The document discusses using predictive assessments to help address human resource challenges in hiring and retaining the right employees. It explains that employee performance is determined by three factors - talent, effort, and opportunity. Predictive assessments can provide objective insights into an individual's inherent talents and natural effort levels by measuring traits, behaviors, attitudes, and beliefs. Considering an individual's talent and effort profiles alongside job requirements can help determine good fits and identify areas that may require extra effort. The assessments are statistically validated tools that predict high performance and allow comparisons between individuals.
Psychometric Test & Personality Evualuationsdusane1
Psychometrics is a field of study concerned with the theory and technique of psychological measurement. Generally, it refers to the field in psychology and education that is devoted to testing, measurement, assessment, and related activities. One part of the field is concerned with the objective measurement of skills and knowledge, abilities, attitudes, personality traits, and educational achievement. For example, some psychometric researchers have, thus far, concerned themselves with the construction and validation of assessment instruments such as questionnaires, tests, raters' judgments, and personality tests. Another part of the field is concerned with statistical research bearing on measurement theory
Effect of AL2O3 Nanoparticles on the Rheological Properties of Water Based MudEditor IJCATR
This research work investigates into the performance of Aluminium Oxide nanoparticles in water based bentonite drilling
fluid at high temperature formations. We looked into the thermal stability effect of the Aluminium oxide nanoparticles on the drilling
fluid at varying temperature conditions. We analyzed the interactive effects of temperature, the Aluminium Oxide nanoparticles and
shear rates on the shear stress of the drilling fluid. Optimization of these parameters at the high and low point of the shear stress of the
drilling fluid was analyzed. We also developed a predictive expression for Shear stress as a response variable for changes in
temperature, Aluminium Oxide nanoparticle and shear rate.
Psychometric Test & Personality Evualuationsdusane1
Psychometrics is a field of study concerned with the theory and technique of psychological measurement. Generally, it refers to the field in psychology and education that is devoted to testing, measurement, assessment, and related activities. One part of the field is concerned with the objective measurement of skills and knowledge, abilities, attitudes, personality traits, and educational achievement. For example, some psychometric researchers have, thus far, concerned themselves with the construction and validation of assessment instruments such as questionnaires, tests, raters' judgments, and personality tests. Another part of the field is concerned with statistical research bearing on measurement theory
Effect of AL2O3 Nanoparticles on the Rheological Properties of Water Based MudEditor IJCATR
This research work investigates into the performance of Aluminium Oxide nanoparticles in water based bentonite drilling
fluid at high temperature formations. We looked into the thermal stability effect of the Aluminium oxide nanoparticles on the drilling
fluid at varying temperature conditions. We analyzed the interactive effects of temperature, the Aluminium Oxide nanoparticles and
shear rates on the shear stress of the drilling fluid. Optimization of these parameters at the high and low point of the shear stress of the
drilling fluid was analyzed. We also developed a predictive expression for Shear stress as a response variable for changes in
temperature, Aluminium Oxide nanoparticle and shear rate.
Experience Mazda Zoom Zoom Lifestyle and Culture by Visiting and joining the Official Mazda Community at http://www.MazdaCommunity.org for additional insight into the Zoom Zoom Lifestyle and special offers for Mazda Community Members. If you live in Arizona, check out CardinaleWay Mazda's eCommerce website at http://www.Cardinale-Way-Mazda.com
Revue "Le Mag de l'INPH" n°3 - Janvier 2015
Les CCA
A l’heure où certains de nos aînés - parfois éminents - quittent l’hôpital public pour rejoindre le secteur privé, dans un contexte démographique défavorable pour plusieurs années, l’attractivité de la carrière hospitalière publique est indéniablement un enjeu majeur pour l’avenir des établissements, pour la prise en charge des malades et pour l’offre de soin offerte à la société.
Je voudrais commencer par un point fondamental à mes yeux : attractivité ne rime pas uniquement avec revalorisation des émoluments. Il faut d’abord que l’exercice hospitalier suscite de l’envie pour qu’il puisse être considéré comme une option. Et il en suscite forcément : il permet une carrière au sein d’une environnement professionnel riche et souvent à la pointe des techniques, au contact de patients venant de tous les milieux. Il peut donner la possibilité de poursuivre une activité d’enseignement et de recherche, très nettement valorisées par nos collègues.
