This document provides an overview of services and assessment tools offered by an organization.
1. The services section lists 4 main services: Competency Profile, Executive Assessment PLUS, Succession Planning, and Career Transition.
2. The assessment tools section is divided into categories including Recruitment Tests, Personality Tests, Intelligence Tests, Aptitude Tests, and Linguistic Tests. It provides descriptions of over 50 different assessment instruments.
3. The tools measure a wide range of skills, abilities, traits, and competencies to aid in hiring, development, succession planning, and other human resources processes.
The document discusses training need analysis for organizations. It outlines several challenges for conducting training need analysis, including identifying training needs, objectives, content, delivery methods, and evaluation. It then describes the training development process and key steps in training need analysis, including performing a gap analysis of competencies and individual performance. Finally, it provides a model for training needs analysis with five stages from establishing organizational commitment to designing training evaluation.
This document outlines a training needs analysis (TNA) process that identifies performance gaps at the individual, team, and organizational level by comparing key performance indicators and benchmarks. It analyzes competency gaps by examining best practices, job tasks, and the competencies of high performers compared to those of other individuals and teams. The goal is to find gaps that can be addressed through targeted training interventions.
The document discusses training and developing human resources. It covers the four phases of the training process: needs assessment, design, delivery, and evaluation. It describes analyzing training needs, different training delivery approaches like internal, external and e-learning training, and evaluating training at four levels from reaction to results. The goal of training is to help organizations be more competitive and retain valuable employees.
In this file, you can ref useful information about performance evaluation appraisal such as performance evaluation appraisal methods, performance evaluation appraisal tips
Management by objectives performance appraisalkianramirez765
This document provides information about management by objectives (MBO) performance appraisals. It begins by defining MBO appraisals as a method that evaluates how well an employee's goals align with organizational goals. It then discusses that MBO appraisals are typically used to evaluate high-level employees like managers. The document also explains that in an MBO appraisal, goals are established through collaboration between the employee and their supervisor. Finally, it notes that MBO appraisals differ from other methods in that goals are tied to organizational success and have interim checkpoints to measure progress toward annual objectives.
This document discusses job evaluation, which is an assessment of the relative worth of various jobs based on factors like qualifications, skills, responsibilities, and complexity of tasks. It aims to determine which jobs should receive higher pay and to create a defensible pay structure. The document outlines several common job evaluation methods, including ranking, classification, point evaluation, factor comparison, and market comparison. It also lists typical factors considered in job evaluation and the steps involved in conducting an evaluation.
The document discusses various aspects of quality including:
1. Quality can be defined from both a producer's and consumer's perspective.
2. Effective quality management requires quality planning, assurance, and control.
3. Quality improvement activities include reducing costs, improving productivity, and gaining customer satisfaction.
4. Total quality management (TQM) focuses on continual improvement, employee empowerment, and satisfying customers.
The document discusses training need analysis for organizations. It outlines several challenges for conducting training need analysis, including identifying training needs, objectives, content, delivery methods, and evaluation. It then describes the training development process and key steps in training need analysis, including performing a gap analysis of competencies and individual performance. Finally, it provides a model for training needs analysis with five stages from establishing organizational commitment to designing training evaluation.
This document outlines a training needs analysis (TNA) process that identifies performance gaps at the individual, team, and organizational level by comparing key performance indicators and benchmarks. It analyzes competency gaps by examining best practices, job tasks, and the competencies of high performers compared to those of other individuals and teams. The goal is to find gaps that can be addressed through targeted training interventions.
The document discusses training and developing human resources. It covers the four phases of the training process: needs assessment, design, delivery, and evaluation. It describes analyzing training needs, different training delivery approaches like internal, external and e-learning training, and evaluating training at four levels from reaction to results. The goal of training is to help organizations be more competitive and retain valuable employees.
In this file, you can ref useful information about performance evaluation appraisal such as performance evaluation appraisal methods, performance evaluation appraisal tips
Management by objectives performance appraisalkianramirez765
This document provides information about management by objectives (MBO) performance appraisals. It begins by defining MBO appraisals as a method that evaluates how well an employee's goals align with organizational goals. It then discusses that MBO appraisals are typically used to evaluate high-level employees like managers. The document also explains that in an MBO appraisal, goals are established through collaboration between the employee and their supervisor. Finally, it notes that MBO appraisals differ from other methods in that goals are tied to organizational success and have interim checkpoints to measure progress toward annual objectives.
This document discusses job evaluation, which is an assessment of the relative worth of various jobs based on factors like qualifications, skills, responsibilities, and complexity of tasks. It aims to determine which jobs should receive higher pay and to create a defensible pay structure. The document outlines several common job evaluation methods, including ranking, classification, point evaluation, factor comparison, and market comparison. It also lists typical factors considered in job evaluation and the steps involved in conducting an evaluation.
The document discusses various aspects of quality including:
1. Quality can be defined from both a producer's and consumer's perspective.
2. Effective quality management requires quality planning, assurance, and control.
3. Quality improvement activities include reducing costs, improving productivity, and gaining customer satisfaction.
4. Total quality management (TQM) focuses on continual improvement, employee empowerment, and satisfying customers.
In this file, you can ref useful information about performance appraisal examples such as performance appraisal examples methods, performance appraisal examples tips, performance appraisal examples forms, performance appraisal examples phrases … If you need more assistant for performance appraisal examples, please leave your comment at the end of file.
2
Approach: Sourcing through database, networking, referrals, job portals, social media
Assessment through screening, technical and HR interviews
Onboarding support
Outcome: Hired over 100+ profiles within 6 months across India
Retention of over 90% hired profiles
Client Feedback: "Elixir team demonstrated deep understanding of our business and hiring
needs. Their process and quality of hiring ensured seamless staffing of our
new venture in India."
Case Study-2
Industry: IT Services
Client: A leading IT services company expanding operations in India
Mandate: Hiring for roles of Project Managers, Business Analysts, Developers,
Characteristics of performance appraisallydiawood280
The document discusses characteristics of performance appraisals. It explains that the annual performance appraisal meeting between managers and employees can motivate employees if both parties understand the process. The manager should explain the purpose and process to the employee. This includes clarifying job expectations, reviewing and updating the employee's skills, reviewing accomplishments and goals, and providing final feedback and potential rewards. The document also describes several common performance appraisal methods, including ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales. It provides advantages and disadvantages of each method.
In this file, you can ref useful information about benefits of performance appraisal such as benefits of performance appraisal methods, benefits of performance appraisal tips, benefits of performance appraisal forms, benefits of performance appraisal phrases … If you need more assistant for benefits of performance appraisal, please leave your comment at the end of file.
