For More Information Contact: www.assessmentedge.com or call 937.550.9580

© 2010 assessmentedge.com    937.550.9580      ...
About Assessment Edge

   What We Can Do For You 
   What We Can Do For You
   Assessment Edge has a complete catalog of e...
Industries and Clients We Serve
   Industries we serve 
   Financial services and insurance
   Retail and consumer product...
How We Do It ‐ Solutions Overview




© 2010 assessmentedge.com   937.550.9580   All Rights Reserved
High‐tech

    Profiles assessment validation study standards exceed those 
    Profiles assessment validation study stand...
High‐touch

      Dedicated client service professionals fully vested in your 
      success: 
      Proven implementation...
® Profiles	Sales	Assessment™
                  	                          	Profiles	Sales	Indicator™
      ProfileXT Workp...
ProfileXT®
                                          A.   20 Performance Indicators
                MEASURES
             ...
Profiles	Sales	Assessment™ 	Profiles	Sales	Indicator™
                     Sales Assessment™
	        	       	       	
  ...
PURPOSE                  Select and retain high performance salespeople
Profiles Sales Assessment™
                       ...
Step One               Survey II    ®
	        	       	       	     Profiles	Sales	Assessment™ 	Profiles	Sales	Indicator™...
Step One Survey II® MEASURES                  Attitudes regarding:
                                              • Persona...
CheckPoint 360°™
	       	      Profiles	Sales	Assessment™
                 	        	               	Profiles	Sales	Indic...
CheckPoint 360°™   MEASURES                  18 supporting Skill Sets
                                             Eight M...
Profiles	Sales	Assessment™ 	Profiles	Sales	Indicator™
                              Service Profile™
	       	       	    ...
Customer Service Profile™
                      DEFINES                    Client customer service practices and the align...
™
                               Profiles	Sales	Assessment™ 	Profiles	Sales	Indicator™
     Profiles                Manage...
Profiles Managerial Fit™
                           PROVIDES              • Insight into compatibility between managers an...
Profiles	Sales	Assessment™ ™ 	Profiles	Sales	Indicator™
    Profiles               Performance Indicator
                 ...
Profiles Performance Indicator™
                           MEASURES                A. Behavioral indicators in the followi...
™
                                  Profiles	Sales	Assessment™ 	Profiles	Sales	Indicator™
     Profiles                  S...
Profiles Skills Tests™
                          NUMBER OF TESTS       Over 1,500


                          MEASURES    ...
WorkplaceWorkplace	Engagement	Survey					Profiles	Managerial	Fit	
               Engagement Survey
	        	     Profiles...
Information to help companies and organizations improve their workforce
                       PURPOSE
                   ...
Employee                  Background Checks
	         	       	       	      Profiles	Sales	Assessment™ 	Profiles	Sales	In...
Background Checks™
                                             • Reducing employment theft and fraud
                   U...
™
                                                       Profiles	Sales	Assessment™ 	Profiles	Sales	Indicator™
     Profil...
Profiles LoyaltyPro™MEASURES                 Key	indicators	that	predict	the	staying	power	of	the	overall	account	relation...
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Assessment Edge Product Catalog

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Assessment Edge Product Catalog

  1. 1. For More Information Contact: www.assessmentedge.com or call 937.550.9580 © 2010 assessmentedge.com 937.550.9580 All Rights Reserved
  2. 2. About Assessment Edge What We Can Do For You  What We Can Do For You Assessment Edge has a complete catalog of exceptional occupational   assessments that target all manner of employment related issues   including hiring, training, self-coaching and even management  , , performance. Skills testing and background checks are also available. performance We can fix your "people problems" while saving you money. Our products are even available in 32 languages and in 122 countries. © 2010 assessmentedge.com 937.550.9580 All Rights Reserved
  3. 3. Industries and Clients We Serve Industries we serve  Financial services and insurance Retail and consumer products Travel and hospitality Professional and business services Healthcare and human services Media, telecommunications and technology Energy, utilities and natural resources Manufacturing, transportation and  automotive Construction and real estate Federal, state and local governments K‐12, for‐profit and not‐for‐profit higher  education  People we work with  Business leaders CEOs, Presidents and  Business leaders—CEOs, Presidents and General Managers Small and mid‐sized business owners Functional leaders—CFOs, CIOs, Sales and  Marketing leaders, HR leaders Functional specialist—Recruiting, Learning and  Development First and second line managers Global reach  122 countries; 32 languages  © 2010 assessmentedge.com 937.550.9580 All Rights Reserved
  4. 4. How We Do It ‐ Solutions Overview © 2010 assessmentedge.com 937.550.9580 All Rights Reserved
  5. 5. High‐tech Profiles assessment validation study standards exceed those  Profiles assessment validation study standards exceed those set by The Association of Test Publishers All Profiles solutions are validated in each language EEOC compliant Tailored to your specific needs  Tailored to your specific needs Delivered effortlessly online through a branded Virtual  Assessment Center, a customizable component of the  Profiles Resource Center  Over 99% uptime and availability Analytics dashboard Unlimited simultaneous user access Client‐controlled assessment administration and scheduling Data secured by firewall and site encryption Generate reports that include actionable data Update accounts U d Build job models based on high‐performing incumbents Prepare data exports Monitor meter inventory  © 2010 assessmentedge.com 937.550.9580 All Rights Reserved