L’hôpital est vu comme le lieu où s’opère le véritable travail en équipe, consubstantiel de l’exercice d’une médecine de qualité. Le statut de PH offre des avantages sociaux sans commune mesure avec ceux dont bénéficient nos confrères libéraux, à l’heure où la médecine s’est fortement féminisée et ou notre génération aspire à un plus juste équilibre entre vie professionnelle et vie familiale.
reseauprosante.fr
Salinity analyzer for Drilling fluids and all Petro CHEM LIQUIDS DFA 570neilc5703
The first Analyzer that can measure DENSITY, FLOW, MASS VOLUME, WATER CUT AND SALINITY.
If you have any questions, please do not hesitate to contact me.
MAPP - Managing Attitudes & Performance PotentialSree Nidhi S K
As you age you need a higher wage
but end up in a career cage!
It is time to MAPP for the potential gauge
It is time to turn a new page
Learn to manage at every age
And let not your career end up in bondage
MAPP is your carriage to go beyond the average
As it is the right way forward to leverage
MAPP it to your advantage at any age!
Manage Attitudes & Performance Potential
With a Holistic Approach to Psychological Assessments
MAPP Helps You Analyse, Interpret, Take Right Steps & Benefit
Email: learning@oscarmurphy.com
Discover how the science of PI has helped businesses for over 60 years use analytics to increase sales, recruit the right talent, reduce turnover, and motivate their teams.
Introduction
Why are some people quiet and passive, while others are loud and aggressive? Are certain personality types better adapted than others for certain job types?
We often hear people use and misuse the term personality.
For our purposes, we will examine the term from a psychological standpoint as it relates to behavior and performance in the workplace
Improved Selection, Reduced Turnover: Identify and Retain Top TalentZsuzsanna Vida
Improved Selection, Reduced Turnover, Higher Performance. The secret is finding individuals with the key motivation and work attitude, as they are likely to be high performers. Learn how to retain your top talent using their motivational patterns!
After studying this chapter, you should be able to:
Define personality, describe how it is measured, and explain the factors that determine an individual’s personality.
Identify the key traits in the Big Five personality model.
Demonstrate how the Big Five traits predict behavior at work.
Identify other personality traits relevant to OB.
credit: Priyanka Sharma
In this presentation, we have discussed a very important feature of BMW X5 cars… the Comfort Access. Things that can significantly limit its functionality. And things that you can try to restore the functionality of such a convenient feature of your vehicle.
Ever been troubled by the blinking sign and didn’t know what to do?
Here’s a handy guide to dashboard symbols so that you’ll never be confused again!
Save them for later and save the trouble!
What Could Cause The Headlights On Your Porsche 911 To Stop WorkingLancer Service
Discover why your Porsche 911 headlights might flicker out unexpectedly. From aging bulbs to electrical gremlins and moisture mishaps, we're delving into the reasons behind the blackout. Stay tuned to illuminate the road ahead and ensure your lights shine bright for safer journeys.
Things to remember while upgrading the brakes of your carjennifermiller8137
Upgrading the brakes of your car? Keep these things in mind before doing so. Additionally, start using an OBD 2 GPS tracker so that you never miss a vehicle maintenance appointment. On top of this, a car GPS tracker will also let you master good driving habits that will let you increase the operational life of your car’s brakes.
Why Is Your BMW X3 Hood Not Responding To Release CommandsDart Auto
Experiencing difficulty opening your BMW X3's hood? This guide explores potential issues like mechanical obstruction, hood release mechanism failure, electrical problems, and emergency release malfunctions. Troubleshooting tips include basic checks, clearing obstructions, applying pressure, and using the emergency release.
Fleet management these days is next to impossible without connected vehicle solutions. Why? Well, fleet trackers and accompanying connected vehicle management solutions tend to offer quite a few hard-to-ignore benefits to fleet managers and businesses alike. Let’s check them out!
Comprehensive program for Agricultural Finance, the Automotive Sector, and Empowerment . We will define the full scope and provide a detailed two-week plan for identifying strategic partners in each area within Limpopo, including target areas.:
1. Agricultural : Supporting Primary and Secondary Agriculture
• Scope: Provide support solutions to enhance agricultural productivity and sustainability.
