How assessment, testing and profiling can help your business
Assessment, tests and profiling used within business show what people are capable of and how they act. This information can be used to identify what sort of job they will be good at, how well they will fit within a company culture and even how far they will go in their career. Our assessment tools are delivered either online or via software.
What do assessment tools measure?
In business, assessments, tests and profiling are used to measure three basic aspects of people:
- Attainment: what people know, for instance maths, accountancy practice or how to use a computer programme.
- Ability: a person’s capacity to work in different areas such as words, diagrams and systems. For example, a copywriter needs to work well with words, an accountant with numbers and a production manager with systems.
- Personality: how people typically like to behave. Personality includes what motivates an individual, whether they follow the rule book and what role they take up in teams.
When would I use an assessment?
Typically, assessment, tests and profiling are used in four main business functions:
- Recruitment: selecting people for jobs, whether they are external or internal candidates. Assessments can be used to create an initial short list (known as sifting), to decide on interview questions or to investigate essential characteristics of a job.
- Retention: assessment tools can be used to help manage team relationships, resolve conflict, tailor training programmes and ensure staff are doing the right job for them. A positive work environment, where staff feel valued, is one they are less likely to leave.
- Development: this covers a huge area from individual to organisational development. Assessment tools could be used to coach employees struggling with aspects of their job, put together high performance project teams, assist with change management or survey potential issues within a team, department or company.
- Training: assessments can identify strengths and weaknesses, pinpoint training needs and be used to evaluate the success of training courses.
Given the current legislation on fairness in recruitment it is vital you follow fair recruitment practices and can prove that your recruitment process is not discriminatory.
Contact us to find out how your business could benefit from assessment, tests and profiling.
Behavioural profiling and assessment in the work place will give you an insight and understanding into how people behave at work – what is their work style? How do they manage? How do they communicate? What motivates them? If you are aware of your strengths and limitations you can consolidate or compensate for them accordingly.
The insights gained from behavioural profiling and assessment will lead to a great understanding of why people in the business behave the way they do.
Our behaviour assessment the Personal Profile Analysis (PPA) has received a certificate of registration from the British Psychological Society (BPS) to confirm it meets all psychometric requirements for use as a psychological tool.
Behaviour profiling won’t show you ‘good’ and ‘bad’ qualities in a person, it simply provides an understanding of how a person prefers to behave at work and the characteristics they demonstrate. There are no ‘right’ or ‘wrong’ answers.
How will this type of behaviour test help my business?
You are only as good as the people you employ and time spent recruiting, training and developing the right people will give you a competitive edge.
Contact us to talk to a member of the Morgen team today to find out how behavioural assessment and profiling can help your business.
Team Assessment can help turn around an underperforming team and be used to build high performance teams.
Teams fail because of mismatched needs, unresolved conflict, personality clashes and lack of trust. All these can be addressed through understanding and recognising how each person behaves and responds in different situations. Self-awareness can create a strong platform of understanding.
Team Assessment has at its heart our Behavioural Assessment Personal Profile Analysis (PPA). A team role assessment is done by profiling individual team members. Once each member is aware of their behaviours – their strengths, limitations and way of working – they will be able to understand and recognise those of others. In this way team role assessment gives an overview of the structure of the team, what each person brings to it and how behavioural modification can enhance team effectiveness.
Contact us to find out more about how team assessment can turn your underperforming teams around.
Skills assessments play a vital part in enabling a business to understand the skill sets and knowledge that sit within it. If you don’t know what you’ve got how will you know how to make the most of it? Key competencies include office skills, numeracy, literacy and IT. Basic skills assessment allows you to take stock of the talent working for you as well as potential employees.
Skills development and training are the cornerstone to a thriving and successful business.
When a company is reviewing its key skills, assessments play a major part in ascertaining its talent pool. Do your people have the skills they need to be effective? How do you know the people you are recruiting have the skills you need to drive the business forward?
Skills assessments will tell you not only what people can do but also what training they need. Do they need support in specific areas? Would certain skills assist with their personal development? Skills assessments will uncover what they know and where the gaps are.
Skills Online is a series of aptitude tests that measure secretarial and PC skills, literacy and numeracy, delivered via the Internet. Skills assessments tools such as Skills Online are a fast and accurate predictor of performance and skills competence.
Skills Online is a series of over 100 online aptitude tests that measure hard competence such as MS Office, call centre listening and keying, keyboard and secretarial skills as well as literacy and numeracy.
Contact us to talk to a member of the Morgen team today to find out how Skills Online can help in your business.
HR and employee benchmarking will enable you to ‘clone’ your best people by identifying the behavioural qualities and capabilities of those who perform well. Using Behavioural Assessment PPA and aptitude and ability tests GIA/TST, organisations are able to paint a clear picture of what makes their top people just that.
Poor recruitment decisions can have a huge cost implication on a business in terms of money and other less tangible factors such as morale and motivation.
Staff Benchmarking
A benchmark is effectively a continuous improvement process that uses systematic standards to raise and maintain high performance standards, against which new employees can be assessed and selected. HR benchmarking can identify the behaviours and aptitudes that characterise your top performers.
Staff and employee benchmarking can:
- Help your managers identify and select your top performers
- Assess what makes your top performers the best and why others struggle
- Reduce costly recruitment errors
- Reduce staff turnover
- Encourage higher standards
- Develop a better understanding between team workers
How does staff benchmarking work?
A benchmark can be used to assess a sample group of people doing a similar job. The process involves a behavioural assessment (PPA) as well as aptitude and ability tests (GIA/TST) of each person in the sample. The results are then compared to actual performance.
As part of this process, the company needs to assess its organisational performance. It is up to the individual company to decide how it should do this but it should use areas with measured performance levels.
These could include:
- Ability to achieve budget and plans
- Ability to achieve sales budgets
- Ability to provide customer service, care and advice
- Communication skills
- Leadership skills
The performance of each person is then ranked, based on the company’s agreed parameters for organisational performance. Typically 25 per cent of the sample should be from the top performers, 50 per cent from the fully acceptable performers and 25 per cent from the poor performers.
Contact us to talk to a member of the Morgen team to find out how HR benchmarking can make a real impact on your business.
