Pearson is an international education, publishing, and assessment company operating in over 60 countries with 34,000 employees. It owns several leading brands, including Pearson Education, the Financial Times Group, and The Penguin Group. Pearson provides a range of ability and personality assessments to help organizations evaluate potential and current employees. These include critical thinking, numerical reasoning, and personality tests to identify strengths and inform talent management decisions.

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2. About Pearson
• Pearson is an international media company & a global leader in educational publishing,
assessment, business information and services.
• We have our operations in 60 countries, with 34000 strong global work force.
• Through acquisitions, strategic alliances, and organic growth, we have put in place all the pieces
necessary to create the world's leading learning company.
• These include the most comprehensive range of educational programmes; leadership in testing,
assessment, and enterprise software; and the very best in online consumer and professional
learning.
• Pearson owns:
– Pearson Education - The world's leading education company
– Financial Times Group - World's leading business information companies,
– The Penguin Group - The world-famous Penguin brand is the label of quality from novels and classics to cookbooks - and much
more - around the world.
Pearson Copyright 2007

3. We are part of Pearson Group
$8.4bn, 30000+ employees, operation in 60+ countries
Pearson Education is the world’s leading education company. Leading
brands: Longman, Prentice Hall, Addison Wellesley, Scott Foresman
The Financial Times is the most international source of business news, data
and analysis. Leading brands: FT, Economist, IDC
The Penguin Group is one of the world’s great consumer publishers.
Fiction, non-fiction, reference books
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Pearson Copyright 2007