• Target Areas: Polokwane, Tzaneen, Thohoyandou, Makhado, and Giyani.
2. Automotive Sector: Partnerships with Mechanics and Panel Beater Shops
• Scope: Develop collaborations with automotive service providers to improve service quality and business operations.
• Target Areas: Polokwane, Lephalale, Mokopane, Phalaborwa, and Bela-Bela.
3. Empowerment : Focusing on Women Empowerment
• Scope: Provide business support support and training to women-owned businesses, promoting economic inclusion.
• Target Areas: Polokwane, Thohoyandou, Musina, Burgersfort, and Louis Trichardt.
We will also prioritize Industrial Economic Zone areas and their priorities.
Sign up on https://profilesmes.online/welcome/
To be eligible:
1. You must have a registered business and operate in Limpopo
2. Generate revenue
3. Sectors : Agriculture ( primary and secondary) and Automative
Women and Youth are encouraged to apply even if you don't fall in those sectors.
5 Warning Signs Your BMW's Intelligent Battery Sensor Needs AttentionBertini's German Motors
IBS monitors and manages your BMW’s battery performance. If it malfunctions, you will have to deal with an array of electrical issues in your vehicle. Recognize warning signs like dimming headlights, frequent battery replacements, and electrical malfunctions to address potential IBS issues promptly.
𝘼𝙣𝙩𝙞𝙦𝙪𝙚 𝙋𝙡𝙖𝙨𝙩𝙞𝙘 𝙏𝙧𝙖𝙙𝙚𝙧𝙨 𝙞𝙨 𝙫𝙚𝙧𝙮 𝙛𝙖𝙢𝙤𝙪𝙨 𝙛𝙤𝙧 𝙢𝙖𝙣𝙪𝙛𝙖𝙘𝙩𝙪𝙧𝙞𝙣𝙜 𝙩𝙝𝙚𝙞𝙧 𝙥𝙧𝙤𝙙𝙪𝙘𝙩𝙨. 𝙒𝙚 𝙝𝙖𝙫𝙚 𝙖𝙡𝙡 𝙩𝙝𝙚 𝙥𝙡𝙖𝙨𝙩𝙞𝙘 𝙜𝙧𝙖𝙣𝙪𝙡𝙚𝙨 𝙪𝙨𝙚𝙙 𝙞𝙣 𝙖𝙪𝙩𝙤𝙢𝙤𝙩𝙞𝙫𝙚 𝙖𝙣𝙙 𝙖𝙪𝙩𝙤 𝙥𝙖𝙧𝙩𝙨 𝙖𝙣𝙙 𝙖𝙡𝙡 𝙩𝙝𝙚 𝙛𝙖𝙢𝙤𝙪𝙨 𝙘𝙤𝙢𝙥𝙖𝙣𝙞𝙚𝙨 𝙗𝙪𝙮 𝙩𝙝𝙚 𝙜𝙧𝙖𝙣𝙪𝙡𝙚𝙨 𝙛𝙧𝙤𝙢 𝙪𝙨.
Over the 10 years, we have gained a strong foothold in the market due to our range's high quality, competitive prices, and time-lined delivery schedules.
What Are The Immediate Steps To Take When The VW Temperature Light Starts Fla...Import Motorworks
Learn how to respond when the red temperature light flashes in your VW with this presentation. From checking coolant levels to seeking professional help, follow these steps promptly to prevent engine damage and ensure safety on the road.
"Trans Failsafe Prog" on your BMW X5 indicates potential transmission issues requiring immediate action. This safety feature activates in response to abnormalities like low fluid levels, leaks, faulty sensors, electrical or mechanical failures, and overheating.
1. Conquer Human Resource Challenges
with Predictive Assessments
Human Resource Challenges
FINDING THE RIGHT PEOPLE
The biggest challenge that your business will face is hiring the right people. What makes
someone “right” for a job? Work experience has a lot to do with it, but it isn’t everything.
Optimal employee performance is based on three things: talent, effort and opportunity.
