ASSESSMENTS AND REPORTS

 

Your Own Secure Online Account To Create and Administer Assessments and Reports

If you need to regularly create and administer assessments and reports for your organisation, and if you prefer to do all these by yourself, we can set up a single-user or multi-user online account for you to self-help. You will only be billed for the reports that you use. There is no additional fee and no advanced credit purchases needed.

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Get Trained and Certified

If you wish to be able to interpret and debrief the reports for your organisation, get trained and certified! 

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Let Us Serve You

You can also sit back and relax and let our consultants do the work for you. We can help you create and administer assessments, analyse and debrief the reports for your participants, conduct workshops and clinics to help you leverage our instruments and expertise to reach your business goals .

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The following are the different types and samples of reports and assessments:

Behavior Analysis

Behaviors examines the behaviors individuals bring to the job and the universal language of “how we act,” or our observable human behavior. These reports consist of one science: behaviors.   There are many applications for this type of report including benchmarking top talent, building high performing teams, and increasing the communication and collaboration of team members and colleagues.  .

Some examples:

ManagerSales ExecutiveCustomer ServiceInterviewing Insights – GeneralInterviewing Insights – SalesCommunicating with StyleWorkplace BehaviorsTeam Behavioral ReportTeam Building Report

Personal Driving Forces (Previously known as Motivators or Values)

The Personal Driving Forces helps illuminate and amplify a person’s motivating factors. This solution also builds on the strengths that each person brings to the work environment by addressing the “why.”   It is a great compliment to the behaviors report and clearly highlights what personally motivates an individual – extremely helpful during the selection process.  These reports consist of one science: driving forces.

Example:

Personal Motivator and Engagement

Talent Insights

Talent Insights examines the behaviors individuals bring to the job and the motivators that drive them. In addition, this report blends behaviors and motivators together in an integrated section that will help blend the “how” and the “why” of an individual’s actions. These reports consist of two sciences: behaviors and motivators and gives and ideal insight into talent being added to your team.

Some examples:

TalentExecutiveManager, Sales

Talent Insights – Education

Combining analysis from Behaviour and Motivators, this report provides powerful insights and advice for students over and above the usual elements of the Talent Insights report; for instance – study tips, time wasters, etc. There are also reports tailored to teachers, administrators as well as for students looking for help in planning their career.

Example:

Student, Teacher, Administrator, Career Planning

Acumen Capacity Index

TTI Success Insights Acumen Capacity Index is designed to help individuals truly understand themselves by explaining how they analyze and interpret their experiences. This report consists of one science: acumen.

Example:

ACI

TriMetrix HD

This category of reports combines Behaviors, Motivators, DNA and ACI. TTI TriMetrix® HD examines the behaviors individuals bring to the job, the motivators that drive them, if they possess the acumen to do the job, and the ability to demonstrate the competencies required by the job. TriMetrix HD reveals specific details in these four areas that describe the how, why, what and can of superior performance. These reports consist of four sciences: behaviors, motivators, competencies and acumen.

Some examples:

Executive, Talent, Manager, Sales

TriMetrix DNA

TriMetrix DNA examines the behaviors individuals bring to the job, the motivators that drive them, and the ability to demonstrate the competencies required by the job. TriMetrix DNA reveals specific details in these three areas that describe the how, why and what of superior performance. In addition, this report blends behaviors and motivators together in an integrated section that will help you blend the how and the why of a person’s actions. It is an incredibly powerful report, especially useful integrating into a leadership level selection processes, promotional selection processes, succession planning, mergers & acquisitions and performance coaching.  These reports consist of three sciences: behaviors, motivators and competencies.

Some examples:

Talent, Management Staff, Sales, Executive

Sales Skills Index

Sales Skills Index is an objective analysis of an individual’s understanding of the strategies required to sell successfully in any sales environment. This report consists of one science: sales skills. This is a great report to benchmark your top talent and integrate into your recruiting and on-boarding procedures.

Example:

Sales Skills Index

Emotional Quotient

The Emotional Quotient looks at a person’s emotional intelligence, which is the ability to sense, understand and effectively apply the power and acumen of emotions to facilitate higher levels of collaboration and productivity.   Very useful in the coaching process.  This report consists of one science: EQ.

Example:

EQ

Job Benchmarking

Why does this position exist? What are the key responsibilities? What hard and soft skills are necessary for maximum success? Hiring on job descriptions alone, may be a costly mistake. The Job Benchmark has been proven highly effective across all types of organizations. It has helped increase hiring success and retention rates in virtually all firms that utilize Benchmarks properly and on a consistent basis.

How Do We Do It?

The objective of the Job Benchmark is to create an ideal candidate profile for a given position. We accomplish this in three phases:

  1. Brainstorm why the job exists, categorize the thought-stream into key accountabilities.
  2. Rank key accountabilities by importance, weigh them with respect to percentage of time.
  3. Participate in an online assessment about the job itself.

The result is a composite profile of your ideal candidate, including behavioral style, personal motivators and skills required for the position that may or may not be in the traditional job description.

The Job Benchmarking process is facilitated by a trained organizational development expert and takes approximately 90 minutes to two hours, including the assessment. While the Job Benchmark does not take the place of the personal interviews and other requisite hiring requirements procedures, the time and effort on the front end of the search sets the stage for laser-focused sourcing of a highly-qualified candidate pool for each position.

Example:

Job, Multi-Respondent, GapJob -Candidate Comparison

 

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