  6. 6. High‐touch Dedicated client service professionals fully vested in your  success:  Proven implementation plan that includes deliverables  and timetables to help clients set and achieve clear  objectives Comprehensive training is provided to each client  according to his or her unique needs and objectives Training is available in person, via interactive internet, on‐ site at the client organization, or at Profiles International’s  Corporate Training Center  C T i i C Practical and actionable output written for your  managers is available via the Profiles Assessment Center  featuring:  featuring: Tracking reports: hired/terminated Pattern analysis Pattern analysis Cost analysis Performance reports—correlate performance with job  match and assessment scores Financial reports return on investment reports Financial reports—return on investment reports Team company perspective analysis © 2010 assessmentedge.com 937.550.9580 All Rights Reserved
  7. 7. ® Profiles Sales Assessment™ Profiles Sales Indicator™ ProfileXT Workplace Engagement Survey Profiles Managerial Fit The ProfileXT® (PXT) assessment measures how well an individual fits specific jobs in your organization. The “job matching” feature of the PXT is unique, and it enables you to evaluate an individual relative to the qualities required to successfully perform in a specific job. It is used throughout the employee life cycle for selection, on-boarding, managing and strategic workforce planning. This assessment reveals consistent, in-depth, and objective insight into an individual’s thinking and reasoning style, relevant behavioral traits, occupational interests, and match to specific jobs in your organization. It helps your managers interview and select people who have the highest The ProfileXT gives you an objective inside look at the probability of being successful in a role, and provides behaviors and motives of job candidates to help you make practical recommendations for coaching them to maximum better hiring, promotion and organizational decisions. performance. It also gives your organization consistent Giving this information to managers helps them be more language and metrics to support strategic workforce and effective and get the very most from their people. succession planning, talent management and reorganization efforts. How does the ProfileXT assessment work? Prior to assessing candidates, our experts help you develop Why assess employees? peak performance models for your jobs in question that Given the opportunity to land a new job or to be promoted, you will use to compare job candidates against. Once people may tell you what you want to hear instead of established, our clients deliver the PXT to their candidates the truth. Additionally, so much of their success depends over the Internet—hiring managers or an HR administrator on the specific type of job and the organization in which simply forwards a link. The assessment does not need to be they would work. Success seldom transfers automatically. monitored, so the candidate can take it from any computer The cost of a bad hire is very high considering the hiring with Internet access. The system instantly scores the and ramp-up costs, low productivity, and disruption to assessment and informs the hiring managers where they customers and co-workers. can access the results. The hiring manager can use the results as a screening tool or to assist them in the interviewing, selectionand on- boarding process. Did You Know? What’s the next step? Please contact your authorized Profiles International • 46% of new hires fail within 18 months. business partner, Assessment Edge. • Only 19% will achieve unequivocal success. • Technical skills are not the primary reason for failure. www.assessmentedge.com
  8. 8. ProfileXT® A. 20 Performance Indicators MEASURES B. The Total Person • Thinking and Reasoning • Behavioral Traits • Interests TIME TO TAKE Less than 60 minutes No administrator or proctoring required CUSTOMIZABLE Develops Peak Job Performance Models by: • Company • Position • Manager • Geography USED FOR • Placement, Promotion Fit, and Succession Planning • Coaching • Developing Peak Job Performance Models • Job Description Development REPORTS • Performance Model Comparison • Interview Guides • Strategic Workforce Planning • Candidate Matching • Individual Profile • Comparison Summary • Summary Graph • Individual Graph VALIDATION 1999, 2000, 2001, 2003, 2005, 2006, 2008, 2009, 2010 STUDIES ADMINISTRATION Internet or Paper/Pencil SCORING Internet Contact Information Assessment Edge www.assessmentedge.com 937.550.9580 www.profilesinternational.com © 2010 Profiles International Profiles Sales Assessment™ Profiles Sales Indicator™ 3.10v5 Workplace Engagement Survey Profiles Managerial Fit
  9. 9. Profiles Sales Assessment™ Profiles Sales Indicator™ Sales Assessment™ ProfilesWorkplace Engagement Survey Profiles Managerial Fit The Profiles Sales Assessment™ (PSA) measures how well a person fits specific sales jobs in your organization. It is used primarily for selecting, on-boarding and managing sales people and account managers. The “job modeling” feature of the PSA is unique and can be customized by company, sales position, department, manager, geography, or any combination of these factors. This enables you to evaluate an individual relative to the qualities required to perform successfully in a specific sales job in your organization. It also predicts on-the-job performance in seven critical sales behaviors: prospecting, call reluctance, closing the sale, self- starting, teamwork, building and maintaining relationships, and compensation preference. How does the Profiles Sales Assessment work? Why Assess Sales People? Prior to assessing candidates, our experts help you develop Many sales people are competitive and persuasive. Given peak performance models for your jobs using questions