A thorough interview process will reveal a lot about talent, but most of us rely on instincts for the
rest. We assume that that we’ll know the “right person” when we meet them. Sometimes that
works out, but when the long-term success of your company hangs in the balance, it’s best not
to leave hiring to chance.
TALENT EFFORT
PERFORMANCE
OPPORTUNITY
2. KEEPING THE RIGHT PEOPLE
HR challenges do not end with the hiring process. It can be difficult to retain a talented
employee or improve employee performance when their personality, attitudes, beliefs and
actions do not align with the requirements of an opportunity.
OPPORTUNITYTALENT EFFORT
EMPLOYMENT RETENTION
Inherent traits
Knowledge (learned behaviors,
communication styles and skills)
Attitudes and beliefs
Actions
Job Requirements
Work environment
or company culture
+ +
=
Predictive Assessments
Predictive assessment profiles, which provide an objective and statistically reliable perspective
and calibration of inherent talent and natural effort, can help assess the foundations of job
performance, both in the hiring process and throughout working life.
Simply put, they can help you to hire and retain high performing employees.
FAQS
How is this assessment different from others?
You may be familiar with or have even taken an assessments like:
Myers-Briggs—The Myers-Briggs Type Indicator® (MBTI®) is a personality inventory that
describes 16 personality types based on a person’s personality traits, including introversion,
extroversion, sensing, intuiting, feeling, thinking, perceiving and judging.
DISC®—The DISC® profile describes four categories of behavior that are linked to an
individual’s perceptions of self in relationship to his or her environment. Familiar spin-offs
of DISC® are known by names such as Social Style SM, Predictive Index® and Interaction
Styles.
Five Factors®—The Five Factors® assessment is a variation of the original work by Marston
and the DISC® that adds the Extroversion/Introversion trait from the work of Karl Jung and
Meyers-Briggs.
Caliper—The Caliper personality test measures over twenty-five personality traits that
relate to job performance. A trained psychologist is required to interpret results and
recommend actions.
3. All of these are well-regarded tools that can be valuable in certain circumstances; however,
they all focus primarily on description and are classified as ipsative assessments (using
forced-choice, yes/no constructs). These tools describe the preferred behavioral styles of
an individual but are not designed for comparing one individual with another. In contrast,
statistically normative instruments, which use comparatives and the Likert scale, can be
used predictively when one individual’s results are compared to another’s.
McSwain Hiott CPAs offers predictive assessments that are based on more than 30 years
of statistical research and analysis. A profile doesn’t just describe someone—it actually
predicts, with up to 99.5% statistical probability, the results compared to empirically (or
observed) correlated data from other employees in other companies.
Generally speaking, the more data included in the analysis, the more accurate the resulting
norm. The developers of these predictive assessment have gathered more than 10 million
assessments taken by people around the world with the goal of determining norms related
to high performance in certain jobs—that is, the traits, behaviors, attitudes, and beliefs that
are held by people who are extremely successful in their work and life.
By studying the psychometrics of high performance, the developers and researchers
understand the traits and behaviors that have the greatest impact on an individual’s
potential for successful performance. And they have analyzed hundreds of jobs in
hundreds of companies to identify which profile is the best fit for each company and each
type of management assignment.
Numerous studies across vastly different industries have shown conclusively that individuals
whose personal profiles closely match a company’s superior performance profile can be
highly successful in those companies.
What does a predictive assessment contain?
Predictive assessment results are summarized on a Profile Scales Summary. The summary
includes graphs (scales) that represent:
An inherent trait
A learned behavior
A learned style
An attitude or belief
The responses that relate to each of these constructs are statistically analyzed. Results are
presented in the form of a number that places the candidate somewhere between two
extremes.
There is no such thing as a “good” number or a “bad” number.
The scales used to measure inherent traits and learned behaviors aren’t like school grades.
Someone cannot pass or fail. None of these items have a “right” or “wrong” answer.
An individual’s position on any given scale compares them to the normal distribution
(sometimes referred to as a Bell Curve), and that comparison helps predict what
management cultures are a “good fit” for someone.
4. Remember that a “good fit” is when an individual’s approach (based on natural
traits, behaviors, styles and attitudes) closely relates to the opportunity (a situation or
circumstance.
What traits are measured in a profile?
