Your SlideShare is downloading. ×
  • Like
Personality Tests
Upcoming SlideShare
Loading in...5

Thanks for flagging this SlideShare!

Oops! An error has occurred.


Now you can save presentations on your phone or tablet

Available for both IPhone and Android

Text the download link to your phone

Standard text messaging rates apply

Personality Tests



Published in Technology , Education
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
No Downloads


Total Views
On SlideShare
From Embeds
Number of Embeds



Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

    No notes for slide


    Personality Tests
  • 2. Formerly known as DISC.
    Published and distributed by Thomas International in UK.
    Available in 33 languages, including Indonesia.
    Official distributor in Indonesia:
    PT. NBO Indonesia & Thomas International
    Director: Susanna Hartawan
    Office: Wisma 46 – Kota BNI, 2nd Floor, Suite 205 Jl. JendralSudirmanKav. 1 Jakarta Selatan 10220 Tel : 62-21-5746229
    Personal Profile Analysis
  • 3. Developed by the psychologist William Moulton Marston.
    Measure the behavior of individuals in their environment or within a specific situation.
    4 dimensions of personality: Dominance, Influence, Steadiness and Compliance.
    Commonly used for personal growth and development, training, coaching and managing of individuals, groups, teams, and organizations.
    Personal Profile Analysis
  • 4. Ipsative with 24 set of items.
    No time limit. Completed in 8 minutes.
    Test user qualification: Level B BPS.
    Available online.
    Report available in 22 different forms.
    Personal Profile Analysis
  • 5. List of reports available:
    Personal Profile Analysis
  • 6. Personal Profile Analysis
  • 7. Personal Profile Analysis
  • 8. BPS Review:
    Personal Profile Analysis
  • 9. Published and distributed by Consulting Psychologists Press in US.
    No official distributor in Indonesia.
    Official distributor for Singapore, Indonesia, Malaysia, and Brunei:
    CPP Asia Pacific Pte. Ltd.
    300 Beach Road #29-03, The Concourse Singapore199555 (65) 6396 6331
    Myers-Briggs Type Indicator (MBTI)
  • 10. Developed by Katharine C. Briggs and Isabel Briggs Myers.
    Measure psychological preferences in how people perceive the world and make decisions.
    Measure 4 types:
    Where you focus your attention — Extraversion (E) or Introversion (I)
    The way you take in information — Sensing (S) or Intuition (N)
    The way you make decisions — Thinking (T) or Feeling (F)
    How you deal with the outer world — Judging (J) or Perceiving (P)
    Myers-Briggs Type Indicator (MBTI)
  • 11. Commonly used for individual development and team building and team development.
    Ipsative with 93 items.
    Completed in 15 – 25 minutes.
    Available online and Paper-and-pencil.
    User must be accredited by or psychologist who is verified by the publisher.
    Report available in 7 different forms.
    There is no indication from distributor that Indonesian version is available.
    Myers-Briggs Type Indicator (MBTI)
  • 12. List of reports available:
    Myers-Briggs Type Indicator (MBTI)
  • 13. Myers-Briggs Type Indicator (MBTI)
  • 14. BPS Review:
    Myers-Briggs Type Indicator (MBTI)
  • 15. Developed by Allen L. Edwards in 1957 and published by Test Dimensions.
    Measure 15 needs based on Henry Murray theory of needs.
    Last revised in 2006, omitted the Heterosexuality scale.
    Recommended primarily for instructional value and research settings.
    Edward Personal Preference Schedule
  • 16. Ipsative with 225 items, completed in 40 – 55 minutes.
    Available paper-and-pencil and online.
    Only available in English and Dutch.
    Edward Personal Preference Schedule
  • 17. Published and distributed by Cubiks UK.
    Available in 30 languages including Indonesia.
    Distributor in Indonesia:
    Jl. KemangTimur Raya 100F
    Jakarta Selatan 12730
    Personality and Preference Inventory (PAPI)
  • 18. Developed by Dr Max Kostick, in the early of 60.
    Measure 10 Role and 10 Need scales.
    The Role scales measure an individual's self-perception in the work environment.