In this file, you can ref useful information about employee performance appraisal format such as employee performance appraisal format methods, employee performance appraisal format tips
Dell was considering outsourcing its call center operations to reduce costs and better serve a large customer base. However, its previous attempt to outsource to Bangalore failed due to inadequate planning, risk assessment, technical skills, and cultural issues. The document provides a 7 step framework for successful outsourcing: 1) planning initiatives, 2) exploring strategic implications, 3) analyzing costs and performance, 4) selecting providers, 5) negotiating terms, 6) transitioning resources, and 7) managing relationships. As a service provider, I would pitch quality, trained workforce, infrastructure, technology, training, and outcome-based pricing to help Dell successfully outsource its call center.
Competency Management involves identification, extraction of the knowledge, skills, attitudes and behaviours of top performers and replicating them in others through suitable Learning & Development. Competencies can be defined as knowledge, skills, mind-sets and, thought patterns resulting in successful performance.
MEASURE UP: Measuring and Increasing Quality of HiresRecruitLadder
This document discusses various metrics that recruiters use to measure the recruitment process and hiring outcomes. It focuses on "quality-of-fill" as an emerging metric that measures the long-term value and contribution of new hires. The document examines common metrics like time-to-fill, cost-to-fill, and metrics related to tracking candidates through the hiring funnel. It emphasizes that the best metrics help optimize processes, source the highest quality candidates in the shortest time, and avoid costly mistakes like rejected offers that require starting the hiring process over.
Prashanth Hande is a senior IT professional with over 24 years of experience in banking IT, program management, and project management. He is currently a Principal Consultant at Infosys, spearheading the Risk & Compliance Service Practice. He has extensive experience implementing core banking solutions like Finacle, BANCS, and Flexcube at various banks.
This document summarizes a study on new service development (NSD) processes in the Australian financial services industry. The study identified 10 key stages of NSD and found that idea generation, idea screening, and formation were the most important. It also identified two common NSD models - a sequential linear model and a parallel model where some stages occur simultaneously. The study found that obtaining customer input at various stages, especially idea generation, service design, and testing, can improve new services and lead to greater success.
The document discusses performance management at Bharti Airtel, an Indian telecommunications company. It outlines the objectives of Airtel's performance management system as rewarding performance, assessing leadership potential and development, enabling feedback discussions, and career planning. The key components include independent achievement and leadership ratings, simplified leadership competencies, and an online system for KRAs and competency assessments. The performance management process involves setting KRAs, mid-year reviews, leadership and achievement assessments, normalization, and has a calendar outlining timelines.
Benchmarking is a process of comparing performance metrics and business practices to other organizations in order to identify areas for improvement. It involves identifying best practices, measuring performance against others, setting targets, and implementing changes based on findings. There are different types of benchmarking including strategic, performance, and process benchmarking. The benchmarking process involves planning, collecting data from benchmarking partners, analyzing performance gaps, and improving practices. Benchmarking helps organizations learn from others, improve performance, and prioritize resources.
This position is responsible for analyzing business requirements, designing solutions, and managing relationships to deliver process and technology projects at Cargill. The Business Analyst will spend 35% of their time gathering and analyzing requirements, 35% designing solutions, 15% managing relationships, and 15% on other project delivery responsibilities. A bachelor's degree, 7+ years of experience in business analysis, and skills in requirements gathering, solution design, communication, and leadership are required. The role offers opportunities for professional growth in client partnering and project management.
In this file, you can ref useful information about the performance appraisal such as the performance appraisal methods, the performance appraisal tips, the performance appraisal forms
The document discusses performance appraisal form templates, including tips and examples of accomplishments to include for different evaluation categories like performance management, teamwork, and reliability. It also outlines several common performance appraisal methods like ranking, rating scales, checklists, and critical incidents, highlighting their advantages and disadvantages. The document provides additional resources for performance appraisal forms, methods, examples, and other related topics.
In this file, you can ref useful information about company performance appraisal such as company performance appraisal methods, company performance appraisal tips
This presentation is an continuation of my earlier presentation of TQM. This Ppt covers Quality Function Deployment, Quality Control Tools - Old and New, Benchmarking, Business Process Reengineering, Six Sigma, etc
The document discusses sourcing strategies for recruitment and hiring. It defines sourcing as an organization's ability to use effective recruitment approaches to fill vacant positions. A sourcing strategy is needed to determine the best methods for different types of roles based on skills required, position needs, and available resources. The strategy should include both internal and external recruitment methods with a focus on targeted recruitment. An effective sourcing strategy drives down candidate interviews while ensuring a proper fit between the candidate and company requirements.
The document discusses benchmarking and function points as metrics for software projects. It defines benchmarking as comparing business processes and performance metrics to industry best practices. It outlines the benchmarking process which includes identifying what to benchmark, creating a team, collecting data from other organizations, analyzing gaps, and implementing an action plan. The document also discusses function points as a standardized software metric that measures functionality rather than lines of code. It notes the strengths and weaknesses of using function points for economic and quality analyses in software projects.
The aims of performance management are to assist in achieving work standards, identifying employee skills, ensuring goals are met, providing feedback, and evaluating company performance. The process of defining expectations involves reviewing role profiles, discussing key result areas and targets, and agreeing on required competencies and behaviors. The characteristics of performance appraisal are that they must match job descriptions, be legally compliant, involve trained appraisers, and include follow-up after the appraisal is conducted.
This document provides information about an assignment for an MBA course on HR Audit. It includes 6 questions related to topics like objectives of human resource planning, methods used in the HR audit process, competency mapping, and balanced scorecard software. It also provides contact information to obtain solved assignments for Rs. 125 each via email or phone.
How to hire the perfect Renewals SpecialistHireQuotient
Define Clear Job Requirements: Start by outlining clear and specific job requirements, including educational qualifications, industry knowledge, and essential skills. This clarity will guide your recruitment process.
Craft an Engaging Job Description: Develop a compelling job description that not only highlights the qualifications and skills required but also communicates the value of the role within the organization. Use language that resonates with potential candidates. You can use our JD generator to help you create compelling job descriptions.
Utilize Multiple Recruitment Channels: Cast a wide net by leveraging various recruitment channels. Post your job opening on popular job boards, professional networking sites, and industry-specific platforms to reach a diverse pool of candidates. Utilize platforms such as LinkedIn, Indeed, and specialized industry forums to maximize visibility.
Implement Persona-Based Screening: Embrace persona-based screening. This approach allows you to assess candidates based on a holistic understanding of the ideal Renewals Specialist profile, ensuring a better match. EasySource's Candidate Screening Module employs persona-based screening to identify candidates aligned with your specific criteria.
