Psychometric Assessments

Psychometric testing refers to the process of measuring candidates’ strengths and weaknesses for specific jobs, including their personality and interests related to the job in consideration.

Khano HR Solutions offers Selection, Development, Career Assessments & Job Profiling.

The process of assessments minimizes the expenditure that is often wasted on continuous recruitment for the same role, re-training and loss of production when selected employees are

mismatched with the job requirements.

The aim of these assessments is to assist in the collection & integration of a wide range of information about an individual, in order to provide valuable insight, support and recommendations for a range of challenges & opportunities.

Personal Development within the Corporate Environment is a further field where Psychometric Assessments are applicable and thus commonly used.

Employment Equity Act

Important legislation governs this process which is the Employment Equity Act (no. 55 of 1998, as amended). It has the dual objective of ensuring that only valid and reliable assessments are used and that assessments are applied in a fair manner that is free from bias.

The Act specifically states the following:

Psychological testing and other similar assessments of an employee are prohibited unless the test or assessment being used –

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Has been scientifically shown to be valid and reliable;

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Can be applied fairly to all employees;

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Is not biased against any employee or group; and

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Has been certified by the Health Professions Council of South Africa (HPCSA) established by section 2 of the Health Professions Act, 1974 (Act No. 56 of 1974), or any other body which may be authorised by law to certify those tests or assessments.

ASSESSMENT TYPES

Employment Selection

When selecting a new candidate for a vacant position, it becomes important that the candidate meets the competencies required. We therefore design a specific test battery for you to assess the employee in the following areas:

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Cognition (Problem Solving), Leadership, Interpersonal and Intrapersonal competencies, Job Skills

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Aptitude, Integrity, Operational/Strategic thinking styles, Team orientation, and many more.

ASSESSMENT TYPES

Learnership Selection

One of our current focuses is Learnership/Internship assessments. Due to the current high drop-out rate in Learnerships and Internships on offer, psychometric assessments are valuable in that they allow for a statistical probability measurement of a successful completion of the Learnership\Internship.

This should decrease the drop-out rate and additionally inform the trainer of possible areas that the selected group may need to be developed in before the course commences.

The same would be applicable for Bursary assessments in that the company will be better able to assess not only the cognitive functioning of the candidate but also get an indication of their motivation and drive as well as resilience and other competences that are valuable predictors for academic success.

Development

At the heart of Psychometric Assessment, lies its applicability for developing the individual and/or groups towards their true potential within the business environment. By assessing the employee’s current profile, we are able to determine their present performance and potential growth within the organisation.

Restricting thinking styles are hereby highlighted that may prevent your current employee from reaching their optimal performance level. Not only can we advise on the potential increased performance of your employee, but also develop their personal wellbeing through finding inter- and intrapersonal developmental areas that are then highlighted and developed further.

Understand the ‘why’ before applying the ‘how’, is therefore the main aim in our Executive Development Assessments. Succession planning can further be guided through this process.

This should decrease the drop-out rate and additionally inform the trainer of possible areas that the selected group may need to be developed in before the course commences.

The same would be applicable for Bursary assessments in that the company will be better able to assess not only the cognitive functioning of the candidate but also get an indication of their motivation and drive as well as resilience and other competences that are valuable predictors for academic success.

Career Assessments

Within the corporate environment, career development assessments are commonly used for decision making with regards to succession planning and re-deployment as well as restructuring. Plotting career paths for candidates can therefore be complex, but this can be simplified through the use of job profile linked competency based psychometric assessments.

Various career assessment solutions are on offer and can be tailored according to your budget. All assessments provide future candidates with valuable occupational guidelines for their future or current career.

Job Profiles (1)

As businesses grow and our labour laws become stricter and less ambiguous, it is becoming increasingly important to bring more structure to an organisation’s internal job arrangement. Role and Job profiling are therefore essential in the required legal processes and needed structural designs. Job and Role profiles are working documents that are put together to describe those roles and jobs.

It gives a summary of all the components of a role or job. Due to the fact that the current business environment changes frequently, it is advisable to review Role and Job profiles every two years to update it with the latest changes that reflect the current work environment, corporate situation, and corporate structure. We can therefore either update your current working documents with revised Role and Job profiles, or design new Role and Job profiles for your specific organisational needs.

