Assessment Tools
ROI – Return on Influence is more important than Return on Investment. It is based on the value of trust. Rather than looking at short-term profits, relationships form part of the long-term strategy, profitability and sustainability of an organization. Broken trust with clients is often irreparable, but usually visible. Lack of trust between colleagues however slowly rots away your strategy from within as it demotivates and damages in ways not easily noticed.
Cognition is the scientific term for “the process of thought.” In cognitive science it refers to the information processing view of an individual’s thinking. Cognitive potential is the ability to acquire knowledge or skill: the ability to learn. There are many good cognitive assessments but most require a certain level of understanding of language and other skills in order to administer them and may have some cultural bias.
Personality refers to the many aspects that define our individuality. Hence we do not classify individuals as “types” or put them in a box but rather looks at the person from out the box. Personality aspects are virtually limitless however certain constructs are of particularly important to the work environment. For example the factors that influence group dynamics and cohesiveness in teams, orientation and individual fit for a job, and personal actualization.
ROI – Return on Influence is more important than Return on Investment. It is based on the value of trust. Rather than looking at short-term profits, relationships form part of the long-term strategy, profitability and sustainability of an organization. Broken trust with clients is often irreparable, but usually visible. Lack of trust between colleagues however slowly rots away your strategy from within as it demotivates and damages in ways not easily noticed.
Intergrity
Staff must be able to trust each other in order to function optimally as a team.
Some environments like banking, security and hospitals demand especially high levels of trust, but businesses in general suffer much by neglecting this vital aspect.
Trust is one element of the integrity family that has proven critical to the long-term success of companies. We assess the various areas of integrity that are important to the workplace and the bottom line.
"Integrity, Intelligence, and Energy are essential criteria when hiring a person ... but without the first, the other two, are dangerous in the workplace" (Warren Buffet)
How do you know you can trust our test?
Registered with the Health Professional’s Counsel this assessment went through rigorous testing proving itself in the areas of Research Base, Reliability, Validity, Culture Fairness, Readability and Comprehend-ability, Norms, Practicality and the Quality of Test Manual(s).
In addition to meeting all these requirements our Integrity Profiler Assessment (IP200) includes an internal assessment of whether the individual being assessed can be trusted in the test.
This test includes a:
· Lie Detector
· Unnatural Exaggeration Check
· Consistency Factor
All three reveal whether the candidate has lied and exaggerated on the assessment.
Constructs of the Integrity Assessment (IP200):
· Socialization
· Trustworthiness
· Credibility
· Work Ethic
· Attitudes - Integrity Constraining
· Functional versus Dysfunctional Behaviour
· Manipulative Abuse of Power – Correct use of power
· Values
· Transformation Commitment & Management Integrity
Each construct has 5 sub-constructs, giving more detailed insight into the individual.
A Sample Section of the IP200
Cognative Capacity
Assessing cognitive ability and learning potential is more comprehensive and concise than simply measuring an individual’s IQ.
The COPAS measures the mental ability the individual is actually using at the moment, as well as the potential to develop and grow.
It measures the ‘total’ cognitive capacity they can expect if afforded the maximum opportunity to develop their entire available mental capacity (if possible).
Being a timed assessment the test reveals the individual’s natural mental strengths. This helps determine a person’s intellectual ability to fulfil specific job requirements as well as areas for training opportunities.
Specifically developed and upgraded in conjunction with the Psychometric Chapter of the Institute of People/Personnel Management (IPM) the COPAS (Cognitive and Potential Assessment) is an easy to apply, simple, language and culture ‘free’ assessment. It is a reliable, valid and comprehensive instrument to measure the cognitive components of a person.
The Cognitive COPAS tests the entire cognitive domain including:
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Current (Realised) Mental Ability (CMA)
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Optimal Learning Potential (OLP)
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Integrated Cognitive Capacity Index (ICCI)
As well as the six Cognitive Constructs (CC) of:
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Mental Alertness
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Analytical and Logical Reasoning
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Numerical Ability
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Original and Creative Thinking
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Spatial Relations and Concept Formation
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Alertness to Detail
The assessment consists of 3 parts, a test, a training section and a retest; thus establishing a person’s ability to learn and apply what they have just learnt.
The COPAS is also aligned to the Stratified Systems Theory (SST) of Elliot Jaques, giving clear indications as to a person’s fit at the various job levels within the organization.
Personality
Further elements that are assessed:
Areas assessed:
Ability to focus on the job/work.
Timekeeping.
Ability to establish realistic goals and achieve them.
Ability to work independently.
Positive self-image and self-confidence.
Motivation, commitment, perseverance and endurance.
Creativity and originality
Integrity Assessments
Integrity Testing
The Personality at Work (PAW) is also a registered tool, meeting all the requirements of the Health Professional’s Counsel.
This assessment also includes a Monitor, consisting of the Lie Detector, Exaggeration and Consistency factors, which indicate whether the candidate was indeed honest on the test and whether the results can be trusted.
The Personality factors assessed are:
· Emotions and Feelings - Warmth and Supportiveness, Tough Mindedness, Positivity, Emotional Control
· Doing and Work - Primacy of Work, Time, Effective Performance, Role-Orientation
· Self and Perception - Reliability and Stability, Responsibility, Independence, Drive
· Thinking and Styles - Reliability and Stability, Flexibility and Adaptability, Practical versus Theoretical Approach, Decision-Making
· People and Relations - Interpersonal Relations, Cooperation versus Competitiveness, Influencing Others, Socialization