Conduct Structured Interviews: Design a series of structured interviews that assess both technical skills and soft skills. Include scenario-based questions to evaluate a candidate's problem-solving abilities and their approach to client interactions. You can use EasyInterview, a software with which you can conduct asynchronous interviews.
Incorporate Skills Assessments: Supplement interviews with skills assessments tailored to the Renewals Specialist role. EasyAssess offers pre-built and customized adaptive skill assessments designed for Renewals Specialists.
Highlight Company Culture and Values: During the recruitment process, emphasize your company's culture and values. Renewals Specialists who align with your organization's ethos are more likely to thrive and contribute positively.
Engage Candidates Effectively: Keep candidates engaged throughout the hiring process. Personalized communication, timely updates, and transparent information about the next steps demonstrate your commitment to a positive candidate experience. EasySource’s Candidate Engagement Module ensures personalized strategies and messaging to keep candidates engaged.
Reference Checks and Background Verification: Conduct thorough reference checks to validate a candidate's work history, performance, and interpersonal skills. Additionally, verify educational qualifications and any certifications relevant to the role.
Offer Comprehensive Onboarding: Introduce them to your company's culture, values, specific product or service knowledge, and internal processes. An onboarding program that includes interactive sessions, mentorship, and a deep dive into client case studies.
Read the full article: https://www.hirequotient.com/how-to-hire/renewals-specialist
In this file, you can ref useful information about performance appraisal examples such as performance appraisal examples methods, performance appraisal examples tips, performance appraisal examples forms, performance appraisal examples phrases … If you need more assistant for performance appraisal examples, please leave your comment at the end of file.
2
Approach: Sourcing through database, networking, referrals, job portals, social media
Assessment through screening, technical and HR interviews
Onboarding support
Outcome: Hired over 100+ profiles within 6 months across India
Retention of over 90% hired profiles
Client Feedback: "Elixir team demonstrated deep understanding of our business and hiring
needs. Their process and quality of hiring ensured seamless staffing of our
new venture in India."
Case Study-2
Industry: IT Services
Client: A leading IT services company expanding operations in India
Mandate: Hiring for roles of Project Managers, Business Analysts, Developers,
Characteristics of performance appraisallydiawood280
The document discusses characteristics of performance appraisals. It explains that the annual performance appraisal meeting between managers and employees can motivate employees if both parties understand the process. The manager should explain the purpose and process to the employee. This includes clarifying job expectations, reviewing and updating the employee's skills, reviewing accomplishments and goals, and providing final feedback and potential rewards. The document also describes several common performance appraisal methods, including ranking, rating scales, checklists, critical incidents, essays, and behaviorally anchored rating scales. It provides advantages and disadvantages of each method.
In this file, you can ref useful information about benefits of performance appraisal such as benefits of performance appraisal methods, benefits of performance appraisal tips, benefits of performance appraisal forms, benefits of performance appraisal phrases … If you need more assistant for benefits of performance appraisal, please leave your comment at the end of file.
In this file, you can ref useful information about employee performance appraisal format such as employee performance appraisal format methods, employee performance appraisal format tips
Dell was considering outsourcing its call center operations to reduce costs and better serve a large customer base. However, its previous attempt to outsource to Bangalore failed due to inadequate planning, risk assessment, technical skills, and cultural issues. The document provides a 7 step framework for successful outsourcing: 1) planning initiatives, 2) exploring strategic implications, 3) analyzing costs and performance, 4) selecting providers, 5) negotiating terms, 6) transitioning resources, and 7) managing relationships. As a service provider, I would pitch quality, trained workforce, infrastructure, technology, training, and outcome-based pricing to help Dell successfully outsource its call center.
Competency Management involves identification, extraction of the knowledge, skills, attitudes and behaviours of top performers and replicating them in others through suitable Learning & Development. Competencies can be defined as knowledge, skills, mind-sets and, thought patterns resulting in successful performance.
MEASURE UP: Measuring and Increasing Quality of HiresRecruitLadder
This document discusses various metrics that recruiters use to measure the recruitment process and hiring outcomes. It focuses on "quality-of-fill" as an emerging metric that measures the long-term value and contribution of new hires. The document examines common metrics like time-to-fill, cost-to-fill, and metrics related to tracking candidates through the hiring funnel. It emphasizes that the best metrics help optimize processes, source the highest quality candidates in the shortest time, and avoid costly mistakes like rejected offers that require starting the hiring process over.
Prashanth Hande is a senior IT professional with over 24 years of experience in banking IT, program management, and project management. He is currently a Principal Consultant at Infosys, spearheading the Risk & Compliance Service Practice. He has extensive experience implementing core banking solutions like Finacle, BANCS, and Flexcube at various banks.
This document summarizes a study on new service development (NSD) processes in the Australian financial services industry. The study identified 10 key stages of NSD and found that idea generation, idea screening, and formation were the most important. It also identified two common NSD models - a sequential linear model and a parallel model where some stages occur simultaneously. The study found that obtaining customer input at various stages, especially idea generation, service design, and testing, can improve new services and lead to greater success.
The document discusses performance management at Bharti Airtel, an Indian telecommunications company. It outlines the objectives of Airtel's performance management system as rewarding performance, assessing leadership potential and development, enabling feedback discussions, and career planning. The key components include independent achievement and leadership ratings, simplified leadership competencies, and an online system for KRAs and competency assessments. The performance management process involves setting KRAs, mid-year reviews, leadership and achievement assessments, normalization, and has a calendar outlining timelines.
Benchmarking is a process of comparing performance metrics and business practices to other organizations in order to identify areas for improvement. It involves identifying best practices, measuring performance against others, setting targets, and implementing changes based on findings. There are different types of benchmarking including strategic, performance, and process benchmarking. The benchmarking process involves planning, collecting data from benchmarking partners, analyzing performance gaps, and improving practices. Benchmarking helps organizations learn from others, improve performance, and prioritize resources.
This position is responsible for analyzing business requirements, designing solutions, and managing relationships to deliver process and technology projects at Cargill. The Business Analyst will spend 35% of their time gathering and analyzing requirements, 35% designing solutions, 15% managing relationships, and 15% on other project delivery responsibilities. A bachelor's degree, 7+ years of experience in business analysis, and skills in requirements gathering, solution design, communication, and leadership are required. The role offers opportunities for professional growth in client partnering and project management.
