This confidential feedback report summarizes the results of Djina Ivanovic's behavioral assessment. The report identifies 10 characteristics that describe Djina's personal strengths, including being stoic, adventurous, bold, sympathetic, tough, progressive, abstract, easygoing, systematic, and contemplative. It then provides more details on Djina's interpersonal style, leadership style, culture style, work style, and reasoning style based on the assessment results. The report concludes by noting that understanding one's behavioral preferences can help with being successful at work.
The Infor Talent Science behavioral assessment measures dozens of behavioral attributes that
we refer to as your Behavioral DNA™.
Culture Style, Work Style, Interpersonal Style, Motivation Style, Leadership Style, Final Word.
The document provides a personality assessment of Joseph Schroeder for a Customer Service Representative position. It analyzes his personality attributes and behavioral tendencies in three key areas: interpersonal dynamics, personal organization and time management, and problem solving and decision making. The summary concludes that Joseph Schroeder shows strong potential for success in the role based on his motivation to help customers and independently manage priorities, though developing creative solutions may be an area for growth.
- The document discusses two types of assessments used in hiring and team integration: ipsative and normative. Ipsative assessments are self-reported while normative assessments measure responses against sample populations.
- Normative assessments are more reliable tools as they have higher reliability rates and can detect inconsistencies. They can better predict how individuals will react to change and are useful for coaching, team integration, and succession planning.
- When using assessments to integrate management teams during acquisitions or mergers, normative assessments can help understand cultural differences and how to minimize disruptions caused by organizational changes.
Menu general marzo 2016 - cocinas - sin cerdo (1)lolosan10
Este documento presenta el menú de marzo de 2016 para una escuela sin cerdo. Incluye platos como judías pintas con verduras, fletán a la andaluza, pollo villaroy con patata, arroz a la cubana y macarrones gratinados. También ofrece recomendaciones sobre alergias alimentarias, cómo actuar en el comedor escolar y consejos para la cena.
HDE is an engineering design company that provides specialist solutions to the mining and heavy industries. It has built a reputation for excellence in engineering design, drafting, drawing management, and design-construct solutions since 1998. HDE owns a state-of-the-art Leica P30 3D laser scanner, which is useful for measuring complex geometries and surfaces. The scanner allows accurate 3D modeling that can be used for inspection, analysis, and more.
Este documento fornece uma breve biografia do escritor português José Luís Peixoto, nascido em 1974 em Galveias, Portalegre. Ele trabalhou como professor até 2000 e desde então se dedica à escrita, tendo publicado mais de 15 obras entre romances, poesia e peças teatrais, traduzidas para mais de vinte idiomas.
The Infor Talent Science behavioral assessment measures dozens of behavioral attributes that
we refer to as your Behavioral DNA™.
Culture Style, Work Style, Interpersonal Style, Motivation Style, Leadership Style, Final Word.
The document provides a personality assessment of Joseph Schroeder for a Customer Service Representative position. It analyzes his personality attributes and behavioral tendencies in three key areas: interpersonal dynamics, personal organization and time management, and problem solving and decision making. The summary concludes that Joseph Schroeder shows strong potential for success in the role based on his motivation to help customers and independently manage priorities, though developing creative solutions may be an area for growth.
- The document discusses two types of assessments used in hiring and team integration: ipsative and normative. Ipsative assessments are self-reported while normative assessments measure responses against sample populations.
- Normative assessments are more reliable tools as they have higher reliability rates and can detect inconsistencies. They can better predict how individuals will react to change and are useful for coaching, team integration, and succession planning.
- When using assessments to integrate management teams during acquisitions or mergers, normative assessments can help understand cultural differences and how to minimize disruptions caused by organizational changes.
Menu general marzo 2016 - cocinas - sin cerdo (1)lolosan10
Este documento presenta el menú de marzo de 2016 para una escuela sin cerdo. Incluye platos como judías pintas con verduras, fletán a la andaluza, pollo villaroy con patata, arroz a la cubana y macarrones gratinados. También ofrece recomendaciones sobre alergias alimentarias, cómo actuar en el comedor escolar y consejos para la cena.
