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It is essential to have the best staff! Our sophisticated tests offer a solution for every phase in the HR Cycle: (pre)selection, development, performance management and employability. Predicting successful performance in future jobs. Our tests will help you gain insight into the knowledge, abilities, personality, satisfaction and engagement of your staff.
Our tests will support you in recruiting the best applicants with the greatest chance of success. And our tests will suppport and stimulate personal and organisational development. Our tests and solutions will also support your performance management and increase the performance of your staff.
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Phase:
Selection, Development, Performance and Evaluation
Purpose
Understanding which competencies and behaviors are relevant to the different recipient groups to function as an input for selection, development and performance management.
Phase:
Selection
Purpose
All questions that should be discussed in the first interview already administered online, in a way the interview can get real content.
Phase:
Development, performance and evaluation
Purpose
Understanding the different types of employees, based on how we deal with dominance (influence versus collaboration) and emotion (feeling versus ratio).
Phase:
(Pre) selection, development
Purpose
Measure how quickly a person can understand problems, can form an opinion and / or can learn new things.
Phase:
(Pre) selection, development, performance and evaluation
Purpose
Converting the personality profile to skills and give an indication of the extent to which employees can develop these skills.
Phase:
(Pre) selection, development, performance and evaluation
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.
Phase:
Development
Purpose
Providing assistance in answering the question whether certain functions, roles or organizations match the career values of the person.
Phase:
(Pre) selection, development
Purpose
Overview of the management roles and associated management style, which an employee will or will not show in certain situations.
Phase:
(Pre) selection, development
Purpose
Staff can understand when their motivation increases and decreases.
Phase:
(Pre) selection
Purpose
Adequate retrieve credentials for the purpose of a job interview or selection process.
Phase:
(Pre) selection, development
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.
Phase:
Selection, Development, Performance and Evaluation
Purpose
Understanding which competencies and behaviors are relevant to the different recipient groups to function as an input for selection, development and performance management.
Phase:
Employability
Purpose
Provide insight into reasons and causes for employees leaving and receive tips for improvement.
Phase:
Development, performance and evaluation
Purpose
Summary of the group roles, which an employee will or will not adopt in certain situations.
Phase:
Development, performance and evaluation
Purpose
Understanding the different types of employees, based on how we deal with dominance (influence versus collaboration) and emotion (feeling versus ratio).
Phase:
Development
Purpose
Provide feedback (360 degrees) with respect to skills, abilities, personality, motivation, and other work-related characteristics.
Phase:
(Pre) selection, development
Purpose
Measure how quickly a person can understand problems, can form an opinion and / or can learn new things.
Phase:
Performance
Purpose
Provide feedback (90 degrees) from a number of different perspectives. Ideal as an input for the appraisal and performance cycle.
Phase:
(Pre) selection, development, performance and evaluation
Purpose
Converting the personality profile to skills and give an indication of the extent to which employees can develop these skills.
Phase:
(Pre) selection, development, performance and evaluation
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.
Phase:
Development, performance and evaluation
Purpose
Answer the questions: Who am I? What can I do? What do I want? and advice on appropriate and less appropriate professions.
Phase:
Development
Purpose
Providing assistance in answering the question whether certain functions, roles or organizations match the career values of the person.
Phase:
Development, performance and evaluation
Purpose
Compare the presence of essential factors for interaction (power / influence and personal distance / proximity) and translating them into specific communication styles.
Phase:
Development, performance and evaluation
Purpose
Provide feedback (0 degrees) for employee's own behavior. Answer to the question of how one sees oneself.
Phase:
Development, performance and evaluation
Purpose
Analyzing individual behavior in conflict situations. The test indicates the extent to which a particular conflict style may be of use for someone.
Phase:
Development
Purpose
Creating an overview of employee satisfaction on factors such as work culture, management, working conditions, career development and loyalty.
Phase:
(Pre) selection, development
Purpose
Overview of the management roles and associated management style, which an employee will or will not show in certain situations.
Phase:
Development
Purpose
Understanding how an employee will deal with learning and what is his / her learning preference.
Phase:
(Pre) selection, development
Purpose
Staff can understand when their motivation increases and decreases.
Phase:
(Pre) selection, development
Purpose
Understanding how an employee will behave or react in different situations.
Phase:
(Pre) selection, development
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.
Phase:
Selection, Development, Performance and Evaluation
Purpose
Understanding which competencies and behaviors are relevant to the different recipient groups to function as an input for selection, development and performance management.
Phase:
Employability
Purpose
Provide insight into reasons and causes for employees leaving and receive tips for improvement.
Phase:
Development, performance and evaluation
Purpose
Summary of the group roles, which an employee will or will not adopt in certain situations.
Phase:
Development
Purpose
Provide feedback (360 degrees) with respect to skills, abilities, personality, motivation, and other work-related characteristics.
Phase:
Performance
Purpose
Provide feedback (90 degrees) from a number of different perspectives. Ideal as an input for the appraisal and performance cycle.
Phase:
(Pre) selection, development, performance and evaluation
Purpose
Converting the personality profile to skills and give an indication of the extent to which employees can develop these skills.
Phase:
(Pre) selection, development, performance and evaluation
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.
Phase:
Development, performance and evaluation
Purpose
Answer the questions: Who am I? What can I do? What do I want? and advice on appropriate and less appropriate professions.
Phase:
Development, performance and evaluation
Purpose
Compare the presence of essential factors for interaction (power / influence and personal distance / proximity) and translating them into specific communication styles.
Phase:
Development, performance and evaluation
Purpose
Provide feedback (0 degrees) for employee's own behavior. Answer to the question of how one sees oneself.
Phase:
Development, performance and evaluation
Purpose
Analyzing individual behavior in conflict situations. The test indicates the extent to which a particular conflict style may be of use for someone.
Phase:
Development
Purpose
Creating an overview of employee satisfaction on factors such as work culture, management, working conditions, career development and loyalty.
Phase:
Development
Purpose
Understanding how an employee will deal with learning and what is his / her learning preference.
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