In this file, you can ref useful information about the performance appraisal such as the performance appraisal methods, the performance appraisal tips, the performance appraisal forms
The document discusses performance appraisal form templates, including tips and examples of accomplishments to include for different evaluation categories like performance management, teamwork, and reliability. It also outlines several common performance appraisal methods like ranking, rating scales, checklists, and critical incidents, highlighting their advantages and disadvantages. The document provides additional resources for performance appraisal forms, methods, examples, and other related topics.
In this file, you can ref useful information about company performance appraisal such as company performance appraisal methods, company performance appraisal tips
This presentation is an continuation of my earlier presentation of TQM. This Ppt covers Quality Function Deployment, Quality Control Tools - Old and New, Benchmarking, Business Process Reengineering, Six Sigma, etc
The document discusses sourcing strategies for recruitment and hiring. It defines sourcing as an organization's ability to use effective recruitment approaches to fill vacant positions. A sourcing strategy is needed to determine the best methods for different types of roles based on skills required, position needs, and available resources. The strategy should include both internal and external recruitment methods with a focus on targeted recruitment. An effective sourcing strategy drives down candidate interviews while ensuring a proper fit between the candidate and company requirements.
The document discusses benchmarking and function points as metrics for software projects. It defines benchmarking as comparing business processes and performance metrics to industry best practices. It outlines the benchmarking process which includes identifying what to benchmark, creating a team, collecting data from other organizations, analyzing gaps, and implementing an action plan. The document also discusses function points as a standardized software metric that measures functionality rather than lines of code. It notes the strengths and weaknesses of using function points for economic and quality analyses in software projects.
The aims of performance management are to assist in achieving work standards, identifying employee skills, ensuring goals are met, providing feedback, and evaluating company performance. The process of defining expectations involves reviewing role profiles, discussing key result areas and targets, and agreeing on required competencies and behaviors. The characteristics of performance appraisal are that they must match job descriptions, be legally compliant, involve trained appraisers, and include follow-up after the appraisal is conducted.
This document provides information about an assignment for an MBA course on HR Audit. It includes 6 questions related to topics like objectives of human resource planning, methods used in the HR audit process, competency mapping, and balanced scorecard software. It also provides contact information to obtain solved assignments for Rs. 125 each via email or phone.
How to hire the perfect Renewals SpecialistHireQuotient
Define Clear Job Requirements: Start by outlining clear and specific job requirements, including educational qualifications, industry knowledge, and essential skills. This clarity will guide your recruitment process.
Craft an Engaging Job Description: Develop a compelling job description that not only highlights the qualifications and skills required but also communicates the value of the role within the organization. Use language that resonates with potential candidates. You can use our JD generator to help you create compelling job descriptions.
Utilize Multiple Recruitment Channels: Cast a wide net by leveraging various recruitment channels. Post your job opening on popular job boards, professional networking sites, and industry-specific platforms to reach a diverse pool of candidates. Utilize platforms such as LinkedIn, Indeed, and specialized industry forums to maximize visibility.
Implement Persona-Based Screening: Embrace persona-based screening. This approach allows you to assess candidates based on a holistic understanding of the ideal Renewals Specialist profile, ensuring a better match. EasySource's Candidate Screening Module employs persona-based screening to identify candidates aligned with your specific criteria.
Conduct Structured Interviews: Design a series of structured interviews that assess both technical skills and soft skills. Include scenario-based questions to evaluate a candidate's problem-solving abilities and their approach to client interactions. You can use EasyInterview, a software with which you can conduct asynchronous interviews.
Incorporate Skills Assessments: Supplement interviews with skills assessments tailored to the Renewals Specialist role. EasyAssess offers pre-built and customized adaptive skill assessments designed for Renewals Specialists.
Highlight Company Culture and Values: During the recruitment process, emphasize your company's culture and values. Renewals Specialists who align with your organization's ethos are more likely to thrive and contribute positively.
Engage Candidates Effectively: Keep candidates engaged throughout the hiring process. Personalized communication, timely updates, and transparent information about the next steps demonstrate your commitment to a positive candidate experience. EasySource’s Candidate Engagement Module ensures personalized strategies and messaging to keep candidates engaged.
Reference Checks and Background Verification: Conduct thorough reference checks to validate a candidate's work history, performance, and interpersonal skills. Additionally, verify educational qualifications and any certifications relevant to the role.
Offer Comprehensive Onboarding: Introduce them to your company's culture, values, specific product or service knowledge, and internal processes. An onboarding program that includes interactive sessions, mentorship, and a deep dive into client case studies.
Read the full article: https://www.hirequotient.com/how-to-hire/renewals-specialist
This document discusses talent assessment solutions from Assess Systems, an I/O psychology firm focused on talent selection and development. It summarizes their solutions including competency modeling, pre-employment testing, behavioral interviews, 360 feedback, and executive coaching. Representative clients include small-medium businesses and Fortune 1000 companies. Their assessments are validated, compliant, and delivered through an integrated selection process in Taleo Business Edition to help clients increase quality of hire, retention, and employee performance.
The document discusses performance management and performance appraisal. It defines performance management as a process where managers and employees work together to set expectations, review results, and reward performance. Performance appraisal is defined as a formal system to periodically review and evaluate an individual's or team's job performance. The document also discusses different methods of performance appraisal and common problems with performance appraisal systems.
Emporkommen is a talent management company that provides services like talent consulting, assessment centers, and competency mapping. Its goal is to help companies empower their human resources through innovative initiatives. It offers customized assessments and psychometric tests to help clients with tasks like selection, development, and performance management. Some of its services include executive coaching, employee counseling, and competency-based systems.
The document provides an overview of Lominger, a company that offers competency-based human resources tools. It was founded in 1991 by researchers seeking to turn extensive leadership research into practical HR tools. Lominger offers a comprehensive suite of integrated assessment, development, and succession planning tools based on validated competency models. Their tools are designed to help organizations improve performance by aligning HR systems like selection, performance management, and development with competencies linked to organizational success.
Mu0016 – performance management and appraisalStudy Stuff
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The document summarizes the results of a training needs assessment conducted by XX across ten key job categories. An online survey was used to evaluate employees' comfort levels with various skills on a scale of 1 to 5. Skills rated a 3 or lower indicated a need for development. Across all job categories, the most common skills gaps identified related to software proficiency, business/sales strategies, and managing client relationships. The summary provides recommendations for prioritizing and addressing the training needs to ensure they support the organization's objectives.
This document provides information on various assessments, surveys, eLearning programs, coaching, and tools offered by Growing People Great. They offer profiles assessments to evaluate job fit, leadership skills, and sales skills. They also provide 360 degree feedback assessments. Additional offerings include online skills tests, multi-module eLearning programs in various topics, DISC behavioral assessments, a health and behavior integration tool, and corporate climate surveys. Coaching and training services include leadership development, teambuilding, seminars, and executive coaching.
