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What Are Psychometric Assessments?

What Are Psychometric Assessments?

               

                What Are Psychometric Assessments?

Psychometric assessments can give managers and organisations objective, in-depth and consistent information about their employees. To manage effectively, one needs to measure effectively. Many factors inhibit managers from acquiring enough of the right information about their employees to make the best possible decisions for both the individual and the organisation.

There are 4 main reasons for this:

 

  1. People are difficult to read.
  2. Future employees have a tendency to embellish their c.v.’s and qualifications.
  3. Managers tend to filter employee performance reviews.
  4. We have biases that unconsciously influence our decisions such as race, gender, etc.

Valid psychometric assessments can uncover truthful information about the employee in a very cost and time effective manner.

When buying a R50 000 computer for a business, great care is taken in ensuring that a sound investment is made. The “right people” is said to be a companies greatest asset….do we spend enough time, effort and money in researching whether we make a wise investment in hiring and selecting the right people?

Here are some essential questions for selecting the right assessments for you and your organization:

  1. What is the purpose of the specific assessment tool and how will it help us accomplish the objectives of our assessment program?
  2. How does the assessment help us understand the whole-person to give us a more solid basis to make important career and employment-related decisions?
  3. Is the assessment instrument unbiased and fair to all groups who will be assessed?
  4. Is the assessment procedure and instrument adequately reliable for our use?
  5. Is the assessment procedure and instrument valid for our specific purpose?
  6. Is the assessment tool appropriate for our target population?
  7. Is there understandable and comprehensive documentation available for the assessment instrument?
  8. Is training and support provided for assessment administrators?
  9. Is the data from the assessment instrument secure?
  10. Is training and support available to ensure that scores are    interpreted properly?
  11. Is the outcome of the assessment simple enough to enable managers to interpret the results or is a certified professional required?

 

Over 75% of the Times Top 100 companies in the UK and over 80% of the fortune 500 companies in the USA use psychometric assessments. If you or your organisation are not using assessments to assist in your people decisions have a look at the benefits thereof:

  1. Selecting people most likely to succeed in a job
  2. Accelerating time for people to become fully productive in a new role
  3. Improving alignment and communication between managers and employees
  4. Reducing workforce conflict and improving employee satisfaction
  5. Maximizing each employee’s contribution to the organization
  6. Reducing employee absenteeism and turnover
  7. Increasing sales performance and customer loyalty
  8. Enabling strategic workforce management and succession planning
  9. Increasing overall workforce capability, productivity, and agility

It has been said that to get to know people, you can either observe them, which takes time and is costly, or you can assess.

 

       

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      Team Dynamics

      Team Dynamics

      TEAM DYNAMICS

      Team Dynamics: The Importance Of Each Member On The Team (Organisational Development)

      Have you ever heard of Aesop’s Fable “The Belly and the Members”?
      If not, the fable reads:
      “One fine day it occurred to the Members of the Body that they were doing all the work and the Belly was having all the food. So they held a meeting, and after a long discussion, decided to strike work till the Belly consented to take its proper share of the work. So for a day or two, the Hands refused to take the food, the Mouth refused to receive it, and the Teeth had no work to do.

      But after a day or two the Members began to find that they themselves were not in a very active condition: the Hands could hardly move and the Mouth was all parched and dry, while the Legs were unable to support the rest. So thus they found that even the Belly in its dull quiet way was doing necessary work for the Body and that all must work together or the Body will go to pieces.”

       

      When we underestimate the importance of each member on a team, group dynamics has a tendency to fall apart. Getting a feel for how an individual responds to conflict could prevent some major stress and tension within the group down the road. The easiest way to reveal this vital information can be through the use of assessments.

      Similar to Aesop’s Fable, it is important to recognise an individual’s distinct skills, behaviours, and strengths in order to utilise the team dynamics and achieve an effective team.

      So what’s the moral of the story? Each person brings a different skill set, behaviour, and personality to a team. Sometimes, it may seem that certain team members are doing more work than others, but that is not always the case. That’s why team communication is a key focus for organisations worldwide!

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        Talent Management

        Talent Management

        TALENT MANAGEMENT

        The days of using “Talent Management” as a generic term for a set of loosely-related HR activities have passed.

        Nowadays, successful organisations have focused their talent management activities—recruiting, hiring, onboarding, performance management, employee development, team building, and succession planning into a tight-knit “strategic workforce plan,” which seeks to optimise business processes, people development, and productivity via robust employee psychometric assessments and an ever-growing field of professional talent management consultants.

        A quick survey of world history (and, anecdotes from different cultures and religions) reveals that all great leadership—be it religious, political, or organisational—depends on consultancy in some form or fashion, and always has. Kings had their courts. Presidents have their Cabinets. Only recently, however, in the Industrial Age, did organisations specialising in management and leadership begin to emerge.

