Assessment Center

The evaluation of an individual’s potential to perform in a managerial capacity is an important problem for those responsible for the development of managers.

An assessment center puts candidates through a series of group and individual exercises designed to simulate the conditions of a given job and determines if they have the skills and abilities necessary to perform that job. It does this by bringing out the candidate’s behavior relevant to the job, while being observed by a group of assessors. The candidates’ personality and aptitudes are determined by a variety of techniques including interviews, in-box surveys, situational judgment questions, group exercises, presentations, examinations and logical and numerical reasoning tests.

These procedures help to insure   that the judgments made are relatively free of the many forms of rater bias, are reliable, and can serve as the basis for meaningful predictions of a candidate’s potential.

Impact Assessment

Impact assessment is the process of identifying the anticipated or actual impacts of a development intervention, on those social, economic and environmental factors which the intervention is designed to affect or may inadvertently affect.

Our Edge?

  • The results do not label participants in a limited square
  • Balance between scientific and life aspects
  • Fair assessment using multiple research/statistical methods
  • Foundation for development
  • Rational costs and flexible techniques
  • Participatory approach where the beneficiary is included in the process

 

Success doesn’t come to you? You go to it.” ~ Marva Collins

Assessment Tests

Developed by C. Hogan based on Carl Yung’s theory of personality types. The PSI measures how people would prefer to behave. It unveils the style closer to the true nature of the individual’s personality style. The PSI test captures in great detail and more accurately a set of behavioral preferences namely;

  • Measures a respondent’s personality strength and weaknesses.
  • Learning outcomes
  • Identify preferences for the various personality styles
  • Explore the potential outcome of strengths and weaknesses of each personality style
  • Understand how each style is likely to affect other individuals and/or group members
  • Discover how to capitalize on strengths of others

Based on psychologist Henry A. Murray and Christiana D. Morgan at Harvard. The test will study the inner feelings of individuals and will explore the underlying dynamics of personality, such as internal conflicts, dominant drivers, interests and motives. Moreover, the TAT test is based on the well- known fact that an individual confronted with an ambiguous social situation and required to interpret it, is likely to reveal his own personality in this process.

Based on group work case studies, presentations, panel assessment and  Behavioral Anchored Rating interviews – BARS  based on job competency element analysis and Quan. Com.

Based on Richmond Survey Indicators. The test will measure a number of motivational drivers that will eventually influence the decisions of individuals towards choosing certain careers. The instrument will assess the following career anchors namely;

  • Material rewards
  • Power/ influence
  • Search for meaning
  • Expertise
  • Creativity
  • Affiliation/social relationships
  • Autonomy/ independence
  • Security
  • Status

Includes the following:

  • Aptitude vs ability vs intelligence
  • Cognitive tests: namely;
  • Analytical ability – data analysis
  • Computational ability numerical
  • Verbal skill- reasoning
  • Written skill- Abstract reasoning
  • General knowledge
  • Spatial reasoning