A Sales Force Effectiveness Analysis is used to support the decision making process by providing a detailed overview of the variety of forces that may be acting on an organisational change issue. It allows the user to assess the source and strength of these forces and is particularly useful in the planning and implementation stages of change management.
The document defines the minimum standards and grading criteria for a Level 4 Information Systems Business Analyst apprenticeship. It outlines three criteria for assessment and grading: technical competencies, work performance, and interpersonal skills. Apprentices must meet minimum requirements in all three areas to pass, and demonstrate skills significantly above expectations in two of the three areas to earn a merit, or all three areas for a distinction. The document provides detailed descriptions of expectations for each competency standard and criteria.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
In this file, you can ref useful information about performance appraisal assignment such as performance appraisal assignment methods, performance appraisal assignment tips, performance appraisal assignment forms, performance appraisal assignment phrases … If you need more assistant for performance appraisal assignment, please leave your comment at the end of file.
IRJET- Psychometric Assessment using Software SimulationIRJET Journal
1. The document describes a proposed software system for conducting online psychometric assessments of job candidates to help companies make better hiring decisions.
2. The system would assess candidates' cognitive abilities as well as their personality traits through tests, and identify those best suited for specific job roles based on employers' required skills.
3. This could help reduce hiring mistakes by providing a more holistic view of each candidate's qualifications and personality, beyond just their education and experience.
Mu0016 – performance management and appraisalsmumbahelp
This document provides information about getting fully solved assignments from an assignment help service. It lists the email and phone contact details for students to send their semester and specialization to get assignments. It then provides details of assignments available for different programs and semesters, including subject code, name, credit hours and marks. It also includes instructions to answer all questions and notes the expected word count for longer questions.
ACT provides talent analytics, leadership development, and consulting services using assessments and analytics. It focuses on identifying and managing talent within organizations through tools like needs analyses, climate surveys, and customized assessment centers. ACT's services include leadership training programs, competency frameworks, and tailored solutions to address talent management, succession planning, and other human capital needs. It aims to enhance engagement and support clients in developing their talent.
This document provides an overview of various assessment tools and products offered by Profiles International to help companies with employee-related challenges. Some of the tools discussed include the ProfileXT for job matching, the Customer Service Profile for assessing customer service skills, the CheckPoint 360 system for feedback and professional development, and tools for sales assessment, team analysis, background checks, and improving manager-employee relationships. The assessments are described as providing accurate data to help with hiring, training, management, and improving productivity.
a brief and effective tool Addressing:
1-how to design a job Position and description
2-how to conduct an employment interview.
3-tips for conducting a successful employee search
4-tools for evaluating employee performance and a lot MORE..
This document provides an overview of tools and best practices for acquiring and maintaining human resources. It discusses how to design job positions and descriptions, conduct successful employee searches and interviews, evaluate employee performance, develop effective training programs, and improve organizational performance through performance evaluation. Specific topics covered include job analysis, recruitment channels, interview planning and structure, performance appraisal methods, training program design, and setting goals to identify and address performance problems.
Similar to DNA HR Consulting - Assessments and Related Services (20)
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The structural design process is explained: Follow our step-by-step guide to understand building design intricacies and ensure structural integrity. Learn how to build wonderful buildings with the help of our detailed information. Learn how to create structures with durability and reliability and also gain insights on ways of managing structures.
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfthesiliconleaders
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Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
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Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
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Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Taurus Zodiac Sign: Unveiling the Traits, Dates, and Horoscope Insights of th...my Pandit
Dive into the steadfast world of the Taurus Zodiac Sign. Discover the grounded, stable, and logical nature of Taurus individuals, and explore their key personality traits, important dates, and horoscope insights. Learn how the determination and patience of the Taurus sign make them the rock-steady achievers and anchors of the zodiac.
How MJ Global Leads the Packaging Industry.pdfMJ Global
MJ Global's success in staying ahead of the curve in the packaging industry is a testament to its dedication to innovation, sustainability, and customer-centricity. By embracing technological advancements, leading in eco-friendly solutions, collaborating with industry leaders, and adapting to evolving consumer preferences, MJ Global continues to set new standards in the packaging sector.
2. Services
1 – Competency Profile
This service includes the pairing between the skills for a specific job (job description) and analysis of these skills with a choice of assessment
tools combined with a review of interview skills.
2 – Executive Assessment PLUS
This service consists of a complete assessment of a candidate for an executive position (Director, Vice-President, President, in four (4)
stages:
-Structured Interview
-A Work Approach and Behaviour test
-Strategic Planification Exercise
-Emotional Intelligence Analysis
3 – Succession Planning
This service consists of a strategic evaluation of individuals identified as part of a succession plan inside of an organization. The planning is
executed in 6 stages.
4 – Career Transition
This service is applicable to all types and all levels of position include:
-Individual meetings (75 minutes)
-2 Psychometric tests focused on career transition
-The development of a strategic plan
-Tips on interview techniques
-Support (phone / email) 60 days
PS: These services are offered in English and French.
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3. Assessment Tools
* P/P: Assessment available paper/pencil only.
A - Recruitment Tests
1) Prevue (Selection, corporate coach, personal development, individual, succession planning multi candidate, succession planning
multi position, working characteristics reports).
Psychometric assessment specifically designed to assist companies in three areas: increasing their hiring success rate, enhancing their
development of existing employees, and promoting wisely from within their organization.
2) Examcorp
Examcorp uses state-of-the-art assessment methodologies to evaluate the most critical, yet difficult to assess, aspects of human
performance.
3) Screening Battery Test
Personality and cognitive assessment.
4) Work Personality Index Job Match System
Matching people with jobs has never been easier. Our convenient and flexible system allows you to customize the WPI for different
occupations in your organization.
5) Client Services Test
The Client Services Test (CLIENT-AT) assesses the candidate's ability to react with clients. It is mostly used for staffing technical and
professional positions in which client services play an important role. Each question presents a short fictitious scenario that could occur
between a client and an employee.
6) Sales Tests
Finding the right salesman for your business is a demanding task that requires a lot of energy from managers and human resources
management consultants. The Sales Skills Ability Test presents 100 pairs of statements that can be used to assess the essential
competencies of a performing salesman. The report allows to select the appropriate competency profile.
7) Sales Skills Test
The Sales Test (SALES-AT 05A) was developed to assess a candidate’s ability to react appropriately to situations encountered in a
sales context. This test is intended mostly for salespeople, representatives, advisors or any other position for which sales are
important. Each question is preceded by a short scenario that may occur during the context of a sale.