to the opportunity to land a new job or to be promoted, direct you in comparing job candidates. Once established, they may tell you what you want to hear instead of the our clients deliver the PSA to their candidates over the truth. Additionally, so much of their success depends on Internet—hiring managers or an HR administrator simply the specific type of sales job and the organization in which forwards a link. The assessment does not need to be they would work. Success seldom transfers automatically. monitored, so the candidate can take it from any computer The cost of failure in a sales job is very high considering with Internet access. The system instantly scores the the hiring and ramp-up costs, low sales productivity, and assessment and informs the hiring managers where they disruption to existing customers. can access the results. The PSA gives you an objective inside look at the behaviors The hiring manager can use the results as a screening tool and motives of your sales people and sales managers to or to assist them in the interviewing, selection, and on- help you make better decisions. boarding process. What’s the next step? Please contact your authorized Profiles International business partner, Assessment Edge. Did You Know? • 50% of organizations are dissatisfied with new sales representatives they hire. • 19% of sales representatives turnover voluntarily each year. • 16% of sales representatives turnover involuntarily each year. www.assessmentedge.com
  10. 10. PURPOSE Select and retain high performance salespeople Profiles Sales Assessment™ Key qualities that make successful salespeople: MEASURES • 20 Performance Indicators • Seven Critical Sales Behaviors TIME TO TAKE Less than 60 minutes No administrator or proctoring required CUSTOMIZABLE Develops Peak Sales Performance Models by: • Company • Sales Position • Manager • Geography • Selection & hiring USED FOR • Management • Promotion Fit / Succession Planning • Performance Model Comparison • Individual Profile REPORTS • Interview Guides • Comparison Summary • Strategic Workforce Planning • Summary Graph • Candidate Matching • Individual Graph VALIDATION 1999, 2000, 2001, 2003, 2005, 2006, 2007, 2008, 2010 STUDIES ADMINISTRATION Internet or Paper/Pencil SCORING Internet Contact Information Assessment Edge www.assessmentedge.com 937.550.9580 www.profilesinternational.com © 2010 Profiles International Profiles Sales Assessment™ Profiles Sales Indicator™ 3.10v5 Workplace Engagement Survey Profiles Managerial Fit
  11. 11. Step One Survey II ® Profiles Sales Assessment™ Profiles Sales Indicator™ Workplace Engagement Survey Profiles Managerial Fit Our Step One Survey II® (SOSII) is a brief pre-hire assessment that measures an individual’s basic work-related values. It is used primarily as a screening tool early in the candidate selection process. This assessment provides valid insight into an applicant’s work ethic, reliability, integrity, propensity for substance abuse, and attitudes toward theft Why assess employees with SOSII? —including property, data and time. It’s a startling fact – employee theft and fraud averages $9.00 a day per employee! That’s about $2,000 per How does the SOSII assessment work? employee subtracted from your bottom line every year. While all employees have opportunities to steal, an employer’s risk increases as people advance to upper levels of responsibility. High ranking executives have been known Most of our clients require job candidates to take the SOSII to embezzle tens of thousands – even millions of dollars. online, but paper and pencil is also available when this is Could there be a better reason to hire people worthy of not possible. An HR administrator simply forwards a link your trust? to job candidates. The assessment does not need to be monitored, so the candidate can take it from any computer SOSII helps organizations reduce hiring risk in a quick with Internet access. The system instantly scores the and cost effective manner. It is a scientifically designed assessment and informs the hiring managers where they can access the results. What’s the next step? assessment tool that helps answer these questions: • “Can this applicant be trusted?” • “Is this applicant drug free?” Please contact your authorized Profiles International • “Is this applicant dependable?” business partner, Assessment Edge. • “Will this applicant be a long-term, hard-working employee?” In many organizations, it is the first screen that all applicants must pass before proceeding in the hiring process. Did You Know? • 95% of employers are victims of theft. • 17% of violent crimes occur in the workplace. • 30% of job applications contain false information. www.assessmentedge.com
  12. 12. Step One Survey II® MEASURES Attitudes regarding: • Personal integrity • Substance abuse • Reliability • Work ethic PROVIDES Information about a candidate’s: • Past employment • Employment-related problems • Illegal substance use • Theft of an employer’s money, property, data, etc. • Computer/Internet/E-mail abuse TIME TO TAKE 20 minutes USED FOR • Reducing employee theft and fraud • Reducing loss of confidential information, trade secrets, and computer data • Reducing drug testing costs • Reducing absenteeism and tardiness • Reducing lost time due to unauthorized computer, Internet, and e-mail usage • Selecting honest, hard working employees who show up for work REPORTS • Interviewing Report • Quick Check Report VALIDATION 1996, 1997, 1998, 1999, 2001, 2002, 2003, 2004, 2005, 2006, 2007, 2009 STUDIES ADMINISTRATION Internet or Paper/Pencil SCORING Internet Contact Information Assessment Edge www.assessmentedge.com 937.550.9580 www.profilesinternational.com © 2010 Profiles International Profiles Sales Assessment™ Profiles Sales Indicator™ 3.10v5 Workplace Engagement Survey Profiles Managerial Fit