HDE is an engineering design company that provides specialist solutions to the mining and heavy industries. It has built a reputation for excellence in engineering design, drafting, drawing management, and design-construct solutions since 1998. HDE owns a state-of-the-art Leica P30 3D laser scanner, which is useful for measuring complex geometries and surfaces. The scanner allows accurate 3D modeling that can be used for inspection, analysis, and more.
Este documento fornece uma breve biografia do escritor português José Luís Peixoto, nascido em 1974 em Galveias, Portalegre. Ele trabalhou como professor até 2000 e desde então se dedica à escrita, tendo publicado mais de 15 obras entre romances, poesia e peças teatrais, traduzidas para mais de vinte idiomas.
This confidential feedback report summarizes the behavioral assessment results for Damiano Galvani. The report identifies Mr. Galvani's top behavioral characteristics as concerned, responsive, calm, direct, modest, and influential. It analyzes his interpersonal, culture, leadership, work, and motivation styles. The report is intended exclusively for UniCredit and provides just one factor for employment screening decisions. Infor assumes no liability for its use and the client represents the assessment will not be relied on solely or used unlawfully in decisions.
The document provides information about the DISC behavioral assessment, including:
1) An overview of the DISC model and how it assesses four dimensions of behavior: Decisive, Interactive, Stabilizing, and Cautious.
2) A breakdown of the individual's natural and adaptive behavioral styles according to their DISC scores, including strengths and potential areas of growth.
3) Guidance on how to apply the individual's behavioral insights, including tips for communication, ideal work environment, effectiveness, and areas for improvement.
Unconscious Biases and mental models pose some of the biggest roadblocks to creating inclusive workplaces. We have listed the twelve most common workplace biases, how they impact your work day, and ways to avoid them.
Reach us to know about our unconscious bias workshops in this session, we help bring to the surface the hidden pictures in specific diverse groups, talk through strategies for working through them, and most importantly, help normalize the idea of biases.
Delivered through workplace case scenarios, videos, immersive activities, and lots of space for discussions.
www.re-link.org
360HR Knowledge Guide - The Science of SelectionDi Pass
HR and recruitment techniques have changed radically over the last decade, with technology advances and social changes bringing about new recruitment tactics and best practices.
360HR has summarised our most recent and on-the-job experience into this handy knowledge guide. You'll find practical ways to improve your recruitment outcomes and sidestep common HR pitfalls.
This document provides information about an Innermetrix DISC behavioral assessment. It discusses Dr. William Marston's research on four quadrants of behavior that help understand a person's preferences. The DISC assessment will help people understand their own behavioral style and maximize their potential. It also provides an overview of a person's natural and adaptive behavioral styles based on their DISC scores.
This test tells you the personality I have and what are my strength and weakness. This may vary depending on your current situation but this best describes me generally speaking :)
This document discusses the DISC behavioral assessment. It provides background on Dr. William Marston's early research identifying four behavioral dimensions - Decisive, Interactive, Stability, and Cautious. The DISC assessment measures individuals on these four scales to understand their natural and adaptive behavioral styles. It then provides an overview of how this report will analyze an individual's specific DISC scores and styles.
This document provides information about an individual's behavioral style based on an assessment called the DISC index. It includes a comparison of their natural and adaptive behavioral styles. Their natural style reflects how they behave most comfortably without thinking about it, while their adaptive style is how they modify their behavior when conscious of it or trying to fit a situation. The report then analyzes each of the four components of their behavioral style - Decisive, Interactive, Stabilizing, and Cautious - to understand how they approach problems, people, pace, and procedures. It provides insights to help them understand their strengths and opportunities for development.
The document provides information about a DISC behavioral assessment, including:
- An overview of the DISC model which evaluates four dimensions of behavior: Decisive, Interactive, Stabilizing, and Cautious.
- A description of a person's natural style which is how they behave naturally, and their adaptive style which is how they modify their behavior when necessary.
- An analysis of the individual's specific DISC scores and what they indicate about how the person approaches problems, interacts with people, handles pace, and follows procedures.