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4. 8) Customer Service Aptitude Profile
The Customer Service AP evaluates the applicant in terms of: customer service strengths, potential strengths, and areas that need
development. Validity scales identify applicants who have an unusually positive or unusually negative style of self-presentation—and
the scores of those applicants are automatically adjusted. In addition, the report includes recommendations for training and
motivation. This assessment will help you evaluate candidates applying for customer service positions as well as identify
training/motivational needs for current employees.
9) Sales Achievement Predictor
The Sales AP is an objective measure of characteristics that are critical for success in sales. The test has separate measures for
overall sales disposition, cold calling, and sales closing, in addition to many characteristics related to sales potential and performance
such as assertiveness, personal diplomacy, and patience.
10) Diversity and Intercultural Approach Test
This psychometric test examines general aspects concerning intercultural efficacy and generational issues as it pertains to employee
recruitment. It helps in understanding the challenges management faces regarding diversity within the workplace.
11) Test of Intercultural Effectiveness
The TIE is a multiple-choice questionnaire that evaluates when an individual is ready to be employed in a culture other than his or her
own.
12) Business Analyst Assessment
BAA measures a dozen areas of personal effectiveness skills and critical techniques for Business Analysts.
13) Project Management Objective Assessment
Will help you measure your organization’s project management skills (technical, business and leadership) within the context of your
business’ strategic objectives.
14) Business Analyst Appraise
BA Appraise measures knowledge of 23 business analysis best practices and 6 business analysis phases identified by ESI subject-
matter experts. Also measures results against the knowledge areas of IIBA's A Guide to the Business Analysis Body of Knowledge
(BABOK® Guide): Business Analysis Planning and Monitoring, Elicitation, Requirements Management and Communication, Enterprise
Analysis, Requirements Analysis, Solution Assessment and Validation, Underlying Competencies.
15) Project Management Appraise
PM Appraise covering 33 project management best practices correspond to the 4 basic phases of project management (initiation,
planning, implementation and closing) and 9 knowledge areas of the PMBOK.
16) Sales Skills – Commercial Sales
The Sales Skills Test - Commercial Sales (SALESSKILLS-AT-CS) is designed to help companies assess the best salespeople in the retail
market. The report was developed to present the competencies or development potential related to short-term sales focusing on
immediate results.
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5. 17) User Services Test
The User Services Test assesses a candidate's ability to react to user service related situations. It is primarily used for technical and
professional positions where client service plays an important role. Each question presents a brief scenario likely to be encountered
during the interaction between a client and an employee.
18) Situational Judgment Test for HR Management Advisor
NEW! The Situational Judgment Test for Human Resources Management Consultants assesses the ability to react appropriately to
situations likely to be encountered as an HR management professional. This exercise assesses the essential criteria associated with
working in this type of position.
19) Ability to Analyse and Formulate Written Recommendations Exercise, P/P
This test evaluates a candidate’s skill at reading a series of documents, like memos, reports and press releases, in order to analyse
them and make written recommendations to an organization’s management.
20) Retail Index
NEW! Measures the competencies that help sales associates satisfy their customers while promoting sales success.
21) Law Enforcement Index
NEW! Law enforcement benchmark with the assistance of Police Chiefs, Assistant Chiefs, Lieutenants, and Police Officers
22) Firefighter Index
NEW! Fire Chiefs, Lieutenants, and Firefighters contributed to a Firefighter benchmark.
23) The Sales Index
NEW! Numerous validation studies have shown that various behaviors are related to sales success and retention in many different
industries.
24) Driver Index
NEW! Measures characteristics related to success as a driver/operator in the transportation industry. Qualities like safety and judgment
are key component of driver effectiveness and retention.
25) Teller Index
NEW! Paired with the Teller Math test, this index provides insight into qualities that enhance both the financial accuracy and customer
service aspects of this importance banking job.
26) Teacher Index
NEW! The Teacher Index yields a true picture of an educator’s work habits and decision making abilities, as well as revealing the
interpersonal skills that keep students learning and engaged.
27) Call Center Index
NEW! This index measures factors that lead to success and satisfaction among call center agents. The right combination of skills can
positively affect sales and customer satisfaction as well as retention.
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6. 28) Competency Index
NEW! The most widely used and popular index to date. Provides measures of Integrity, Loyalty and other critical competencies
relevant to any position.
B - Personality Tests
1) Fake-Proof Personality Test
The Fake Proof Big Five Personality Scale is an online assessment that provides immediate feedback to its users on five cardinal
personality dimensions: Extraversion, Stress Tolerance, Agreeableness, Conscientiousness and Openness.
2) Employee Reliability Inventory
The ERI is a risk management tool that helps you determine which individuals are most likely to become valued employees rather than
organizational liabilities. The ERI will determine whether a candidate is low-risk or high-risk based on seven different scales.
3) Work Personality Index (Personal effectiveness, select, career transition, leadership competency reports)
The WPI provides a valid and dependable measure of personality that directly influence a person’s work performance and task
effectiveness. Based on a model of 17 personality traits the WPI helps describe an individual’s style in terms of job related strengths
and weaknesses.
4) Thomas-Kilmann Conflict Mode Instrument
The TKI is a powerful assessment that examines how conflict handling styles affect personal and group dynamics. Depersonalize
conflict in your organization so you can focus on achieving share goals and business outcomes.
5) Career Interest Profiler
Identify top career choices. Anyone searching for career direction will find this tool helpful. The Career Interest Profiler (CIP) measures
six traits and suggests 20-40 top careers that fit the test taker's interests.
6) Stress Profile
The Stress Profile quickly identifies individual characteristics and behaviours that protect against or contribute to stress.
7) Career Value Scale
The Career Values Scale (CVS) is an up-to-date measure of work values, preferences and needs.
8) Parker Team Player Survey, P/P
The Parker Team Player Survey (PTPS) is an easy-to-use self-assessment exercise that helps individuals identify their primary team
player style—contributor, collaborator, communicator, or challenger.
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7. 9) Work Approach and Behaviour Test
The WABT is a personality test that assesses 25 personality traits that can be regrouped into competencies or according to the five
major personality factors, also known as the "Big Five", which are extroversion, agreeableness, consciousness, emotional stability, and
open-mindedness. This personality test is used for staffing processes and potential assessments.
10) Organizational Values Test
NEW! The OVT demonstrates how a person’s values fit with the ones from an organization. This information allows greater satisfaction
in relation to the task to accomplish, the nature of the job, and the organization, thus as well as a decrease in employee turnover.
