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Assessments

Assessments provide the data for individuals to understand themselves more deeply, much faster; they also help people understand others. Assessments help people become more self aware providing them with insights into themselves.  Managers take approximately 6 months to understand new employees, but assessments reduce that time making them efficient faster.  

"We hire people for their technical skills...
 but fire them for their behavioural faults."
 
Why Assessments?

 

  • Adds accuracy and objectivity to talent management

  • Quantifies behaviour for individuals, jobs and teams

  • Provides a common language for communication

  • Adds rigour and focus to the interview process

  • Helps to identify performance gaps and training needs

  • Leverages recruiting dollars ongoing in performance management

  • Aligns people, jobs and teams with your business goals

 

1.  Virtual Assessment Centers

Virtual Business simulations measures simulated on Job performance in response to the realistic challenges associated with a specific role.  It facilitates working in "real-time" experience with features such as voicemails and fly in emails that arrive during the business simulation exercise.

 

Virtual AC simulates an online desktop environment, enabling you to deliver highly immersive and interactive simulation exercises to select and develop your talent.

 

Why use Virtual Assessment Centers

 

Saving you time and money:

Administer and mark simulations quickly and easily in any location where an internet connection is available, giving you a fast process with global consistency.  Participants and assessors can be in different locations or even different countries.

 

Reduce travel cost:

Participants role-play leadership challenges with live actors on webcam while integrated data analytics assesses their performance.

 

Make high-quality decisions:

Virtual AC simulations present realistic working challenges and lets you see the participant in action to provide powerful evidence of an individual's capabilities ensuring you identify the right people.

 

Giving you choice:

Deliver over 40 business simulations through an online assessment platform.  Ask the participant to complete a virtual inbox simulation, a business analyses report a full virtual assessment centre, or a customized simulation.

 

Promoting your brand:

Virtual simulations provide an engaging and immersive assessment experience for the participant as well as a realistic job preview, presenting a positive image of the brand.

 

Breakdown of Assessments

2. Behavioural  Assessment 

 

The behaviour assessment consists of three assessments and a menu of comprehensive reports:

 

  • PDA Behaviour Assessment - is a DISC based behavioural assessment and identifies the behavioural profile of individuals, manages their talents and develops their skills.  The PDA Assessment, through its simple, precise and scientifically validated methodology, allows describing and analyzing the Behavioural Profile of individuals.

  • PDA Job - expanding the framework for Job Descriptions to describe how the role fits into organizational strategy and business goals.  PDA JOB provides the context that can transform an employee’s performance because they understand that their work matters! PDA will assist in generating the JOB profile and will provide customized interview questions aligned to the requirements for the position, team and the JOB profile.

  • JOB Compatibility Reports - these reports can be made by comparing the profile of the assessed individual with one of the Predefined Positions (List of 22 predefined profiles available in the PDA Platform) or with a Customized JOB Profile (a profile definition methodology that customizes positions through the PDA JOB Form).

  • PDA Competencies Compatibility Reports - compatibility reports between individuals and behavioural competencies models. The PDA Platform generates compatibility studies between the assessed individuals and the Customer’s Competencies Model.

  • PDA Team Report – this report is designed to assist the Team Leader to deliver the business strategy and objectives of the team, by using the team in such a way as to:

    • Understand the behavioural factors of team members to leverage their strengths, minimize their weaknesses, and help them to be more productive as they work together.

    • Understand individual and team areas of the challenge so that development can be planned where necessary.

    • Manage, support and motivate team members based on their roles.

    • Optimize on leadership strengths.

 

3. Emotional Intelligence

 

Emotional Intelligence is an accurate and objective way to measure an individual’s perception of their emotional competences in the work context.

It refers to an individual’s capacity to understand and manage their own emotions and those of others. Emotional Intelligence can help you recruit more effectively, manage your people better, equip your managers with the skills they need to be more successful, facilitate more productive teams and enable better communication through your organization. It is a predictor of performance, indicating how well people understand and manage their emotions, how well they interpret and deal with the emotions of others and how they use this knowledge to manage relationships.

It gives you a snapshot of an individual’s emotional functioning and detail on 15 key emotional facets.

 

Well Being Factor

  • Happiness

  • Optimism

  • Self Esteem

 

Self Control Factor

  • Emotion Regulation

  • Impulse Control

  • Stress Management

 

Emotionality factor

  • Empathy

  • Emotion Perception

  • Emotion Expression

  • Relationships

 

Sociability Factor

  • Emotion Management

  • Assertiveness

  • Social Awareness

 

Independent Facets

  • Self Motivation

  • Adaptability

 

 4.  Resilience Questionnaire

 

This tool focuses on the aspects of an individual's patterns of thinking, preferences and behaviour that affect their ability to respond positively to setbacks and challenges.  It is aimed at helping people to cope with stress and change.

This tool has a developmental focus, providing information about how each component of an individual's 'resilience profile' can be developed, as opposed to assessing whether an individual is resilient or not.

 

Resilience has been identified as a key factor in determining how people adapt and, while the sources of such challenges may differ across contexts, how someone interprets and responds to these is vital to ensure that individual and organizational performance is maintained.

