessment score
External assessment score
Difference between the two scores
Overall average score

This approach made it possible to identify strengths, potential areas of misalignment between self-perception and external perception, and targeted development opportunities.

In addition, the availability of 360-degree reports enables the structured delivery of individual results, including dedicated sections with assessment details, statistics, and personalized learning recommendations for each participant.

The value of the project lies in its ability to transform competency assessment into a development tool that benefits both individuals and the organization. The data collected can support future training initiatives, development programs, individual feedback activities, and talent enhancement plans.

As a next step, SAPIR Group will be able to continue using the 360-degree model year after year to monitor competency evolution over time, compare new assessments with historical data, and design increasingly personalized development pathways