Therefore, the OVT diagnosis represents an efficient solution to many challenges related to your human resources.
11) MBTI, Level 1 (profile, career, interpretive, interpretive for organizations, work style, stress management, college edition,
team reports)
The Myers-Briggs Type Indicator ® (MBTI ®) is a versatile assessment of personality type. It describes people’s preferences for
interacting with others, gathering information, making decisions and organizing their lives.
12) MBTI, Level 2 (profile, interpretive reports)
The Myers-Briggs Type Indicator ® (MBTI ®) is a versatile assessment of personality type. It describes people’s preferences for
interacting with others, gathering information, making decisions and organizing their lives.
13) Interqualia Assessment
NEW! Evaluates the extent to which an individual experience flows in his or her current job.
14) AEC Method
The AEC Method provides an opportunity to gain better insight into understanding individuals. This knowledge constitutes the basis of
advanced learning and stimulates the understanding of oneself, the effectiveness of relationships and progression and general
development within the company.
15) ProfileSoft
A scientific tool designed to assess human potential boasts numerous applications.
16) Firo-B (Profile, interpretive for organizations, profile & career reports)
The Fundamental Interpersonal Relations Orientation-Behavior ™ (FIRO-B ®) assessment has helped people around the world unlock
the mysteries of human interaction at work and in their personal life.
17) Exam Preparation Inventory
The Exam Preparation Inventory (EPI) is a measure of test preparation and study behaviours.
18) Individual Style Survey, P/P
The Individual Style Survey provides a broad assessment of how people prefer to respond to others and their environment. It assesses
an individual’s preferences for one of four major styles: dominant, influencing, harmonious, and cautious; and two major orientations:
people/task or introspective /interactive.
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8. 19) CPI 260 (client feedback, interpretive reports)
The CPI 260 ™ instrument was designed specifically for training and development. This instrument contains 260 items carefully
selected to identify an individual’s strengths and areas for development. The CPI 260 instrument can be used to help your organization
with a variety of leadership and management development applications.
20) Work Engagement Profile
The Work Engagement Profile uniquely focuses on measuring intrinsic rewards and providing insights that can directly affect your
organization's bottom line because it addresses work engagement at the core level—the employee's feelings about the work itself.
21) The Attentional & Interpersonal Style Inventory
NEW! The Attentional & Interpersonal Style Inventory measures constructs crucial to effective performance, especially performance in
high pressure situations.
22) Interest in Management Test
NEW! The Interest in Management Test evaluates an individual's interest in holding a management position. This test is a tool that
enables participants to reflect on their career advancement. It is also a reference tool for candidates who might wish to discuss their
results with their employer.
23) MINT Test
NEW! Measures Integrity; a personality test measuring a disposal for counterproductive work behaviors
24) MAP Test
NEW! Personality test based on the big 5F including 25 subscales
C - Intelligence Tests
1) Wonderlic Personnel Test
The Wonderlic Personnel Test (WPT) is an established measure of general intelligence used for the selection and placement of
business personnel and for vocational guidance.
2) Emotional Intelligence Test (EQi)
NEW! The composite scales break Total EQ into the 5 domains of Intrapersonal, Interpersonal, Stress Management, Adaptability, and
General Mood. The 15 subscales then provide very focused information about specific skills within each of those domains.
3) Matrigma Test
NEW! Matrigma is a non-verbal general mental ability test that provides a measure of an individual’s GMA level in relation to others.
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9. 4) Emotional Intelligence Index
NEW! Measures awareness, resilience and relationship factors critical to success. Validated with the help of Retail, Transportation,
Manufacturing, Chemical, Public Service and Not-For-Profit clients.
5) Emotional Intelligence 360
NEW! Provides insightful feedback to people from direct reports, peers, and bosses regarding their awareness and effectiveness in
managing their own and others’ emotions.
D - Aptitude Tests
1) Work Applied Mathematical Ability Test
The Work Applied Mathematical Ability Test is an aptitude test that assesses the ability to solve mental operations of numerical nature.
It provides a fair estimate of people's ability to apply mathematical concepts in different situations. This test is used for staffing
processes and potential assessments.
2) Acer Mechanical Reasoning Test
The Mechanical Reasoning Test is ideal for the selection of technical and trade personnel. This test measures a candidate’s
understanding of principles of mechanics, spatial ability, and cause and effect relationships.
3) Acer Select Series (General select numerical test, general select verbal test, professional select numerical test,
professional select verbal test)
The ACER Select Series are quick and easily administered tests of verbal or numerical reasoning. They are suitable for recruiting in a
variety of occupations, from sales and clerical, to junior management and graduate selection. They assess general intellectual ability as
demonstrated by the ability to see relationships and solve problems in verbal and numerical material.
4) General Profiler for Sport
NEW! The GPS assesses different psychological abilities required for an elite athlete to optimally perform in the sport he/she practices.
The GPS was developed for individual sports as much as team sports. It may be administered in a context of individual assessment,
athlete recruitment or drafting, to determine a team profile or assess the degree to which a player fits in a team
5) Work Applied Cognitive Ability Test
The WAC-AT is an aptitude test that assesses the ability to think logically and to carry out mental operations of verbal, spatial, and
numerical nature. It allows to assess people's ability to generalize learning and knowledge in different situations. This aptitude test is
used for staffing processes and potential assessments.
6) Prevue, Learning & reasoning report
Psychometric assessment specifically designed to assist companies in three areas: increasing their hiring success rate, enhancing their
development of existing employees, and promoting wisely from within their organization.
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10. 7) Work Applied Cognitive Ability Test, Industrial Version
The WAC-AT-IND is an aptitude test that assesses the ability to think logically and to perform mental operations of a verbal, spatial,
and mathematical nature. It assesses an individual's ability to generalize learning and knowledge in different situations. This aptitude
test is used for staffing purposes and potential assessments.
E - Linguistic Tests
1) Work Applied French Test (Abridged version)
The TFAT is an ability test that assesses the French language mastery level. The test questions concern elements of the French
language that could be encountered in a work environment. It is used for positions that require language mastery. Three criteria are
assessed: spelling, grammar, and lexis.
2) Written Communication Exercise / English
The Written Communication Exercise evaluates candidates’ English written communication abilities based on a five-level qualitative
rating scale. This exercise presents a fictitious situation where the candidate must reply to a client by letter. The letter must be formal
in nature and respect the grammar, spelling, syntax, and punctuation rules of the English language.
3) Written Communication Exercise / French
The Written Communication Exercise evaluates candidates’ French written communication abilities based on a five-level qualitative
rating scale. This exercise presents a fictitious situation where the candidate must reply to a client by letter. The letter must be formal
in nature and respect the grammar, spelling, syntax, and punctuation rules of the French language.