         

        When we reflect on the last few decades, it is clear that talent management has changed dramatically to a comprehensive and strategic process that cannot be ignored. In regard to employee evaluation and talent management, HR processes are not the basis in this industry anymore. According to Josh Bersin, “Today, while core talent programs must still work together, we need to consider the whole ‘ecosystem’ of talent issues in our strategies, programs, and systems.”

        Talent management is a broad, umbrella term encompassing a lot of specific functions. Trying to navigate it alone can be like following half a treasure map, or one written out in archaic, illegible runes. You need someone with the other half of the perspective; one with specific etymological specialisation to translate the way. That’s what a talent management consultant does. They can help guide the organisation to success.

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          Succession Planning

          Succession Planning

          SUCCESSION PLANNING

          Succession and workplace planning are not (or at least, should not be) the function of HR alone. Leadership – from the CEO to frontline managers – should have a high level of input in the selection of successors.

          These days, succession planning cannot be only about filling organizational needs – especially not when it comes to talent managementThe emphasis now must be on allowing men and women in the workforce to balance career and personal aspirations.

          Thus, organisations must also learn how to balance their employees with organisational goals, and tailor moves to meet the needs of their employees.

          Instead of focusing on single, specific jobs to fill in succession planning, organisations should look for groups of roles in which a variety of successors can be identified. 

          Since succession planning should be concerned with both long and short term replacement, each succeeding talent pool should be larger than the last, which means organisations should be constantly looking for and recruiting new talent.

          As succession and workplace planning are internal matters, it is important to retain the high-potential, high-performing employees an organisation already has, while continuing to recruit others to keep the talent pool deep.

          Talent management consultants help organisations develop strategic workforce plans that not only identify the talent necessary to fill these roles, but also create succession plans that will grow that talent to become future leaders.

          Products:

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          Leadership

          Leadership

          LEADERSHIP

          The success of a business can be traced back to its leaders. Edwin H. Friedman said, “Leadership can be thought of as a capacity to define oneself to others in a way that clarifies and expands a vision of the future.” It is important to recognize the positive and effective attributes in each leader, but it is also important to be aware of obstacles that may be looming in the distance. Successful leadership develops over time, and can only be improved when business leaders know how to diagnose and treat leadership inhibitors. Here are the seven deadly sins of leadership:

          Rushing through the hiring process.

          Without taking the proper amount of time to hire employees, companies run the risk of wasting time, effort, and money on someone who was never qualified for a position in the first place.

          Assuming that your employees know the company goals, objectives and purpose.

          Even if your company has implemented an impressive strategic plan, it is worthless unless it is understood and embraced at all levels.

          Failure to develop your team’s skills.

          Failing to develop your people’s talents through appropriate training is a waste of resources. By investing in employees, companies are investing in their future success. Training ensures that employees will succeed.

          Forgetting to evaluate business activities.

          You should continually assess the activities of your business. These activities should be tracked to assess effectiveness as well as efficiency. Being able to quantify your successes makes it easier to set goals and to motivate employees with concrete data.

          Holding back feedback.

          Just as you must evaluate your business activities, you should also evaluate employees on a regular basis. Constructive feedback is necessary to produce good performance and to help employee career development.

          Assuming that you’re doing a great job.

          Assuming that your customers are satisfied simply because you have not received complaints is not necessarily an accurate barometer.

          Failing to constantly market your business.

          Failing to understand the relationship between marketing and sales can be detrimental to any organisation. Even businesses with excellent sales forces should actively market themselves.

          Products:

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          Hiring – The Right Person

          Hiring – The Right Person

          HIRING: THE RIGHT PERSON FOR THE RIGHT JOB

          Did you know that employees who are well matched to their jobs are 2.5 times more productive on the job? Studies show that proper job fit improves engagement and job satisfaction, resulting in increased productivity, while negative factors such as job related stress, tension, workplace conflict, and costly employee turnover diminish.

          Do you wish you could consistently replicate high performers? It’s easy to recognise top performers when you see them in action or review their numbers.

          Psychometric Assessments help you make better hiring decisions by helping you understand the core characteristics of your top performers. There is no greater tragedy in business than hiring competent employees into jobs in which there are destined to fail.

          When this happens, their potential is wasted. Hiring solutions measure the essential behavior characteristics an employer needs to make the most intelligent hiring and selection decisions.

          A key component in establishing job fit is to know exactly what the role or position in question demands.

          First, create a comprehensive and detailed job description. Then, by reviewing and outlining the characteristics of employees who have demonstrated success in that particular position, we can use this data as a basis for evaluating potential applications to help predict their future success.

            For a comprehensive assessment of your 'people' needs contact us.

            GROWING PEOPLE GREAT 

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            Emergency Hotline: 0800 029 999
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