0
MOVING FROM SUBJECTIVE TO OBJECTIVE:THE ROLE OF PSYCHOMETRIC ASSESSMENTS IN DEVELOPING TALENTFOR GROWTH                   ...
Moving from   jective to  jective
QuestionHow many of you are currentlyusing psychometric assessmentsin your organizations?(DISC, MBTI, McQuaig, P.I., etc.)
- HR Magazine
)
ectivity ismore importantthan      before
QuestionDo you currently “profile”the job/role in terms ofpersonality traits beforehiring or promoting?
Today’s Overview         • The role of               in     1     job-candidate fit         • How                 affect j...
The Role of Behaviours  ecisiveness - Problems nteractivity - People tability     - Pace  autiousness - Procedures   D    ...
Today’s Overview
How Motivators Affect PerformanceDavid McClelland – Achievement, Affiliation, Power• Achievement– Challenging goals, calcu...
How Motivators Affect PerformanceDavid McClelland – Achievement, Affiliation, Power• Affiliation– Belong to group, be  lik...
How Motivators Affect PerformanceDavid McClelland – Achievement, Affiliation, Power• Power– Control, influence, win  argum...
How Motivators Affect Performance       Allport/Spranger Values Hierarchy• Aesthetic– form, harmony, beauty, balance
How Motivators Affect Performance       Allport/Spranger Values Hierarchy• Economic– practical returns on investments of  ...
How Motivators Affect Performance       Allport/Spranger Values Hierarchy• Individualistic– independent, above the        ...
How Motivators Affect Performance       Allport/Spranger Values Hierarchy• Political– lead, influence, control, compete
How Motivators Affect Performance       Allport/Spranger Values Hierarchy• Altruistic– humanitarianism, aid, service
How Motivators Affect Performance       Allport/Spranger Values Hierarchy• Regulatory– order, routine, structure,         ...
How Motivators Affect Performance       Allport/Spranger Values Hierarchy• Theoretical– truth, knowledge, rational        ...
Today’s Overview
Dr. Robert S. Hartman•   b. Berlin, 1910•   Ph.D., 1946 Northwestern University•   Father of Formal Axiology•   Discovered...
Cognitive performance indicators   Robert S. Hartman – Hartman Value ProfileThree Dimensions of Thought• Personal - HEART•...
Three Dimensions of Thought       Heart       Hands       Head       Heart       Hands       Head
Seeing in the Dimensions2    31
78 COGNITIVECOMPETENCIES
COMPETENCIESAS SKILLCATEGORIES
BehavioursTHE COMPLETEPICTURE                          Motivators          Competencies
Behaviours                       “HOW”THE COMPLETEPICTURE                   WILL           Competencies           Motivato...
WHAT IT ALL MEANS…RESUMESTALENT MANAGEMENT
MOVING FROM SUBJECTIVE TO OBJECTIVE:THE ROLE OF PSYCHOMETRIC ASSESSMENTS IN DEVELOPING TALENTFOR GROWTH                   ...
Moving from Subjective to Objective
Moving from Subjective to Objective
Moving from Subjective to Objective
Moving from Subjective to Objective
Moving from Subjective to Objective
Moving from Subjective to Objective
Upcoming SlideShare
Loading in...5
×

Moving from Subjective to Objective

308

Published on

Published in: Technology, Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
308
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
4
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

Transcript of "Moving from Subjective to Objective "

  1. 1. MOVING FROM SUBJECTIVE TO OBJECTIVE:THE ROLE OF PSYCHOMETRIC ASSESSMENTS IN DEVELOPING TALENTFOR GROWTH Mark Burden, CPBA, CPVA, CIA Partner, Assessments/Talent Management Peak Performance Systems
  2. 2. Moving from jective to jective
  3. 3. QuestionHow many of you are currentlyusing psychometric assessmentsin your organizations?(DISC, MBTI, McQuaig, P.I., etc.)
  4. 4. - HR Magazine
  5. 5. )
  6. 6. ectivity ismore importantthan before
  7. 7. QuestionDo you currently “profile”the job/role in terms ofpersonality traits beforehiring or promoting?
  8. 8. Today’s Overview • The role of in 1 job-candidate fit • How affect job 2 performance 3 as performance indicators
  9. 9. The Role of Behaviours ecisiveness - Problems nteractivity - People tability - Pace autiousness - Procedures D I S C
  10. 10. Today’s Overview
  11. 11. How Motivators Affect PerformanceDavid McClelland – Achievement, Affiliation, Power• Achievement– Challenging goals, calculated risks, regular feedback
  12. 12. How Motivators Affect PerformanceDavid McClelland – Achievement, Affiliation, Power• Affiliation– Belong to group, be liked, collaborate
  13. 13. How Motivators Affect PerformanceDavid McClelland – Achievement, Affiliation, Power• Power– Control, influence, win arguments, status and recognition
  14. 14. How Motivators Affect Performance Allport/Spranger Values Hierarchy• Aesthetic– form, harmony, beauty, balance
  15. 15. How Motivators Affect Performance Allport/Spranger Values Hierarchy• Economic– practical returns on investments of time, people, resources
  16. 16. How Motivators Affect Performance Allport/Spranger Values Hierarchy• Individualistic– independent, above the crowd, personal expression
  17. 17. How Motivators Affect Performance Allport/Spranger Values Hierarchy• Political– lead, influence, control, compete
  18. 18. How Motivators Affect Performance Allport/Spranger Values Hierarchy• Altruistic– humanitarianism, aid, service
  19. 19. How Motivators Affect Performance Allport/Spranger Values Hierarchy• Regulatory– order, routine, structure, policies, tradition
  20. 20. How Motivators Affect Performance Allport/Spranger Values Hierarchy• Theoretical– truth, knowledge, rational thinking, reasoning
  21. 21. Today’s Overview
  22. 22. Dr. Robert S. Hartman• b. Berlin, 1910• Ph.D., 1946 Northwestern University• Father of Formal Axiology• Discovered direct correlation between thought/value structures and the sets in transfinite set calculus
  23. 23. Cognitive performance indicators Robert S. Hartman – Hartman Value ProfileThree Dimensions of Thought• Personal - HEART• Practical - HANDS• Analytical - HEAD How a person thinks
  24. 24. Three Dimensions of Thought Heart Hands Head Heart Hands Head
  25. 25. Seeing in the Dimensions2 31
  26. 26. 78 COGNITIVECOMPETENCIES
  27. 27. COMPETENCIESAS SKILLCATEGORIES
  28. 28. BehavioursTHE COMPLETEPICTURE Motivators Competencies
  29. 29. Behaviours “HOW”THE COMPLETEPICTURE WILL Competencies Motivators “WHAT” “WHY”
  30. 30. WHAT IT ALL MEANS…RESUMESTALENT MANAGEMENT
  31. 31. MOVING FROM SUBJECTIVE TO OBJECTIVE:THE ROLE OF PSYCHOMETRIC ASSESSMENTS IN DEVELOPING TALENTFOR GROWTH Mark Burden, CPBA, CPVA, CIA Partner, Assessments/Talent Management Peak Performance Systems www.ppsgta.com For a free assessment contact: assessments@ppsgta.com
  1. A particular slide catching your eye?

    Clipping is a handy way to collect important slides you want to go back to later.

×