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Page 1: Personality Tests

COMPETITOR REVIEWS

Personality Tests

Page 2: Personality Tests

Formerly known as DISC. Published and distributed by Thomas

International in UK. Available in 33 languages, including Indonesia. Official distributor in Indonesia:

PT. NBO Indonesia & Thomas International Director: Susanna Hartawan Office: Wisma 46 – Kota BNI, 2nd Floor, Suite 205

Jl. Jendral Sudirman Kav. 1 Jakarta Selatan 10220 Tel : 62-21-5746229

Personal Profile Analysis

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Developed by the psychologist William Moulton Marston.

Measure the behavior of individuals in their environment or within a specific situation.

4 dimensions of personality: Dominance, Influence, Steadiness and Compliance.

Commonly used for personal growth and development, training, coaching and managing of individuals, groups, teams, and organizations.

Personal Profile Analysis

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Ipsative with 24 set of items. No time limit. Completed in 8 minutes. Test user qualification: Level B BPS. Available online. Report available in 22 different forms.

Personal Profile Analysis

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List of reports available:

Personal Profile AnalysisList of reports available

PPA Profile Driver Assessment Report

Executive Summary Management Audit

Management Interview Questionnaire Sales Audit

Sales Interview Questionnaire Career Guide

General Questionnaire Admin/Tech Audit

Interviewer's Guide Call Centre Audit

Personal Review Graphs & Scores

Candidate Feedback Job Profile

Strengths & Limitations Job/Candidate Comparison

How to Manage Compatibility

Training Needs Search and Select

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Personal Profile Analysis

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Personal Profile Analysis

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BPS Review:

Personal Profile Analysis

Last Review 2003

Quality of Documentation Adequate/Reasonable

Quality of Materials Good

Norms and reference groups N/A

Construct validity Adequate/Reasonable

Criterion-related validity Good

Reliability-overall Good

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Published and distributed by Consulting Psychologists Press in US.

No official distributor in Indonesia. Official distributor for Singapore, Indonesia,

Malaysia, and Brunei:CPP Asia Pacific Pte. Ltd.300 Beach Road #29-03, The Concourse Singapore199555

www.hc.com.sg (65) 6396 6331

Myers-Briggs Type Indicator (MBTI)

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Developed by Katharine C. Briggs and Isabel Briggs Myers.

Measure psychological preferences in how people perceive the world and make decisions.

Measure 4 types:◦ Where you focus your attention — Extraversion

(E) or Introversion (I)◦ The way you take in information — Sensing (S) or

Intuition (N)◦ The way you make decisions — Thinking (T) or

Feeling (F)◦ How you deal with the outer world — Judging (J)

or Perceiving (P)

Myers-Briggs Type Indicator (MBTI)

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Commonly used for individual development and team building and team development.

Ipsative with 93 items. Completed in 15 – 25 minutes. Available online and Paper-and-pencil. User must be accredited by or psychologist

who is verified by the publisher. Report available in 7 different forms. There is no indication from distributor that

Indonesian version is available.

Myers-Briggs Type Indicator (MBTI)

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List of reports available:

Myers-Briggs Type Indicator (MBTI)

MBTI Reports

Interpretive Report

Interpretive Report for Organization

Team Report

Communication Style Report

Conflict Style Report

Stress Management Report

Step II Interpretive Report

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Myers-Briggs Type Indicator (MBTI)

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BPS Review:

Myers-Briggs Type Indicator (MBTI)

Last Review 2003

Quality of Documentation Good

Quality of Materials Good

Norms and reference groups Adequate/reasonable

Construct validity Adequate/reasonable

Criterion-related validity Adequate/reasonable

Reliability-overall Good

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Developed by Allen L. Edwards in 1957 and published by Test Dimensions.

Measure 15 needs based on Henry Murray theory of needs.

Last revised in 2006, omitted the Heterosexuality scale.

Recommended primarily for instructional value and research settings.

Edward Personal Preference Schedule

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Ipsative with 225 items, completed in 40 – 55 minutes.

Available paper-and-pencil and online. Only available in English and Dutch.

Edward Personal Preference Schedule

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Published and distributed by Cubiks UK. Available in 30 languages including

Indonesia. Distributor in Indonesia:

PT. OPUS MANAGEMENT INDONESIA Jl. Kemang Timur Raya 100F Jakarta Selatan 12730

Personality and Preference Inventory (PAPI)

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Developed by Dr Max Kostick, in the early of 60.

Measure 10 Role and 10 Need scales. The Role scales measure an individual's self-

perception in the work environment. The Need scales probe the deeper inherent

tendencies of an individual's behaviour.