  13. 13. CheckPoint 360°™ Profiles Sales Assessment™ Profiles Sales Indicator™ Workplace Engagement Survey Profiles Managerial Fit The CheckPoint Management System is a 360-degree assessment. It is used primarily to evaluate the effectiveness of your managers and leaders. This assessment combines feedback from direct reports, peers, supervisors, and even customers, with a personalized program for developing specific leadership skills based on that feedback. This process highlights a manager’s job performance in eight universal management competencies: communication, leadership, adaptability, relationships, task management, Why Assess Employees with CheckPoint 360°™? production, development of others, and personal development. The CheckPoint 360°™ helps managers identify and prioritize their own development opportunities. It also helps the organization to better focus management training and development investments, proactively uncover misaligned priorities between senior executives and front-line managers, and surface management issues that could lead to low • Enable a complete understanding of the manager’s employee productivity, morale, satisfaction and turnover. capabilities across eight key management competencies and 18 key Skill Sets The CheckPoint 360°™ Leadership Competency Feedback • Provide insight insight into each Skill Set through a robust set System is based on four integrated components designed to of reports streamline the leadership development process: CheckPoint 360°™, Organizational Management Analysis™, SkillBuilder, and Organizational Management Analysis (OMA) Coaching Services. The OMA consolidates CheckPoint 360°™ assessment data from How Does It Work? the entire management team to create an executive view of an organization’s management capabilities. CheckPoint 360°™ The CheckPoint 360°™ is the foundation survey and assessment SkillBuilder tool used to: Profiles SkillBuilder™ leverages the findings from the CheckPoint • Gather perceptions of the manager’s leadership capabilities 360°™ to create a personalized improvement plan for each from the manager and a reference group of boss, peers and management Skill Set that requires further development direct reports Coaching Services Coaching Services provides personalized guidance to help your What’s the next step? managers reach their leadership growth goals. Please contact your authorized Profiles International business partner, Assessment Edge. www.assessmentedge.com
  14. 14. CheckPoint 360°™ MEASURES 18 supporting Skill Sets Eight Management and Leadership Competencies: • Communication • Relationships • Leadership • Production • Adaptability • Development of Others • Task Management • Personal Development THE PROCESS Using a Survey… • The manager completes a self-evaluation • The supervisor rates the manager • Peers rate the manager • Direct reports rate the manager All survey information provided by the respondents (except the manager’s rating) is completely confidential. TIME TO TAKE 15 minutes for each participant REPORTS 1. The four-color multi-rater feedback system report describes a manager’s skills for eight universal management and leadership competencies with 18 supporting Skill Sets. It also includes a personal development section for the 18 Skill Sets that guides the manager through ways to improve their job performance. 2. Comparison reports provide a means of measuring a participant’s progress in developing leadership qualities and management skills. 3. An Organizational Management Analysis™ report provides a summary of all individual CheckPoint 360°™reports within the organization or division of the organization. Online SkillBuilder™ with Coaching Guides are available for building on strengths and closing SUPPORT MATERIAL skill gaps. VALIDATION 1992 through 2008 STUDIES ADMINISTRATION Internet SCORING Profiles International Service Center REPORT Profiles International Service Center GENERATION Contact Information Assessment Edge www.assessmentedge.com 937.550.9580 www.profilesinternational.com © 2010 Profiles International Profiles Sales Assessment™ Profiles Sales Indicator™ 3.10v5 Workplace Engagement Survey Profiles Managerial Fit
  15. 15. Profiles Sales Assessment™ Profiles Sales Indicator™ Service Profile™ Customer Workplace Engagement Survey Profiles Managerial Fit The Customer Service Profile™ (CSP) measures how well a person fits specific customer service jobs in your organization. It is used primarily for selecting, on-boarding and managing customer service employees. The CSP also looks at what your current and future employees believe is a high level of customer service, while at the same time showing where they align (or not) with the company’s perspective. We have a general industry version of this assessment as well as vertical specialties in hospitality, healthcare, financial services, and retail. Why assess customer service people? How does the Customer Service Profile work? Given the opportunity to land a new job or to be promoted, Prior to assessing candidates, our experts help you develop people may tell you what you want to hear instead of peak performance models for your customer service jobs the truth. Additionally, so much of their success depends in multiple questions that you will use to compare job on the specific type of job and the organization in which candidates against. Once established, our clients deliver the they would work. Success seldom transfers automatically. CSP to their candidates over the Internet -- hiring managers The cost of a bad hire that is customer-facing is very high or an HR administrator simply forwards a link. considering the hiring and ramp-up costs, poor productivity, lost revenue, and potential damage to the organization’s The assessment does not need to be monitored, so the reputation. candidate can take it from any computer with Internet access. The system instantly scores the assessment and The CSP gives you an objective, inside look at the behaviors informs the hiring managers where they can access the and motives of customer service job candidates to help you results. make better hiring, promotion and organizational decisions. Giving this information to managers helps them be more The hiring manager can use the results as a screening effective and get the very most from their people. tool or to assist them in the interviewing, selection or on- boarding process. “ What’s the next step? Please contact your authorized Profiles International business partner for a complementary demonstration. the job; train and motivate them; give Start with good people who are right for “ them opportunity to advance; and your organization will succeed. - J.W. Marriott www.assessmentedge.com