Spending only 14,99$, you can find in this Test, an accurate description of my personality, at work or non-work situations.
I believe that spreading that type of tests inside our Companies will improve a lot our effectiveness and joy to work together.
We are different human beings, but often we consider ourselves as identic as everyone else, so spreading conflicts every day.
You can apply for your test here: https://www.123test.com/
This document provides a summary of an Innermetrix ADVanced Insights Profile for an individual named Jules Cranshaw.
The profile combines three assessments: 1) The Attribute Index measures decision-making style, 2) The Values Index measures motivational drivers, and 3) The DISC Index measures preferred behavioral style. Together, these assessments provide insight into a person's natural talents (what), motivations (why), and preferred behaviors (how).
The goal of this in-depth self-awareness is to help individuals align what they do best with how they do it and why, in order to achieve peak performance in their roles and endeavors.
This document discusses an Innermetrix DISC Index report. It describes Dr. William Marston's research on four behavioral dimensions - Decisive, Interactive, Stabilizing, and Cautious. The DISC Index helps people understand their own behavioral style and how to maximize their potential. It compares the person's natural style to their adaptive style and provides insights into each of the four dimensions of their behavior.
This document provides the results of an online leadership assessment for Mohammad Akhtar completed through Korn/Ferry's ProSpective Assessment tool. It identifies his top 5 leadership characteristics as Creating the New and Different, Relating Skills, Being Organizationally Savvy, Caring About Others, and Making Tough People Calls. It also examines potential blind spots, hidden strengths, and problem areas to provide insight into development opportunities.
This document is a personality profile report from the Decision Referential Technology (DRT) career profiling system. The DRT system analyzes personalities to help people make better career decisions. It is based on principles of Chinese astrology but adapted for modern careers. The report provides an overview of the recipient's personality traits, social behavior, and career recommendations. It suggests the recipient could excel in leadership, entrepreneurship, education or social sectors based on their determined, creative and compassionate nature. Upgrading to a full report provides more detailed analysis of how the recipient's personality affects their work and potential career paths.
This document discusses the DISC behavioral assessment. It provides background on Dr. William Marston's research which identified four quadrants of behavior. This DISC assessment aims to help individuals understand their natural and adaptive behavioral styles to maximize their potential. The document then provides a sample individual's DISC results, including charts comparing their natural and adaptive styles and descriptions of each behavioral dimension.
The document discusses behavioral styles and the DISC model. It provides an assessment of an individual's behavioral style profiles, including their natural and adaptive styles. The natural style is how one behaves naturally, while the adaptive style is how one behaves when aware of being observed. The individual's scores on the four DISC dimensions - Decisive, Interactive, Stabilizing, and Cautious - are analyzed to determine their behavioral tendencies in each area.
Here is a draft SWOT analysis of yourself:
SWOT Analysis
Strengths:
- Hard working - I am willing to put in long hours to get tasks completed.
- Organized - I plan my time well and am methodical in my approach to projects.
- Adaptable - I am able to adjust to changing priorities and handle unexpected issues that come up.
Weaknesses:
- Perfectionism - I sometimes get bogged down trying to make things perfect instead of good enough.
- Procrastination - I have a tendency to put things off if I don't feel motivated.
- Disorganization - At times I have trouble keeping track of paperwork and schedules.
This document provides information about an individual's behavioral style assessment results from the DISC index. It includes a summary of their natural and adaptive behavioral styles, with their scores on the D, I, S, and C scales. Their very high D score indicates a tendency to quickly solve problems in a direct, forceful manner. The document also explores each of the four scales in more detail and provides behavioral insights based on the individual's specific scores.
Understanding your behavior, values and talent.mces rasos
The DISC Index is the most contemporary interpretation of Dr. William Marston’s groundbreaking work into understanding and measuring a person’s natural behavioral style.
