A. Testing And Profile Mapping
We offer client specific testing procedure for selection and promotions.
From the organization's point of view, recruiting and training are significant costs. So it is important to maximize the hit rate of the right people for the right job, and rarely is this about task skills. Typically, the reasons for employee turnover have less to do with competence and more to do with culture and personality fitment.
Spring has extensive experience in screening candidates for recruitment employing psychometric and other diagnostic tools.
THE PROCESS
Step 1
A battery of psychometric tests is administered in this phase. This helps identify the personality traits the individual calls on to survive and thrive at the workplace.
This provides insight into the functioning of individuals' personae, telling us for instance, whether he tilts more towards being 'people oriented' or being 'task oriented'.
Step II
Next, the insights gleaned about the individual are shared with her/him, or with the recruiting / employing organization, as the case may be, for further action. In the context of recruitment, recommendations are made as to the suitability of the candidate for the job and the organization, based on personality mapping.
The profile mapping gives a detail note addressing three areas :
1. What is the current behaviour of the individual ?
2. What kind of environment is needed to bring out the best ?
3. What is the hidden potential ? If appropriate environment is provided, will it be available to the organisation ?
ABOUT THE MATRICES :
1. Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B)
The Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B) is a highly valid and reliable tool that assesses how an individual's personal needs affect that person's behavior towards other individuals. This highly valid and reliable self-report instrument offers insight into an individual's compatibility with other people, as well as providing insight into that person's own individual characteristics.
The FIRO-B measures a person's needs for:
- # Expressed Behavior (E) - what a person prefers to do, and how much that person wants to initiate action
- # Wanted Behavior (W) - how much a person wants others to initiate action, and how much that person wants to be the recipient
- # The instrument also measures a person's needs for:
- # Inclusion (I) - recognition, belonging, and participation
- # Control (C) - influence, leading, and responsibility
- # Affection (A) - closeness, warmth, and sensitivity
Benefits of the FIRO-B
The FIRO-B is an ideal tool to use for interpersonal behavior measurement and assessment, including:
- # management and supervisor development
- # leadership development (used with MBTI as part of the Leadership Report)
- # identifying leadership preferred operating styles
- # employee development
- # team building and explaining team roles
- # improving team effectiveness
- # advancing career development
2. The ego gram (EG):
The EG will demonstrate what aspects of the personality are used in social interaction and to what extent he is flexible while he interacts with others.
It is a simple paper pencil test.
3. The Learning Style Inventory (LSI) :
This will indicate the pattern an individual adopts vis a vis dealing with day to day situations. It generally gives insights in the learning and problem solving pattern of an individual.
There are 9 sets of four descriptions in the inventory. It's a paper pencil self - administered tool without any time limit.
4. The Your Temperament (YT) :
This test overviews the emotional blocks and brings out the rigid verses flexible belief system in individuals.
The extremely rigid system of thinking or behaviour is not appropriate for healthy leadership/ mentoring and guiding processes.
It's a paper pencil self - administered instrument. The questionnaire contains 40 items.
5. The Motivational Analysis (MAB) :
This test analyses the predominant motivation and need of the individual with focus on his approach and avoidance behaviour.
It's a paper pencil self - administered instrument without any time limit. But a person need not give a lot of time on one item. The questionnaire contains 60 items. A person can score his own behaviour and get scores on these six needs on both dimensions (avoidance and approach). One is likely to be more effective the more one uses the approach dimension than the avoidance one.
6. Thematic Apperception Test (TAT)
The Thematic Apperception Test, or TAT, is a projective measure intended to evaluate a person's patterns of thought, attitudes, observational capacity, and emotional responses to ambiguous test materials. In the case of the TAT, the ambiguous materials consist of a set of cards that portray human figures in a variety of settings and situations.
The subject is asked to tell the examiner a story about each card that includes the following elements: the event shown in the picture; what has led up to it; what the characters in the picture are feeling and thinking; and the outcome of the event.
PURPOSE: The TAT is often administered to individuals as part of a battery, or group, of tests intended to evaluate personality. It is considered to be effective in eliciting information about a person's view of the world and his or her attitudes toward the self and others.
Myer's Briggs Test of Indicator's (MBTI)
The Myers-Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions.
- # The four dichotomies
- # The four pairs of preferences or dichotomies are shown below.
- # Note that the terms used for each dichotomy have specific technical meanings relating to the # MBTI which differ from their everyday usage. For example, people who prefer judging over perceiving are not necessarily more judgmental or less perceptive.
- # Nor does the MBTI instrument measure aptitude; it simply indicates for one preference over another. Someone reporting a high score for extraversion over introversion cannot be correctly described as more extraverted: they simply have a clear preference.
- # Point scores on each of the dichotomies can vary considerably from person to person, even among those with the same type. However, Isabel Myers considered the direction of the preference (for example, E vs. I) to be more important than the degree of the preference (for example, very clear vs. slight).
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