Personality and Preference Inventory (PAPI)

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Available in two forms:◦ Ipsative: 90 items paired (total 180 items)◦ Normative: 126 items

Available online Commonly used in recruitment and personal

development settings.

Personality and Preference Inventory (PAPI)

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BPS Review:

Personality and Preference Inventory (PAPI)

Last Review 2003

Quality of Documentation Adequate/Reasonable

Quality of Materials Adequate/Reasonable

Norms and reference groups Adequate/Reasonable

Construct validity Adequate/Reasonable

Criterion-related validity Adequate/Reasonable

Reliability-overall Adequate/Reasonable

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OPQ32r Stands for Occupational Personality

Questionnaire 32 revised. Published and distributed by SHL. Revised version of OPQ32i. Revised in 2009. Available in Indonesian. Sold in Indonesia by:

PT Eshael IndonesiaIndonesia Stock Exchange Building Tower I 26th Floor Jl. Jend. Sudirman Kav. 52-53. Jakarta 12190

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Developed by Peter Saville, Roger Holdsworth, Gill Nyfield, Lisa Cramp and Bill Mabey.

First released in 1984. Measure 32 scales, classified into 3

domains:◦ Relationships◦ Thinking◦ Feeling and Emotions

OPQ32r

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Scores with ‘normative’ properties on each of the 32 scales, from a forced-choice questionnaire format.

104 blocks of 3 items, completed less than 30 minutes.

In 2005, they correlate the OPQ32 with Five Factor Model.

OPQ32 as a predictor of Great Eight competencies model developed by Dave Bartram in 2005.

OPQ32r

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Great Eight was based on The SHL Universal Competency Framework, which mapped 112 components.

The Great Eight consists of:◦ Leading & Deciding◦ Supporting & Cooperating◦ Interacting & Presenting◦ Analysing & Interpreting◦ Creating & Conceptualising◦ Organising & Executing◦ Adapting & Coping◦ Enterprising & Performing

OPQ32r

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Beside OPQ32r, there are also OPQ32i and OPQ32n.

OPQ32i consists of 104 blocks of 4 items OPQ32n consists of 230 items. Commonly used for:

OPQ32r

Individual Team Organisation

Selection Team Building Succession Planning

Promotion Team Development Management Audit

Career Counselling Training Needs Analysis Research

Individual Development Culture change

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Report available:◦ The Manager Plus Report◦ The Candidate Plus Report◦ The Universal Competency Report◦ The Sales Report◦ The Team Development Report◦ The Leadership Report.

OPQ32r

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OPQ32r

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BPS Review:

OPQ32r

Last Review 2009

Quality of Documentation Excellent

Quality of Materials Excellent

Norms and reference groups Excellent

Construct validity Good

Criterion-related validity Good

Reliability-overall Good

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Published and distributed by Hogan Assessment System, Inc.

No sole distributor available in Indonesia. Available in Indonesian Developed by Robert Hogan and Joyce

Hogan in 1992. Based on Five Factor Model. Measure 7 primary scales plus 6

occupational scales.

Hogan Personality Inventory

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Developed in the context of socioanalytic theory by Robert Hogan.

206 true and false items. 15- to 20-minute completion time. Available in online computer administration or

paper-and-pencil. Report available in different forms as follows:

◦ Select: Fit, Express, Advantage, Basis◦ Develop: Career, Manage, Compass, Executive

Development, Management Development, Interpret, Interpret with occupational scales

◦ Lead: Potential, Challenge, Values, Coaching, Summary◦ Reports: Safety, High Potential

Hogan Personality Inventory

* Blue font indicate the report based on HPI only

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Hogan Personality Inventory

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Hogan Personality Inventory

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BPS Review:

Hogan Personality Inventory

Last Review 2009

Quality of Documentation Good

Quality of Materials Good

Norms and reference groups Good

Construct validity Adequate/reasonable

Criterion-related validity Good

Reliability-overall Good

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Published and distributed by Harrison Assessments.

Available in Indonesian Developed by Dan Harrison. There are three distributors identified:

◦ Opus Management◦ Potentia HR Consulting◦ Dunamis Organization Services

Harrison Assesment Talent Solution (HATS)

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Measure candidate's eligibility (education, experience, and skills) and suitability (job related behavior) of the target job.

Based on Enjoyment-Performance Theory and Paradox Theory.

Available online. 136 items with 30 minute of completion. Consists of 17 groups of 8 items each,

which are ranked according to the individual’s preferences from one to eight.