A resilient workforce provides a key advantage to your business

 

The online questionnaire covers eight components of resilience, which have been identified through extensive research:

 

  1. Self-belief

  2. Ingenuity

  3. Optimism

  4. Challenge orientation

  5. Purposeful direction

  6. Emotion regulation

  7. Adaptability

  8. Support seeking

The Resilience Questionnaire can be integrated into a range of talent management activities including:

 

  • Coaching

  • Self-development workshops

  • Blended learning

  • Team development

  • Development centres

  • Development of high potentials

  • Redeployment, restructure and downsizing

  • Graduate development and onboarding

  • Organizational change

  • Management and leadership development

 

The Benefits of Developing Resilience

 

  • Increased individual stamina

  • Better cross-functional working

  • Improved work habits and behaviours

  • Effective prioritization of activities

  • A toolkit to cope with pressure

  • Developing awareness of energy levels in self and colleagues

  

5.  The Dilemmas™ Series

 

The Dilemmas Series is a versatile Situational Judgment Test (SJT), which can be used during the initial sifting stage of a recruitment campaign or as part of an assessment event to select external and internal candidates into critical people management roles. It can also be used as a diagnostic tool in high potential leadership development programmes and help managers to improve their self-awareness and personal effectiveness through feedback and coaching.   

Dilemmas measures an individual’s judgment and decision-making skills in relation to specific work situations.

 

There are 5 Dilemmas Series available:

 

  • Graduate

  • Management

  • Administrative

  • Customer Service 

  • Call Centre

 

 6.  SMART Aptitude™ Series

 

The SMART Aptitude Series is a suite of adaptive ability tests that assess your candidates’ potential and capability to be a high performer at your organization. The tests are designed for use across all sectors and functions for entry-level, graduate, managerial and executive-level jobs.

 

The Smart Aptitude™ Series is fairer than other aptitude tests as any questions are shown to unfairly discriminate against a protected group will be removed from the test automatically.

Easy to use: There is no need to maintain different tests for different levels. The tests’ adaptive technology ensures that they can cater to all levels.

 

There are 3 Smart Aptitude™ Series Tests available:

 

  • Smart Verbal Reasoning Test is designed to measure a candidate’s ability to understand, interpret and logically evaluate written information and reach correct conclusions.

  • Smart Aptitude Numerical Reasoning Test is designed to measure a candidate’s ability to understand, interpret and logically evaluate numeric information. This aptitude is important for roles that involve working with data.

  • Smart Aptitude Abstract Reasoning Test is designed to measure a candidate’s ability to identify patterns, solve problems and apply logical thinking. This aptitude is important for a variety of roles requiring problem-solving and analytical skills.

 

 7.  360 Degree Feedback 

 

Single sourced feedback is rarely comprehensive enough to be regarded as good quality.  360-degree feedback is becoming increasingly popular in linking good quality feedback with maintaining and improving performance forming an essential part of personal development.  The purpose of 360-degree feedback is to take feedback one step further and to involve a variety of people in the process.  It is important to remember that respondents have not all been trained to review performance and therefore you need to remain reasonably detached and identify trends and consistencies with the data.

8.  Values

 ‘Values’ can be defined as the deep-seated needs that serve as standards for judging one’s own behaviour as well as the behaviour of others. They form the basis for how people assign worth to situations and objects. Values shape our value systems and have a cognitive as well as an affective component. They play a major role in understanding personal motivation. Values that are fully integrated into the culture of an organization can provide powerful insights into employee motivation. This insight becomes the compass that the organization uses to select staff members, reward and recognize employee performance, and guide interaction among employees. 
 
The Personal Values Profile (PVP) is a self-report questionnaire designed to identify the relative importance of a series of 21 pre-defined work values to a person in their job, work environment and career. These 21 values are divided into seven categories. 

 

Physical Health

  • Physical activity

  • Physical challenge

 

Lifestyle and Stability

  • Cultural identity

  • Close relationships

  • Predictable environment

  • Financial security

  • Artistic appreciation

 

Autonomy

  • Authority

  • Creativity

  • Independence

  • Freedom of lifestyle

  • Variety

 

Need for Growth

  • Ability utilization

  • Personal development

  • Achievement

 

Interaction

  • Prestige

  • Social interaction

  • Concern for others

 

Entrepreneurial

  • Financial rewards

  • Risk

 

Business Ethics

  • Business ethics

The Corporate Values Profile (CVP) is the companion to the PVP. Where the PVP looks at values from the perspective of the individual, the CVP looks at values from the perspective of the job. The CVP utilises the same 21 work values as the PVP but ranks the importance of these values in relation to the requirements and expectations of the job and indicates which values are most important for ultimate success in the specific role.

 

Matching Person to the Job - in order to determine the overall compatibility of an individual with a specific work environment or job function, a Values Match Report (VMR) is created. The ranking of the individual’s values is directly compared to the ranking of the values deemed important for the job. The level of congruency between the personal values and the corporate values is calculated and three categories of ‘level of fit’ are determined. These categories are defined as ‘High fit’, ‘Low fit’ and ‘Reverse warning’. 
 
 

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