The document discusses a DISC behavioral assessment. It provides an overview of the assessment, which measures four dimensions of behavioral style: Decisive, Interactive, Stabilizing, and Cautious. It then analyzes the respondent's scores on each of these dimensions. For the Decisive dimension, the respondent scored moderately high, meaning they tend to make rapid decisions and can be adventuresome with new ideas. For Interactive, the score was very high, so the respondent enjoys helping others and is warm and outgoing. Their Stabilizing score was high average, so they bring self-control but also flexibility. For Cautious, the score was very low, so the respondent is independent and resistant to rules.
This confidential feedback report summarizes the behavioral assessment results for Damiano Galvani. The report identifies Mr. Galvani's top behavioral characteristics as concerned, responsive, calm, direct, modest, and influential. It analyzes his interpersonal, culture, leadership, work, and motivation styles. The report is intended exclusively for UniCredit and provides just one factor for employment screening decisions. Infor assumes no liability for its use and the client represents the assessment will not be relied on solely or used unlawfully in decisions.
The document provides information about the DISC behavioral assessment, including:
1) An overview of the DISC model and how it assesses four dimensions of behavior: Decisive, Interactive, Stabilizing, and Cautious.
2) A breakdown of the individual's natural and adaptive behavioral styles according to their DISC scores, including strengths and potential areas of growth.
3) Guidance on how to apply the individual's behavioral insights, including tips for communication, ideal work environment, effectiveness, and areas for improvement.
Unconscious Biases and mental models pose some of the biggest roadblocks to creating inclusive workplaces. We have listed the twelve most common workplace biases, how they impact your work day, and ways to avoid them.
Reach us to know about our unconscious bias workshops in this session, we help bring to the surface the hidden pictures in specific diverse groups, talk through strategies for working through them, and most importantly, help normalize the idea of biases.
Delivered through workplace case scenarios, videos, immersive activities, and lots of space for discussions.
www.re-link.org
360HR Knowledge Guide - The Science of SelectionDi Pass
HR and recruitment techniques have changed radically over the last decade, with technology advances and social changes bringing about new recruitment tactics and best practices.
360HR has summarised our most recent and on-the-job experience into this handy knowledge guide. You'll find practical ways to improve your recruitment outcomes and sidestep common HR pitfalls.
This document provides information about an Innermetrix DISC behavioral assessment. It discusses Dr. William Marston's research on four quadrants of behavior that help understand a person's preferences. The DISC assessment will help people understand their own behavioral style and maximize their potential. It also provides an overview of a person's natural and adaptive behavioral styles based on their DISC scores.
This test tells you the personality I have and what are my strength and weakness. This may vary depending on your current situation but this best describes me generally speaking :)
This document discusses the DISC behavioral assessment. It provides background on Dr. William Marston's early research identifying four behavioral dimensions - Decisive, Interactive, Stability, and Cautious. The DISC assessment measures individuals on these four scales to understand their natural and adaptive behavioral styles. It then provides an overview of how this report will analyze an individual's specific DISC scores and styles.
This document provides information about an individual's behavioral style based on an assessment called the DISC index. It includes a comparison of their natural and adaptive behavioral styles. Their natural style reflects how they behave most comfortably without thinking about it, while their adaptive style is how they modify their behavior when conscious of it or trying to fit a situation. The report then analyzes each of the four components of their behavioral style - Decisive, Interactive, Stabilizing, and Cautious - to understand how they approach problems, people, pace, and procedures. It provides insights to help them understand their strengths and opportunities for development.
The document provides information about a DISC behavioral assessment, including:
- An overview of the DISC model which evaluates four dimensions of behavior: Decisive, Interactive, Stabilizing, and Cautious.
- A description of a person's natural style which is how they behave naturally, and their adaptive style which is how they modify their behavior when necessary.
- An analysis of the individual's specific DISC scores and what they indicate about how the person approaches problems, interacts with people, handles pace, and follows procedures.
Spending only 14,99$, you can find in this Test, an accurate description of my personality, at work or non-work situations.
I believe that spreading that type of tests inside our Companies will improve a lot our effectiveness and joy to work together.
We are different human beings, but often we consider ourselves as identic as everyone else, so spreading conflicts every day.