Harrison Assesment Talent Solution (HATS)

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How it works:

Harrison Assesment Talent Solution (HATS)

EligibilityCertificationsSpecific job skillsEducational levelsEducational subjectsEducation achievementsSpecific types of experienceSpecific amounts ofexperience

SuitabilityInterestsWork preferencesWork valuesInterpersonal skillsAttitudesMotivations

InterviewConfirm eligibilityAssess suitability via separatequestions

Third-partyAssessmentSkills tests,I.Q. testsNumerical reasoningIndustry knowledge

Overall ScoreThe overall score enables you to integrate all test results into an overall assessment score that can include eligibility assessment, suitability assessment, interview results and third party test results. This is essential to achieve a consistent overall interpretation of test results.

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Reports avalaible:

Harrison Assesment Talent Solution (HATS)

Recruitment

Recruitment Package

Development

Development For Position

Manage, Develop, RetainJob Success AnalysisMain Graph ReportParadox Graph and Paradox Narrative

ReportsSummary Keywords

Traits Definitions

TeamGroup ScreeningTeam Main Graph

Team Paradox GraphTrait Export

CareerCareer Comparison

Career DevelopmentCareer Options

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Harrison Assesment Talent Solution (HATS)

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Published and distributed by HRD Press. Not available in Indonesian. There is no sole distributor in Indonesia. Identifying job applicants whose behavior, attitudes,

and work-related values are likely to interfere with their success as employees.

Measure 6 things: ◦ dependability◦ Aggression◦ substance abuse◦ Honesty◦ computer abuse◦ sexual harrassment

Counterproductive Behavior Index (CBI)

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140 true and false items. 15 minute completion time. Available in computer-based, online or

paper-and-pencil. Reports available: Full report.

Counterproductive Behavior Index (CBI)

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Counterproductive Behavior Index (CBI)

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Hiring decisions must never be made solely on the basis of an applicant’s profile on the CBI.

The scores on the profile indicate areas that need to be followed up on in a subsequent employment interview, using behavioral interviewing techniques.

The results of the CBI should never be discussed with the applicant. You should not indicate to any applicant that he or she was disqualified by a single measure, particularly a psychological test.

If applicants ask about the CBI results, they should be told that the results are simply a part of a package of information that needs to be analyzed and understood.

If an applicant is not to be hired, there is no obligation on the interviewer’s part to explain the reasons for that decision.

Never, ever, suggest that an applicant was not selected because of answers to the CBI.

Counterproductive Behavior Index (CBI)

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Published and distributed by Redfield Consulting Pty Ltd, Australia.

Available over 30 languages. No information on Indonesian version.

First published in the UK in 1990 and the working concept was presented at the BPS Occupational Psychology Conference held at Bowness on Windermere in January 1990.

Developed by Norman Lee Buckley and Rebekah Justine Williams.

Facet 5

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Measures five factors and a detailed breakdown of these five factors into 13 sub-factors (facets).

106 items with 17 minutes to complete. Normative. Commonly used for selection and

development. Available in Paper-and-pencil and online.

Facet 5

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Reports available:◦ Facet 5 Profile◦ Audition◦ TeamScape◦ LeadingEdge◦ SLR◦ WorkPreference

Facet 5

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Facet 5

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Facet 5

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BPS Review:

Facet 5

Last Review 2005

Quality of Documentation Adequate/Reasonable

Quality of Materials Good

Norms and reference groups Adequate/Reasonable

Construct validity Adequate/Reasonable

Criterion-related validity Adequate/Reasonable

Reliability-overall Adequate/Reasonable

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Published and distributed by Saville Consulting.

Developed by Peter Saville. Not available in Indonesian. There is no sole distributor in Indonesia. Nearest Distributor:

Saville Consulting Asia Pacific P O Box 1855 North Sydney NSW 2060 Australia

Wave® Professional Styles

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Measures motives, talents, preferred culture and competency potential.

Measures 4 clusters, 12 sections, 36 dimensions and 108 facets of the Wave hierarchical model.

36 sets of 6 statements with 40 minutes to complete.

Available online only. Designed for use in both selection and

development. A combination of Normative and Ipsative

measurement.

Wave® Professional Styles

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In a 2008 co-validation study, Wave Professional Styles, outperformed the OPQ32i™, NEO-PI-R™, Hogan Personality Inventory™ and 16PF5™ on both work competencies and overall global measures of performance

Reports available:◦ Expert◦ Personal

Wave® Professional Styles

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Wave® Professional Styles

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Wave® Professional Styles