  16. 16. Customer Service Profile™ DEFINES Client customer service practices and the alignment of an employee or candidate to those practices A. Employee or Candidate’s Customer Service Perspective MEASURES B. Individual’s Behavioral Characteristics: • Trust • Empathy • Focus • Tact • Conformity • Flexibility C. Individual’s Proficiencies: • Vocabulary • Numeric TIME TO TAKE 45 minutes CUSTOMIZABLE • Develop unique Company Service Perspective • Develops Performance Models by department INDUSTRY • General VERSIONS • Hospitality • Health Care • Financial Services • Retail REPORTS • Selection Report • Customer Service Alignment • Individual Report • Coaching Report • Candidate Report • Company Service Perspective VALIDATION 2003, 2006, 2008, 2009 STUDIES ADMINISTRATION Internet or Paper/Pencil SCORING Internet Contact Information Assessment Edge www.assessmentedge.com 937.550.9580 www.profilesinternational.com © 2010 Profiles International Profiles Sales Assessment™ Profiles Sales Indicator™ 3.10v5 Workplace Engagement Survey Profiles Managerial Fit
  17. 17. ™ Profiles Sales Assessment™ Profiles Sales Indicator™ Profiles Managerial Fit Workplace Engagement Survey Profiles Managerial Fit Profiles Managerial Fit™ (PMF) is a special report that utilizes data from the ProfileXT® to measure critical aspects of compatibility between managers and their employees. This report offers an in-depth look at one’s approach to learning, as well as six critical dimensions of compatibility with their manager: self-assurance, conformity, optimism, decisiveness, self-reliance and objectivity. Managers use this information for adapting their styles in order to get the most from each employee; improve communication; increase engagement, satisfaction, and Why assess employees and managers? How does the PMF ™ assessment work? productivity; and reduce employee turnover. People typically don’t quit their companies, they quit Most of our clients who use the Profiles Managerial Fit their bosses. During times of change in an organization, report have already assessed their managers and employees such as when hiring or restructuring, it is easy to with our ProfileXT® assessment. If this is the case, your overlook culture, chemistry and personal fit. Given the Profiles International Business Partner will enable your urgency to make difficult decisions, personnel decisions administrator to run reports for your managers and their are made based on short-term need and factors that employees. make sense on paper. If you have not yet assessed your people with the ProfileXT, However, once new people start working together, then your people will take an abbreviated version of interpersonal issues are likely to surface. While a small this assessment over the Internet—an HR administrator degree of workplace conflict may be considered a sign of will simply forward a link to managers and employees. engaged employees, excessive and chronic conflict can The assessment does not need to be monitored, so the be damaging, distracting and costly. candidate can take it from any computer with Internet access. The system instantly scores the assessment and The PMF gives your managers valuable information informs the hiring managers where they can access the What’s the next step? and insight on a person to be more effective, more results. productive, and to more consistently deliver results. Please contact your authorized Profiles International business partner, Assessment Edge. Did You Know? • 85% of employees leave due to conflict in the supervisor/employee relationship. • 50% of an employee’s work satisfaction depends on the relationship with his or her supervisor. • Executives were found to spend a minimum of one month per year dealing with personality conflicts. www.assessmentedge.com
  18. 18. Profiles Managerial Fit™ PROVIDES • Insight into compatibility between managers and their Direct Reports • Specific steps to increase manager and employee productivity One’s approach to learning, as well as six Critical Compatibility Characteristics: MEASURES • Self-assurance • Self-reliance • Conformity • Optimism • Decisiveness • Objectivity The manager completes the online assessment THE PROCESS The Direct Report completes the online assessment Profiles Managerial Fit report is generated online at the request of the manager TIME TO TAKE 35 minutes • Increasing productivity • Identifying and closing compatibility gaps between manager and employee • Improving communications between manager and employee USED FOR • Raising the level of engagement • Reducing employee turnover REPORTS Manager Report VALIDATION 2007 STUDY ADMINISTRATION Internet or Paper/Pencil Contact Information Assessment Edge www.assessmentedge.com 937.550.9580 www.profilesinternational.com © 2010 Profiles International Profiles Sales Assessment™ Profiles Sales Indicator™ 3.10v5 Workplace Engagement Survey Profiles Managerial Fit