Job Profiles (2)

A role or job profile usually consists of the following components:

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Job purpose (why does the job exist)

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Key outputs (what are the key activities performed)

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Technical skills and knowledge requirements (what is needed to do the job)

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Internal and external stakeholders (those affected by the role or job)

Assessment Battery Description

Cognition & Potential Assessment (COPAS) – The areas assessed are:

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Current mental ability, Learning Potential, Eventual cognitive capacity

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Mental alertness, Analytical and logical reasoning, Numerical ability

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Original and creative thinking, Spatial relations and concept formation, Alertness to detail

General Reasoning Test Battery (GRT2)

The General Reasoning Test Battery assesses three domains of ability that are relevant to work and study: Verbal Reasoning, Numerical Reasoning and Abstract Reasoning. Of these, Abstract reasoning is the least affected by education and cultural background.

Critical Reasoning Test Battery (CRTB2)

Providing a detailed and accurate measure of critical reasoning this battery consists of two tests bound in one booklet: the Verbal Critical Reasoning (VCR2) and Numerical Critical Reasoning (NCR2) tests. The VCR2 and NCR2 have been developed for potential high calibre staff of graduate ability or above.

Appropriate for graduate recruitment and senior management assessment, these tests can be used to identify management potential and further training and development needs. In addition, they are ideal for assessing those of graduate ability or equivalent to ensure that they have the required level of verbal and numerical ability for the post.

Clerical Test Battery (CTB2)

The clerical test battery comprises a number of subtests relevant to general clerical and administrative work. These include Verbal Reasoning, Numerical ability, Clerical Checking and spelling. Typing and alphabetical ordering are additional on-screen tests that complement these.

15 Factor Personality Questionnaire (15FQ+)

The 15FQ+ provides an in-depth assessment of the full sphere of human personality. The assessment covers the 16 primary personality factors, as well as team types, leadership styles, subordinate styles, influencing styles, and career themes. It also calculates an estimate of emotional intelligence. It provides an in-depth assessment of a person’s strengths and development needs and is a powerful tool enabling you to select the right person for key positions in your organization.

Personality at Work (PAW)

Personality at Work assesses personality traits of the whole personality as it relates to the world of work and is aimed at promoting the interests of employer and employee. The purpose of PAW is to comprehensively measure personality applicable to the World of Work for the purpose of selection as well as personal and organizational development. It measures personality as a permanent entity as opposed to random behaviour. Areas of measurement include:

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Doing and work orientation

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Self and perceptual orientation

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Thinking and styles orientation

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People and relations orientation

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Emotions and feelings orientation

Security Assessment Profile (SAP)

This is an assessment mainly for people in professions that deal with security. It measures cognitive, integrity, work ethic, competency & verification and Monitor (i.e., Consistency, unnatural exaggeration).

Cognitive Processing Profile (CPP)

The Cognitive Process Profile (CPP) is an advanced computerized assessment technique, designed to measure thinking processes and styles and to link these to everyday cognitive functioning. Using simulation exercises, subjects are monitored on their ability to explore, link, structure, transform, remember, learn and clarify information. The results are linked to job-related performance.

Occupational Personality Profile (OPQ32)

The OPQ is a trait-based personality measure which assesses an individual’s personality preferences in the workplace. The results are interpreted in line with a role’s key behavioural expectations to see how well someone is potentially suited to a job. It is important to note that it measures your style and not your ability. The OPQ measures across a total of 32 dimensions the following:

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Relationships with People

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Thinking Style

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Feelings and Emotions

Emotional Intelligence (EQ2)

The Emotional Quotient-Inventory measures an individual’s emotional intelligence using a set of emotional and social skills that influence the way people perceive and express themselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way. The EQ-i 2 highlights an individual’s emotional and social strengths and weaknesses.

Integrity Measurement Instrument (IMI)

The IMI is a condensed and simplified instrument used to measure integrity in the world of work. If the need is to apply an instrument on a lower hierarchical level or for screening purposes, the choice will most probably be the IMI.

IP-200

It is a very comprehensive, diagnostic and developmental instrument that provides the user with more than 60 scales to measure the complex concept of integrity, to provide detailed feedback to test takers, to make predictions about future behaviour and to develop integrity on an individualistic or corporate basis. It boasts lie- and consistency as well as unnatural exaggeration factors.