Purpose

Understanding which competencies and behaviors are relevant to the different recipient groups to function as an input for selection, development and performance management.

Purpose

All questions that should be discussed in the first interview already administered online, in a way the interview can get real content.

Purpose

Understanding the different types of employees, based on how we deal with dominance (influence versus collaboration) and emotion (feeling versus ratio).

Purpose

Measure how quickly a person can understand problems, can form an opinion and / or can learn new things.

Purpose

Converting the personality profile to skills and give an indication of the extent to which employees can develop these skills.

Purpose

Indicate how easily an employee can show or develop specific competencies with a particular personality profile. Additionally, the performance on a specific role is scored.

Purpose

Providing assistance in answering the question whether certain functions, roles or organizations match the career values of the person.

Purpose

Overview of the management roles and associated management style, which an employee will or will not show in certain situations.

Purpose

Staff can understand when their motivation increases and decreases.

Purpose

Adequate retrieve credentials for the purpose of a job interview or selection process.

Purpose

Understanding the selling skills of your top salesman. It can also provide insight into the purchasing behavior of the customer and the communication style of your salespeople.

Purpose

Understanding which competencies and behaviors are relevant to the different recipient groups to function as an input for selection, development and performance management.

Purpose

Provide insight into reasons and causes for employees leaving and receive tips for improvement.

Purpose

Summary of the group roles, which an employee will or will not adopt in certain situations.

Purpose

Understanding the different types of employees, based on how we deal with dominance (influence versus collaboration) and emotion (feeling versus ratio).

Purpose

Provide feedback (360 degrees) with respect to skills, abilities, personality, motivation, and other work-related characteristics.

Purpose

Measure how quickly a person can understand problems, can form an opinion and / or can learn new things.

Purpose

Provide feedback (90 degrees) from a number of different perspectives. Ideal as an input for the appraisal and performance cycle.

Purpose

Converting the personality profile to skills and give an indication of the extent to which employees can develop these skills.

Purpose

Indicate how easily an employee can show or develop specific competencies with a particular personality profile. Additionally, the performance on a specific role is scored.

Purpose

Answer the questions: Who am I? What can I do? What do I want? and advice on appropriate and less appropriate professions.

Purpose

Providing assistance in answering the question whether certain functions, roles or organizations match the career values of the person.

Purpose

Compare the presence of essential factors for interaction (power / influence and personal distance / proximity) and translating them into specific communication styles.

Purpose

Provide feedback (0 degrees) for employee's own behavior. Answer to the question of how one sees oneself.

Purpose

Analyzing individual behavior in conflict situations. The test indicates the extent to which a particular conflict style may be of use for someone.

Purpose

Creating an overview of employee satisfaction on factors such as work culture, management, working conditions, career development and loyalty.

Purpose

Overview of the management roles and associated management style, which an employee will or will not show in certain situations.

Purpose

Understanding how an employee will deal with learning and what is his / her learning preference.

Purpose

Staff can understand when their motivation increases and decreases.

Purpose

Understanding how an employee will behave or react in different situations.

Purpose

Understanding the selling skills of your top salesman. It can also provide insight into the purchasing behavior of the customer and the communication style of your salespeople.

Purpose

Understanding which competencies and behaviors are relevant to the different recipient groups to function as an input for selection, development and performance management.

Purpose

Provide insight into reasons and causes for employees leaving and receive tips for improvement.

Purpose

Summary of the group roles, which an employee will or will not adopt in certain situations.

Purpose

Provide feedback (360 degrees) with respect to skills, abilities, personality, motivation, and other work-related characteristics.

Purpose

Provide feedback (90 degrees) from a number of different perspectives. Ideal as an input for the appraisal and performance cycle.

Purpose

Converting the personality profile to skills and give an indication of the extent to which employees can develop these skills.

Purpose

Indicate how easily an employee can show or develop specific competencies with a particular personality profile. Additionally, the performance on a specific role is scored.

Purpose

Answer the questions: Who am I? What can I do? What do I want? and advice on appropriate and less appropriate professions.

Purpose

Compare the presence of essential factors for interaction (power / influence and personal distance / proximity) and translating them into specific communication styles.

Purpose

Provide feedback (0 degrees) for employee's own behavior. Answer to the question of how one sees oneself.

Purpose

Analyzing individual behavior in conflict situations. The test indicates the extent to which a particular conflict style may be of use for someone.

Purpose

Creating an overview of employee satisfaction on factors such as work culture, management, working conditions, career development and loyalty.

Purpose

Understanding how an employee will deal with learning and what is his / her learning preference.