  19. 19. Profiles Sales Assessment™ ™ Profiles Sales Indicator™ Profiles Performance Indicator Workplace Engagement Survey Profiles Managerial Fit The Profiles Performance Indicator™ is a DISC- type assessment that reveals an individual’s job performance and aspects of their personality that could impact their fit with their manager, coworkers and team. It is used primarily for motivating and coaching employees and resolving post-hire conflict and performance issues. Why assess employees with the PPI? The PPI specifically measures an individual’s motivational intensity and behaviors related to productivity, quality of work, initiative, teamwork, problem solving, and adapting An organization wouldn’t spend $50,000 on a piece of to change, as well as response to stress, frustration, and equipment without first knowing know how it works and conflict. The output from this assessment serves as a looking at a user’s manual. Yet, every day we see businesses “manager’s operating manual” for an employee, which hire and deploy employees with little or no thought to helps managers better motivate, coach, and communicate helping managers understand how these employees work with the employee. It also helps to predict and minimize and whether they are a good fit. conflict among co-workers, and provides crucial information for improving team selection and performance. The PPI gives your managers an “operator’s manual” for their people by giving them an objective inside look at the Team Analysis Report behaviors and motives of individuals so they can get the A powerful feature of very best from them and other members of their team who the PPI is the Team What’s the next step? will be working together. Analysis Report, designed to help managers form new Please contact your authorized Profiles International teams, reduce team business partner, Assessment Edge. conflict, improve team communication, Did You Know? improve their ability to anticipate problems, and enhance their team How does the PPI assessment work? leadership skills. • 23% of employees fail because they cannot manage emotions. • 17% of employees fail because they lack the Our clients deliver the PPI to their people over the necessary motivation to excel. Internet—an HR administrator simply forwards a link to the manager and his or her employees. The assessment does • 15% of employees fail because they have the wrong not need to be monitored, so the candidate can take it from temperament for a job. any computer with Internet access. The system instantly scores the assessment and informs the hiring managers where they can access the results. www.assessmentedge.com
  20. 20. Profiles Performance Indicator™ MEASURES A. Behavioral indicators in the following critical, job-related competencies and provides suggestions for improving performance: • Productivity • Initiative • Problem solving • Quality of work • Teamwork • Adapting to change B. Response to job related stress, frustration and conflict C. How to motivate the employee D. Motivational intensity E. Team balance F. Strengths and weaknesses of the overall team G. Describes each team member’s characteristics compared to the team leader’s characteristics in the 12 Team Factors: • Control • Precision • Composure • Expressiveness • Social influence • Ambition • Analytical • Teamwork • Patience • Positive expectancy • Results orientation • Quality of work H. Describes methods a leader can use to maximize the performance of each member as part of the team and what roles the leader must play on the team. TIME TO TAKE Less than 15 minutes REPORTS • Management Report, for supervisor or manager • Team Analysis • Personal Report, for self-improvement • Team Action Summary • Graph Report • Team Balance Table VALIDATION 1998, 2001, 2006, 2008, 2009 STUDIES ADMINISTRATION Internet or Paper/Pencil SCORING Internet Contact Information Assessment Edge www.assessmentedge.com 937.550.9580 www.profilesinternational.com © 2010 Profiles International Profiles Sales Assessment™ Profiles Sales Indicator™ 4.10v8 Workplace Engagement Survey Profiles Managerial Fit
  21. 21. ™ Profiles Sales Assessment™ Profiles Sales Indicator™ Profiles Skills Tests Workplace Engagement Survey Profiles Managerial Fit Profiles International provides over 1,500 Skills Tests to measure essential knowledge and skills employees need Skill Fit to succeed in a job. Job Fit Clerical Abilities We use powerful Team Fit Computer Skills technologies, such Managerial Fit Bookkeeping, Accounting as performance- Engagement Call Center based testing, which Performance Medical simulates popular Leadership Strength Light Industrial Skills software products like Microsoft Office, to ensure accurate, reliable results. Our skills tests cover software skills, clerical skills, and call center skills, as well as skills necessary for accounting and finance, Profiles Profiles Skills medical, nursing, legal, industrial, computer literacy, retail, Behavioral Tests food services, information technology, staffing and human Assessments resources. Why Use Them? It has been estimated that more than 50 percent of people Profiles Technology lie on their resumes. Your hiring managers need to know Solutions for certain if a candidate can actually do what they say they can do. This can be especially important in jobs where there is little or no training time available. Skills tests may also be used to measure a current employee. Knowing the gap between an employee’s current capability and what’s Applicant Tracking required to do a job helps prioritize and target training and Profiles Assessment Center development investment. Profiles Partner Resource Center Profiles Client Resource Center How do the Profiles Skills Tests work? Our clients deliver Profiles Skills Tests to their candidates over the Internet. The powerful test-management system Obviously any assessment given outside of a proctored allows a test administrator to control a multi-tier network environment opens up the risk of cheating. Most of our of testing stations with the capability of controlling testing, clients who use home-based testing also maintain an reporting and billing from a central location. If you set up a in-office assessment system for re-testing applications as testing account for your organization, you can deliver tests a security backup to ensure that candidates did not use in three ways: unauthorized help material while being tested at home. If candidates are warned that they may be re-tested when • Turn any PC with Internet access into a testing they arrive at your office, the risk of cheating is greatly workstation with access to all Profiles Skills Tests reduced. assigned to your account. • Send eTickets to candidates, who can use the eTicket to gain access to their assigned online skills test. What’s the next step? • Create links on your own Web site that will launch a Please contact your authorized Profiles International Profiles Skills Test, turning your Web site into a powerful business partner, Assessment Edge. testing portal. www.assessmentedge.com