A profile measures inherent traits that are known to have the greatest impact on success.
Those traits are:
Enterprising Orientation—A measure of potential for planning and directing
oneself effectively; an indication of the ability to establish, focus on and achieve
goals.
Achievement Orientation—An assessment of the factors that motivate someone
to achieve or perform well. These are internal motivators.
Independence Orientation—A measure of the need for structure, feedback or
affirmation and team orientation. Does a person prefer to go their own way, or do
they flourish working with others using a shared structure?
Why are these particular traits so important?
Enterprising, Achievement and Independence orientations provide a measure of self-
management. Generally speaking, self-management refers to an individual’s ability and
willingness to…
Identify what needs to be done
Take action
Assess results
Make adjustments
…And to do all this without external direction or pressure.
Self-Management is the level of initiative (measured by Enterprising Orientation) that
individuals can and will invest in pursuit of results that are important to them (Achievement
Orientation) in an environment that adequately balances freedom and structure
(Independence Orientation).
You will learn more about self-management, why it’s important, and how someone can
make the most of their self-management potential later.
Which learned behaviors and styles are measured?
Predictive assessment profiles measure two learned behaviors:
Comfort with Conflict—Someone’s comfort with situations where conflict exists
or where there is the potential for conflict.
Emotional Quotient—Someone’s ability to monitor their emotions, other
people’s emotions and then act accordingly.
5. Profiles also provide measurements for two learned communication styles:
People Orientation—Someone’s approach to building relationships
with other people and the degree to which they enjoy meeting or
working closely with others.
Analytical Orientation—Someone’s interest in learning for its own
sake, and their comfort/preferences dealing with technical, detailed
information.
Why are these particular behaviors so important?
These four behavioral constructs reflect someone’s preferred approach to working
with people and with information. These are the essence of performance. Because
they are learned, they could be changed; however, at some point early in one’s career,
these behaviors become deeply ingrained. Given that these are critical to success,
understanding someone’s natural preferences on these behaviors is a key element to
finding the areas of greatest challenge and potential.
Which attitudes and beliefs are measured?
The attitudes and beliefs indicators give a snapshot of the responder’s feelings and
thoughts around the time when they took the assessment. These indicators may not
reflect someone’s long-term feelings, but they still provide valuable insights.
For example, personal problems or a major life change (e.g., illness, relocation, new
boss, major relationship change, etc.) can impact self-confidence or someone’s sense
of control. Attitudes and beliefs results would most likely be different for an assessment
taken under those circumstances as compared to the results from an assessment taken
after those issues have been resolved and stabilized.
The Uncertainty Indicator—A measure of how accurate someone’s
attitudes and beliefs measurements are. Where questions answered
honestly without over-analyzing, second-guessing or trying to give
the “right” answer?
The Self-Confidence Scale—A measure of someone’s belief that
they have control over various circumstances.
The Lifestyle Management Scale—A measure of how well someone
manages demands and the resulting stress.
The Commitment Reluctance Scale—A measure of someone’s
ability to commit to their job or career responsibilities. This indicator
also gauges someone’s comfort with asking others to make and keep
commitments.
The Listening Style Scale—A measure of someone’s ability to listen
(attentive listening). Do they practice active-listening? Are they
patient, courteous and/or eager to understand others?
6. SUMMARY
Performance is derived from complimentary talent, effort and opportunity.
With a predictive assessment profile, you will have a much deeper understanding of two of
those elements:
Talent—The combination of inherent traits and knowledge (learned
behaviors, communication styles and skills).
Effort—The combination of what someone thinks (their attitudes and beliefs)
and their actions.
Generally speaking, individuals are happier and more successful in assignments where
the requirements of the opportunity align well with their natural talent and effort profiles.
Compare these profiles to job requirements and environment to determine a match.
Your results will offer statistically predictive information about areas that can be naturally
leveraged and those that will require extra effort.
Learn More
Predictive assessments are useful in any phase of employment (hiring, promoting, etc.). If
you are interested in using these assessments to conquer your HR challenges, please email
info@mcswainhiott.com or fill out our customer form. Your first assessment will include a
consultation to interpret assessment results.
TALENT EFFORT
PERFORMANCE
OPPORTUNITY