4. Pearson Talent Assessment
• The assessment group of Pearson formerly known as Harcourt Assessment is a division of
Pearson Education Limited
• We provide a range of effective and robust assessments to support your recruitment and
selection decisions
• They are used to predict the performance of potential and current employees in a range of roles
and across different levels
• These assessments are used to identify talented individuals or to uncover qualities required for
promotion, progression and to inform your talent management initiatives.
• Our instruments measure critical thinking, personality profiling, problem solving, and a range of
job skills to deliver data-driven insights that inform and clarify an organization's human capital
decisions.
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5. Ability Assessments
• Watson-Glaser Critical Thinking Appraisal
• Rust Advanced Numerical Reasoning Appraisal.
• Raven’s Progressive Matrices
• Differential Aptitude test for Selection – General Abilities Battery
• Differential Aptitude test for Selection – Technical Abilities Battery
• Versant – Proficiency in English language testing
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6. Personality Assessments
• SOSIE
• D5D
• GOLDEN
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7. Ability Testing
Watson Glaser Critical Thinking Appraisal
• The Watson-Glaser series is the gold standard for measuring critical thinking ability and decision
making in high-potential professionals, new managers, and future leaders.
• WG measures higher level verbal reasoning abilities across five key areas:
– Inference - The ability to evaluate the validity of inferences drawn from a series of factual statements.
– Recognition of assumptions - The ability to identify unstated assumptions or presuppositions in a series
of assertive statements.
– Deduction - The ability to determine whether certain conclusions necessarily follow from the information in
given statements or premises.
– Interpretation - The ability to weigh evidence and decide if generalisations or conclusions based on the
given data are warranted.
– Evaluation of arguments - The ability to distinguish between arguments that are strong and relevant and
those that are weak or irrelevant regarding a particular issue.
Administration: Individual - 40 minutes, 80 items, Paper & Pencil or Online
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8. Ability Testing
RANRA
• The Rust Advanced Numerical Reasoning Appraisal (RANRA) measures higher-level numerical reasoning .
• Numerical reasoning ability is vital for employees who need to make decisions using financial statements, trends
and statistics, sales data, performance metrics and other information.
• It is used in conjunction with the Watson-Glaser, offering a demanding, high level assessment of numerical and
verbal reasoning skills when recruiting in the highly competitive management market.
• RANRA can accurately predict a candidate's ability to identify the following
– most important information from a set of data,
– compare complex quantitative information, and
– break down information into essential parts.
Administration: Individual - 20 minutes, Paper & Pencil or Online
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9. Ability Testing
RAVEN’s Progressive Matrices
• Ravens is a leading global non-verbal measure of mental ability,
• It helps in identifying individuals with advanced observation and clear thinking skills who can handle the
complexity and ambiguity of the modern workplace.
• Ravens offers information about someone's capacity for
– analysing and solving problems,
– abstract reasoning, and
– the ability to learn - and reduces cultural bias with a nonverbal approach.
Administration: Individual -40 to 60 minutes, two sets, 48 items. Paper & Pencil
Online coming soon.
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10. Ability Testing
RAVEN’s Progressive Matrices
The RAVEN’s Advanced Progressive Matrices (APM):
– Suitable for senior management positions and senior professional and technical positions
– Differentiates between people at the high end of intellectual ability
– Contains Set I, with 12 problems, used as a practice or screening test
– Set II, a 36 problem series that is always administered with Set I
The RAVEN’s Standard Progressive Matrices (SPM):
– Suitable for supervisory/entry level management positions and mid-level positions
– Ravens SPM contains 60 items split across 5 sets (A - E) proportionately
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11. Ability Testing
DAT for Selection – General Abilities Battery
• The DAT has a history stretching back to 1947 with its original authors being amongst the most prestigious names
in the history of psychometric test development.
• DAT for Selection - General Abilities Battery assesses an individuals relative strengths and weaknesses across
aspects of ability considered key to occupational success.
• The General Abilities Battery combines the following tests together:
Verbal Reasoning
– How well can you understand ideas expressed in words?
– How clearly can you think and reason with words?
Numerical Reasoning
– How well can you understand ideas expressed in numbers?
– How clearly can you think and reason with numbers?
Abstract Reasoning
– How well can you understand ideas that are not expressed in words or numbers?
– How well do you think out problems even when there are no words to guide you?
Administration: Individual or Group - 60 to 90 minutes per battery, Paper & Pencil
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12. Ability Testing
DAT for Selection – Technical Abilities Battery
The Technical Abilities Battery combines the following tests together:
Numerical Reasoning
– How well can you understand ideas expressed in numbers?
– How clearly can you think and reason with numbers?
Abstract Reasoning
– How well can you understand ideas that are not expressed in words or numbers?
– How well do you think out problems even when there are no words to guide you?
Mechanical Reasoning
– How easily do you grasp the common principles of physics as you see them in everyday life?
– How well do you understand the laws governing simple machinery, tools and bodies in motion?
Space Relations
– How well can you visualise, or form mental pictures of, solid objects from looking at flat paper plans?
– How well can you think in three dimensions?
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13. Personality Assessments
• SOSIE
• D5D
• The GOLDEN Personality Type Profiler
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14. Personality Assessments
SOSIE
Sosie, the ECPA personality test, can be used to show what makes the person being assessed stick
to his/her motivations.
Sosie personality inventory measure 9 “character traits” and 12 “values”.
The applicant reads 98 series of sentences (character assessment then value system) and is
required
to choose the ones that best describe him/her, least describe him/her and the ones that reflect what
he/she considers as the most and least important things in life.
The standard result enables the assessor to put forward hypotheses regarding the character traits
and
values that are specific to each individual.
It provides useful information in recruiting, coaching, career management and professional
assessments
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15. Personality Assessments
SOSIE comprises of:
• 9 personality traits that represent the resources of the individual potential that will in the service
of his professional activity (sociability, ancestry, emotional stability, curiosity of mind, etc.)
• 12 values that represent the driving forces behind the reactions and behaviour of individuals (the
taste of power, conformity, organization, method, etc.)
• 4 styles of behaviour identified by factor analysis and highly related to the types of management
– Stability and structure
– Power and activity
– Openness and control
– Selflessness and conviction
• Because it combines two complementary approaches, the behaviour and motivations,
SOSIE promotes a dynamic and thorough knowledge of people.
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16. Personality Assessments
D5D
• D5D stands for Description in 5 Dimensions of Personality .
• It is a brief ipsative test of the big five personality traits of :
Extraversion, Neuroticism, Openness to experience, Agreeableness and Conscientiousness.
• In D5D there are 11 sets of 5 adjectives over which the applicant s are assessed.
• It is short & crisp test which takes less than10 minutes to complete & yields candidate's
personality profile :
– With complete description of the results in each dimension,
– Cross dimensional score – "high" or "low".
– Guide to questioning which indicates the relevant questions to be asked to the candidate, vis-a-vis his profile and
scores.
• It has been specifically designed to be quick and easy to use for recruitment and screening of
job applicants at all levels.
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17. Personality Assessments
GOLDEN
• The Golden Personality Type Profiler helps employees gain better insight into their personal style and how they
impact others
• The Golden Personality Type Profiler can help a person understand the basis for their decision-making and the way
they relate to other people.
• With Golden, not only can you see Jungian 4-letter personality type, but also the subtle facets/subscales that make
up these personality type.
• The Golden report provides actionable insights on personal style that anyone can start using immediately.
– Leadership and organizational strengths
– Growth opportunities
– Communication and teamwork
– Motivation and learning
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18. Personality Assessments
The Golden Personality Type Profiler is used to:
– Guide employees toward better understanding of their own behaviours, attitudes, career goals, and preferences
– Build a solid foundation for team development dialogue
– Understand an individual’s work style relative to others
ADMINISTRATION: 25 minutes, Online
MEASURES FIVE PERSONALITY DIMENSIONS:
Extroverting vs Introverting
Sensing vs iNtuiting
Thinking vs Feeling
Judging vs Perceiving (4th dimension also available in: Organizing vs Adapting )
Tense vs Calm
APPLICATION in Corporate:
Employee Development
Executive Coaching
Career Planning
Teambuilding
Sales Force Training, and more!
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19. Pearson Assessment offerings for variety of HR decisions:
 Selection & Recruitment / Turnkey
 Ability and Aptitude testing
 Training Need Identification
 Team Analysis & Development
 Performance & Potential appraisal
 Career and Succession Planning
 Diagnosis of Performance Problems and recommendation of solutions
 Vocational Education & Career Counseling
 Competency gap assessment
 Certification and Orientation programs on SOSIE and GOLDEN
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20. Thank You
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