  22. 22. Profiles Skills Tests™ NUMBER OF TESTS Over 1,500 MEASURES Essential knowledge in a wide variety of industries and skill sets, including: • Microsoft Word, Excel, • Legal PowerPoint and more • Industrial • Software Skills • Computer Literacy • Language Skills • Retail Sales • Clerical Skills • Food Services • Call Center Skills • Information Technology • Accounting and Finance • Staffing and Human Resources • Medical and Nursing • ...and More! CUSTOMIZABLE Choose from sample questions to create your own skills test USED FOR • Selecting people with the required skills for the job • Increasing productivity • Raising the level of engagement • Reducing employee turnover • Getting new employees off to faster start • Reducing training costs • Assessing team skill fit MULTILINGUAL Spanish, French, English (Great Britain), Dutch, German, Italian TIME TO TAKE Average 35 minutes ADMINISTRATION Internet SCORING Internet Contact Information Assessment Edge www.assessmentedge.com 937.550.9580 www.profilesinternational.com © 2010 Profiles International Profiles Sales Assessment™ Profiles Sales Indicator™ 3.10v5 Workplace Engagement Survey Profiles Managerial Fit
  23. 23. WorkplaceWorkplace Engagement Survey Profiles Managerial Fit Engagement Survey Profiles Sales Assessment™ ™ Profiles Sales Indicator™ Our Workplace Engagement Survey™ (WES) measures the degree to which your employees connect with their work and feel committed to the organization and its goals. This gives you and your management teams a detailed view of what influences engagement across all of your workforce segments and how your employees compare statistically to the overall working population. In addition, the WES measures “satisfaction with employer” How does the Workplace Engagement and “satisfaction with manager” across your entire Survey work? organization and gives recommendations for your organization to improve. Why survey your employees? Our clients deliver the WES to their people over the Employee surveys are becoming a popular management Internet—an HR administrator simply forwards a link to tool. They not only help management investigate whether the manager and his or her employees. The assessment employees align with corporate values, but they identify does not need to be monitored, so the candidate can take problem areas and elicit information to increase it from any computer with Internet access. All responses engagement. Employees who are highly engaged: are completely anonymous. Information is aggregated in a centralized database and reports can be accessed by • Excited and enthusiastic authorized people. • More focused on their work than “watching the clock” • Give high levels of discretionary effort Your authorized Profiles International business partner can • Emotionally involved with the company assist you with interpretation of the reports and help you • Mentally involved with company What’s the next step? and your managers create action plans. • Not easily distracted • Stay focused • Highly productive Please contact your authorized Profiles International business partner, Assessment Edge. Did You Know? • Disengaged employees are 53% less productive than their engaged counterparts. • Disengaged employees are 24% more likely to remain at their current employer. www.assessmentedge.com
  24. 24. Information to help companies and organizations improve their workforce PURPOSE performance Workplace Engagement Survey™ MEASURES • Levels of employee engagement from: Highly Engaged – Engaged – Disengaged – Highly Disengaged • Compares your company’s level of engagement to the national average • Satisfaction with employer • Satisfaction with manager • Employees are provided a URL to take the confidential survey THE PROCESS • Employee completes survey • Profiles International compiles survey information • Profiles Service Center generates report TIME TO TAKE 15 minutes per employee • Getting a clear picture of your employees’ level of engagement, satisfaction with USED FOR company and satisfaction with manager • Providing recommendations to create a plan for improvement REPORTS Comprehensive report on your employees’ engagement level and recommendations on what can be done to improve SURVEY VALIDATION Harris Interactive, New York, NY VALIDATION 1999, 2000, 2001, 2003, 2005, 2006, 2007, 2008, 2010 STUDIES ADMINISTRATION Internet or Paper/Pencil SCORING Internet Contact Information Assessment Edge www.assessmentedge.com 937.550.9580 www.profilesinternational.com © 2010 Profiles International Profiles Sales Assessment™ Profiles Sales Indicator™ 3.10v5 Workplace Engagement Survey Profiles Managerial Fit
  25. 25. Employee Background Checks Profiles Sales Assessment™ Profiles Sales Indicator™ Workplace Engagement Survey Profiles Managerial Fit Profiles International provides comprehensive Employee Background Checks for our clients. These include: Consumer Credit Reports, Criminal History Record, Drivers’ History Report (DMV), Education Verification, Employment History Verification, Foreign Nationals Terrorist Sanctions Search (OFAC, CLFST & OSFI), Identity Verification Search, Incarceration Records Search, Military Service Verification, Cursory Nationwide Criminal Index Why do background checks on your Employees? Database Search (CNID), and many more. As an employer, you are entitled to know who you are hiring before you tender a job offer. Additionally, you are legally obligated to know the backgrounds of the people you hire. Failure to conduct thorough background checks puts you and your company at risk, creating a negligent hiring liability How does the process