    The Need scales probe the deeper inherent tendencies of an individual's behaviour.
    Personality and Preference Inventory (PAPI)
  • 19. Available in two forms:
    Ipsative: 90 items paired (total 180 items)
    Normative: 126 items
    Available online
    Commonly used in recruitment and personal development settings.
    Personality and Preference Inventory (PAPI)
  • 20. BPS Review:
    Personality and Preference Inventory (PAPI)
  • 21. OPQ32r
    Stands for Occupational Personality Questionnaire 32 revised.
    Published and distributed by SHL.
    Revised version of OPQ32i. Revised in 2009.
    Available in Indonesian.
    Sold in Indonesia by:
    PT Eshael Indonesia
    Indonesia Stock Exchange Building Tower I 26th Floor Jl. Jend. SudirmanKav. 52-53. Jakarta 12190
  • 22. Developed by Peter Saville, Roger Holdsworth, Gill Nyfield, Lisa Cramp and Bill Mabey.
    First released in 1984.
    Measure 32 scales, classified into 3 domains:
    Feeling and Emotions
  • 23. Scores with ‘normative’ properties on each of the 32 scales, from a forced-choice questionnaire format.
    104 blocks of 3 items, completed less than 30 minutes.
    In 2005, they correlate the OPQ32 with Five Factor Model.
    OPQ32 as a predictor of Great Eight competencies model developed by Dave Bartram in 2005.
  • 24. Great Eight was based on The SHL Universal Competency Framework, which mapped 112 components.
    The Great Eight consists of:
    Leading & Deciding
    Supporting & Cooperating
    Interacting & Presenting
    Analysing & Interpreting
    Creating & Conceptualising
    Organising & Executing
    Adapting & Coping
    Enterprising & Performing
  • 25. Beside OPQ32r, there are also OPQ32i and OPQ32n.
    OPQ32i consists of 104 blocks of 4 items
    OPQ32n consists of 230 items.
    Commonly used for:
  • 26. Report available:
    The Manager Plus Report
    The Candidate Plus Report
    The Universal Competency Report
    The Sales Report
    The Team Development Report
    The Leadership Report.
  • 27. OPQ32r
  • 28. BPS Review:
  • 29. Published and distributed by Hogan Assessment System, Inc.
    No sole distributor available in Indonesia.
    Available in Indonesian
    Developed by Robert Hogan and Joyce Hogan in 1992.
    Based on Five Factor Model.
    Measure 7 primary scales plus 6 occupational scales.
    Hogan Personality Inventory
  • 30. Developed in the context of socioanalytic theory by Robert Hogan.
    206 true and false items.
    15- to 20-minute completion time.
    Available in online computer administration or paper-and-pencil.
    Report available in different forms as follows:
    Select: Fit, Express, Advantage, Basis
    Develop: Career, Manage, Compass, Executive Development, Management Development, Interpret, Interpret with occupational scales
    Lead: Potential, Challenge, Values, Coaching, Summary
    Reports: Safety, High Potential
    Hogan Personality Inventory
    * Blue font indicate the report based on HPI only
  • 31. Hogan Personality Inventory
  • 32. Hogan Personality Inventory
  • 33. BPS Review:
    Hogan Personality Inventory
  • 34. Published and distributed by Harrison Assessments.
    Available in Indonesian
    Developed by Dan Harrison.
    There are three distributors identified:
    Opus Management
    Potentia HR Consulting
    Dunamis Organization Services
    Harrison Assesment Talent Solution (HATS)
  • 35. Measure candidate's eligibility (education, experience, and skills) and suitability (job related behavior) of the target job.
    Based on Enjoyment-Performance Theory and Paradox Theory.
    Available online.
    136 items with 30 minute of completion.
    Consists of 17 groups of 8 items each, which are ranked according to the individual’s preferences from one to eight.
    Harrison Assesment Talent Solution (HATS)
  • 36. How it works:
    Harrison Assesment Talent Solution (HATS)
    Specific job skills
    Educational levels
    Educational subjects
    Education achievements
    Specific types of experience
    Specific amounts of
    Work preferences
    Work values
    Interpersonal skills
    Confirm eligibility
    Assess suitability via separate
    Skills tests,
    I.Q. tests