You can apply for your test here: https://www.123test.com/
This document provides a summary of an Innermetrix ADVanced Insights Profile for an individual named Jules Cranshaw.
The profile combines three assessments: 1) The Attribute Index measures decision-making style, 2) The Values Index measures motivational drivers, and 3) The DISC Index measures preferred behavioral style. Together, these assessments provide insight into a person's natural talents (what), motivations (why), and preferred behaviors (how).
The goal of this in-depth self-awareness is to help individuals align what they do best with how they do it and why, in order to achieve peak performance in their roles and endeavors.
This document discusses an Innermetrix DISC Index report. It describes Dr. William Marston's research on four behavioral dimensions - Decisive, Interactive, Stabilizing, and Cautious. The DISC Index helps people understand their own behavioral style and how to maximize their potential. It compares the person's natural style to their adaptive style and provides insights into each of the four dimensions of their behavior.
This document provides the results of an online leadership assessment for Mohammad Akhtar completed through Korn/Ferry's ProSpective Assessment tool. It identifies his top 5 leadership characteristics as Creating the New and Different, Relating Skills, Being Organizationally Savvy, Caring About Others, and Making Tough People Calls. It also examines potential blind spots, hidden strengths, and problem areas to provide insight into development opportunities.
This document is a personality profile report from the Decision Referential Technology (DRT) career profiling system. The DRT system analyzes personalities to help people make better career decisions. It is based on principles of Chinese astrology but adapted for modern careers. The report provides an overview of the recipient's personality traits, social behavior, and career recommendations. It suggests the recipient could excel in leadership, entrepreneurship, education or social sectors based on their determined, creative and compassionate nature. Upgrading to a full report provides more detailed analysis of how the recipient's personality affects their work and potential career paths.
This document discusses the DISC behavioral assessment. It provides background on Dr. William Marston's research which identified four quadrants of behavior. This DISC assessment aims to help individuals understand their natural and adaptive behavioral styles to maximize their potential. The document then provides a sample individual's DISC results, including charts comparing their natural and adaptive styles and descriptions of each behavioral dimension.
The document discusses behavioral styles and the DISC model. It provides an assessment of an individual's behavioral style profiles, including their natural and adaptive styles. The natural style is how one behaves naturally, while the adaptive style is how one behaves when aware of being observed. The individual's scores on the four DISC dimensions - Decisive, Interactive, Stabilizing, and Cautious - are analyzed to determine their behavioral tendencies in each area.
Here is a draft SWOT analysis of yourself:
SWOT Analysis
Strengths:
- Hard working - I am willing to put in long hours to get tasks completed.
- Organized - I plan my time well and am methodical in my approach to projects.
- Adaptable - I am able to adjust to changing priorities and handle unexpected issues that come up.
Weaknesses:
- Perfectionism - I sometimes get bogged down trying to make things perfect instead of good enough.
- Procrastination - I have a tendency to put things off if I don't feel motivated.
- Disorganization - At times I have trouble keeping track of paperwork and schedules.
This document provides information about an individual's behavioral style assessment results from the DISC index. It includes a summary of their natural and adaptive behavioral styles, with their scores on the D, I, S, and C scales. Their very high D score indicates a tendency to quickly solve problems in a direct, forceful manner. The document also explores each of the four scales in more detail and provides behavioral insights based on the individual's specific scores.
Understanding your behavior, values and talent.mces rasos
The DISC Index is the most contemporary interpretation of Dr. William Marston’s groundbreaking work into understanding and measuring a person’s natural behavioral style.
The document discusses a DISC behavioral assessment. It provides an overview of the assessment, which measures four dimensions of behavioral style: Decisive, Interactive, Stabilizing, and Cautious. It then analyzes the respondent's scores on each of these dimensions. For the Decisive dimension, the respondent scored moderately high, meaning they tend to make rapid decisions and can be adventuresome with new ideas. For Interactive, the score was very high, so the respondent enjoys helping others and is warm and outgoing. Their Stabilizing score was high average, so they bring self-control but also flexibility. For Cautious, the score was very low, so the respondent is independent and resistant to rules.