work? that can threaten the future of your business. Although you carry business liability insurance, you should be aware many policies do not cover negligent hiring. Before assuming your insurance would protect you, check with your agent. We provide you a flexible online environment to request applicant profiles and public record information from your For your protection, Employee Background Check services customized website. Information can be retrieved via the are confined to careful searches of legally available public web or delivered via fax or email, depending on individual records. There is never an invasion of a prospective user requirements. You manage the ordering process and What’s the next step? employee’s privacy. You will likely discover our employee monitor supplier delivery all from a single interface. background check service provides you with quality and economical protection. Please contact your authorized Profiles International business partner, Assessment Edge. Did You Know? • 30% of job applications contain false information. • 75% of employees who steal from employers do so repeatedly. • 20% of workplace death is linked to alcohol or drug use. www.assessmentedge.com
  26. 26. Background Checks™ • Reducing employment theft and fraud USED FOR • Reducing loss of confidential information, trade secrets, and computer data • Reducing substance abuse problems SERVICES • General Information Reports • Social Security Trace • Driving Record Reports • Employment Credit Reports • County Civil and Criminal Court Reports • Watch List Database • State Civil and Criminal Reports • Drug Screening Services • Federal District Bankruptcy Search • Workman’s Compensation • OIG, LEIE, and OIG Plus Database • Instant and In-Depth Reports • Sex Offender Registry Database • Rush Services • Global Watch List Database ADMINISTRATION Request online Reports online No contract required Contact Information Assessment Edge www.assessmentedge.com 937.550.9580 www.profilesinternational.com © 2010 Profiles International Profiles Sales Assessment™ Profiles Sales Indicator™ 3.10v5 Workplace Engagement Survey Profiles Managerial Fit
  27. 27. ™ Profiles Sales Assessment™ Profiles Sales Indicator™ Profiles LoyaltyPro Workplace Engagement Survey Profiles Managerial Fit Did you just lose one of your top customers and never saw it coming? Have you ever thought you were satisfying your customers, only to learn they were unsatisfied and went to the competition? With Profiles LoyaltyPro™ you will know when your customers are unsatisfied and at risk of leaving before they’re gone. What is Profiles LoyaltyPro™? Profiles LoyaltyPro™ is a web-based customer loyalty surveying Did You Know? tool. Loyalty, as determined through the “voice of the • The average un-happy customer will tell 8 to 16 people customer,” is a leading indicator that predicts the “staying about it. power” of an account. • 91% of unhappy customers will never purchase service from you again. Profiles LoyaltyPro™ offers companies a tool to gather • It costs 5 times more to attract a new customer than to ongoing, critical account intelligence that helps to assess the keep a current one. relationship between the buyer and the supplier, ultimately driving the action plan to improve customer service. Having • If you make an effort to remedy customer’s complaints, insight into your customer’s perception of your relationship 82 to 95 percent of them will stay with you. allows you to steer the strategic business efforts and initiatives Profiles LoyaltyPro™ Features of the account management teams to continually improve customer relationships and build a network of loyal customers. • Web-based custom surveys with survey tracking The Profiles LoyaltyPro system serves four basic functions: ™ • Translation capabilities • Collects, reports, and analyzes “voice of the customer” • Dynamic/customizable dashboard(s) that are tailored to intelligence organization’s needs and are easy to analyze • Measures key relationship dependencies between • Roll-up Gap Analysis providing a summary of ratings by customer and supplier that determine loyalty question, by section, answer counts for each question, • Provides organizations with a Loyalty Index; a number comments associated with each question, and an in between 0-100 that correlates to the risk of attrition depth view of your customer loyalty (probability of losing the customer!) • Query based filters that can be saved at the user and • Generates the critical knowledge that influence the administrator level and shared across the application strategic account plan • Built-in standard reports • Custom reports are easy to develop • User-defined email templates • User-defined exports into Microsoft Excel Team Dashboard $68 000 What’s the next step? Survey Count by Position Loyalty Rating Comparison Please contact your authorized Profiles International 5% 100 90 80 73 81 business partner, Assessment Edge. 70 34% 60 61% 50 40 30 20 10 Adm n st at ve M d-Management 0 S . Level / Execut ve My Accounts All Accounts www.assessmentedge.com
  28. 28. Profiles LoyaltyPro™MEASURES Key indicators that predict the staying power of the overall account relationship • Emotional Dependence • Performance • Structural Dependence • Economic Value to company • Business Dependence • Alignment / Fit • Satisfaction USED FOR Retention and growth of existing client base DEVELOPED 2001 and has undergone 4 upgrades to version 5.0 CUSTOMIZABLE • Company • Division • Department REPORTS • Company Summary • Contacts • Roll-up Gap Analysis • Employees • Completed Surveys • Survey Comments by Question • Pending Surveys • Survey Ratings by Contact • Account • Special Query Report ADMINISTRATION Internet or Paper/Pencil Contact Information Assessment Edge www.assessmentedge.com 937.550.9580 www.profilesinternational.com © 2010 Profiles International Profiles Sales Assessment™ Profiles Sales Indicator™ 2.10v4 Workplace Engagement Survey Profiles Managerial Fit

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