    Numerical reasoning
    Industry knowledge
    Overall Score
    The overall score enables you to integrate all test results into an overall assessment score that can include eligibility assessment, suitability assessment, interview results and third party test results. This is essential to achieve a consistent overall interpretation of test results.
  • 37. Reports avalaible:
    Harrison Assesment Talent Solution (HATS)
    Recruitment Package
    Development For Position
    Manage, Develop, Retain
    Job Success Analysis
    Main Graph Report
    Paradox Graph and Paradox Narrative Reports
    Summary Keywords
    Traits Definitions
    Group Screening
    Team Main Graph
    Team Paradox Graph
    Trait Export
    Career Comparison
    Career Development
    Career Options
  • 38. Harrison Assesment Talent Solution (HATS)
  • 39. Published and distributed by HRD Press.
    Not available in Indonesian.
    There is no sole distributor in Indonesia.
    Identifying job applicants whose behavior, attitudes, and work-related values are likely to interfere with their success as employees.
    Measure 6 things:
    substance abuse
    computer abuse
    sexual harrassment
    Counterproductive Behavior Index (CBI)
  • 40. 140 true and false items.
    15 minute completion time.
    Available in computer-based, online or paper-and-pencil.
    Reports available: Full report.
    Counterproductive Behavior Index (CBI)
  • 41. Counterproductive Behavior Index (CBI)
  • 42. Hiring decisions must never be made solely on the basis of an applicant’s profile on the CBI.
    The scores on the profile indicate areas that need to be followed up on in a subsequent employment interview, using behavioral interviewing techniques.
    The results of the CBI should never be discussed with the applicant. You should not indicate to any applicant that he or she was disqualified by a single measure, particularly a psychological test.
    If applicants ask about the CBI results, they should be told that the results are simply a part of a package of information that needs to be analyzed and understood.
    If an applicant is not to be hired, there is no obligation on the interviewer’s part to explain the reasons for that decision.
    Never, ever, suggest that an applicant was not selected because of answers to the CBI.
    Counterproductive Behavior Index (CBI)
  • 43. Published and distributed by Redfield Consulting Pty Ltd, Australia.
    Available over 30 languages. No information on Indonesian version.
    First published in the UK in 1990 and the working concept was presented at the BPS Occupational Psychology Conference held at Bowness on Windermere in January 1990.
    Developed by Norman Lee Buckley and Rebekah Justine Williams.
    Facet 5
  • 44. Measures five factors and a detailed breakdown of these five factors into 13 sub-factors (facets).
    106 items with 17 minutes to complete.
    Commonly used for selection and development.
    Available in Paper-and-pencil and online.
    Facet 5
  • 45. Reports available:
    Facet 5 Profile
    Facet 5
  • 46. Facet 5
  • 47. Facet 5
  • 48. BPS Review:
    Facet 5
  • 49. Published and distributed by Saville Consulting.
    Developed by Peter Saville.
    Not available in Indonesian.
    There is no sole distributor in Indonesia.
    Nearest Distributor:
    Saville Consulting Asia Pacific
    P O Box 1855 North Sydney NSW 2060 Australia
    Wave® Professional Styles
  • 50. Measures motives, talents, preferred culture and competency potential.
    Measures 4 clusters, 12 sections, 36 dimensions and 108 facets of the Wave hierarchical model.
    36 sets of 6 statements with 40 minutes to complete.
    Available online only.
    Designed for use in both selection and development.
    A combination of Normative and Ipsative measurement.
    Wave® Professional Styles
  • 51. In a 2008 co-validation study, Wave Professional Styles, outperformed the OPQ32i™, NEO-PI-R™, Hogan Personality Inventory™ and 16PF5™ on both work competencies and overall global measures of performance
    Reports available:
    Wave® Professional Styles
  • 52. Wave® Professional Styles
  • 53. Wave® Professional Styles