4) English Written Communication Exercise for Admin. Support Staff
The English Written Communication for Administrative Support Staff is a language ability test that assesses to what extent the
administrative support staff have the ability to express, in English, their ideas in writing by using an appropriate language, free of
mistakes, to efficiently transmit the information.
5) French Written Communication Exercise for Admin. Support Staff
The French Written Communication for Administrative Support Staff is a language ability test that assesses to what extent the
administrative support staff have the ability to express, in French, their ideas in writing by using an appropriate language, free of
mistakes, to efficiently transmit the information.
6) International French Test (TFI)
The Test de français international evaluates the French level of non-francophone. This multiple choice test assesses a candidate's
ability to understand, speak, read and write French as it is used in the international workplace.
7) Test of English for International Communication (TOEIC)
The Test of English for International Communication (TOEIC) is the world's leading English test. The TOEIC test measures listening
and reading ability and takes two hours to complete
8) Written French Test DNA HR Consulting, P/P
This test includes 30 multiple-choice questions. The test is comprised of five sections, to measure different aspects of French
comprehension (diction, spelling, grammar, punctuation and syntax).
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12. 7) Situational Judgment Test on Administrative Skills
The Situational Judgement Test On Administrative Skills includes scenarios that are representative of daily administrative tasks
performed in an administrative support context. Throughout these scenarios, the candidate must set priorities, coordinate and assign
activities, revise work schedules, control the quality of the tasks executed while respecting the conveyed rules and procedures.
G - Management Tests
1) AIR-Sol Agency Ability Exercise
The Air-Sol Agency Ability Exercise evaluates a candidate’s ability to react appropriately, in writing, to situations that could occur on
the job within the framework of a position implying the responsibility of a “Service centre”. These situations could include requests
from the immediate supervisor, colleagues, others services, head office and the suppliers or the client of the organization.
2) In Contact Company Ability Exercise
The In Contact Company Ability Exercise evaluates a candidate’s ability to react appropriately, in writing, to situations that could occur
on the job within the framework of a position implying the responsibility of a “Team leader”. These situations could include requests
from the immediate supervisor, colleagues, others services, head office and the suppliers or the client of the organization.
3) Ability Exercise Pro-fest
The First Level Supervision In-Basket assesses the candidates' ability to adequately react in writing to 7 scenarios that could be
encountered at work. These scenarios contain requests, letters, or briefing notes on subjects such as client services or human
resources management. Five competencies are evaluated in the In-Basket.
4) In-Basket Exercise Business Option
The Business Option In-Basket for intermediate managers assesses the candidate's ability to adequately react in writing to work
situations. These situations include letters, briefing note, and short reports on subjects with which executives must deal on a daily
basis. Seven competencies are assessed by the In-Basket.
5) In-Basket Advantage Points
The In-Basket Exercise Advantage Points for intermediate operational management positions (IB-ADVANTAGE) evaluates a candidate’s
ability to react appropriately, in writing, to situations that could occur on the job in an operational management position. Six
competencies are assessed by the In-Basket
6) Strategic Planning Exercise
The Strategic Planning Exercise assesses the ability to acquaint with a great amount of data, to decode the organizational
environment, to establish strategic orientations, and to propose an action plan to solve short, medium, and long-term problems. It
measures leadership, communication, and entrepreneurship competencies.
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13. 7) National Renewable Energies Corporation
Multiple Choice In-Basket Exercise
NEW! The National Renewable Energy Corporation In-Basket assesses the capability of a candidate to react to management situations
that could potentially be encountered in a work environment. This In-Basket is used for first level managers (team leader, supervisor,
team manager, coordinator...) working in an administrative context, responsible for the internal client support sector.
8) National Society of Ocean Energy
Multiple Choice In-Basket Exercise
NEW! The National Society of Ocean Energy In-Basket assesses the capability of a candidate to react to management situations that
could potentially be encountered in a work environment. This In-Basket is used for middle management positions (director, manager,
head of service...) in an administrative context, responsible for the internal client support sector.
9) Veranium Corporation Inc.
Multiple Choice In-Basket Exercise
NEW! The Veranium Corporation Inc. In-Basket assesses the capability of a candidate to react to management situations that could
potentially be encountered in a work environment. This In-Basket is used for middle management positions (director, manager, head
of service...) in an operational context, responsible for the exploitation and sales sector.
10) Holo-Com
Multiple Choice In-Basket Exercise
NEW! The Holo-Com In-Basket assesses the capability of a candidate to react to management situations that could potentially be
encountered in a work environment. This In-Basket is used for first level managers (team leader, supervisor, team manager,
coordinator...) working in an operational context, responsible for the exploitation and sales sector.
11) Leadership Index
NEW! Validated at most levels of management, this index describes leadership behavior of executives, middle managers and first line
supervisors.
12) Leadership 360
NEW! Provides comprehensive, accurate and meaningful feedback from direct reports, peers and bosses regarding the leader’s
performance on 17 critical dimensions
13) Retail Manager Index
NEW! Measures most of the non-technical competencies required to effectively manage and lead a retail operation.
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14. ** A partnership with a UK publisher also allows us to have access to more assessment
(500+) such as:
- Financial (accounts payable fundamentals…)
- IT & Computer software (Linux Programming General…)
- Essential Skills (Problem Solving – Qualitative…)
- Communication (Technical Writing…)
- Industry Knowledge (Internet Industry Knowledge…)
Compmetrica’s Competency Products
Compmetrica’s Interview Builder:
With the Interview Builder, you will develop a professionally designed structured interview that could include both situational and
behavioural questions specifically designed to assess the competencies associated with the position to be filled.
Compmetrica’s Competency Model
The Compmetrica Competency Model contains 60 competencies from nine specific areas, i.e. thinking skills, communications, interpersonal
relationships, leadership skills, technical and professional competencies, personal qualities, and management skills and entrepreneurship.
Each competency includes a definition and a set of six behaviour indicators.
Compmetrica’s Competency Profiler
Creating a competency profile consists of analyzing the work environment and identifying the main responsibilities. Compmetrica’s
Competency Profiler integrates these steps, based on years of research and experience in the field of staffing and assessments, into an easy
to use online tool that will determine a competency profile for you within minutes. All you need to do is identify the job sector for the
position, identify the hierarchical level and choose a job title from our list of predetermined positions and Compmetrica’s Competency Profiler
will suggest a competency profile tailored to your specifications.
‘Experts in Assessment’
www.dnahrconsulting.com
1-866-980-6013
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