Measuring competencies in order to predict performance has a long and rich history, dating back to the 1940’s with the selection of war officers. With the world of work becoming increasingly dependent on the quality of their human resources to remain competitive, so did the need to measure and develop competence over the years. The rapid growth in competency measures did however produce a gap between practice and science which has been the source of heated debates in recent years.
The Conner’s 3™is a well-designed instrument that offers a much more through assessment of ADHD in children. It now addresses co-morbid disorders such as Oppositional Defiant Disorder and Conduct Disorder.
The Customer Service AP is a convenient assessment which measures traits that are critical to success in customer service. It evaluates the applicant in terms of: customer service strengths, potential strengths, and areas that need development. Validity scales identify applicants who have an unusually positive or negative style of self-presentation – and the scores of those applicants are automatically adjusted.
The Hogan assessments consist of the Hogan Personality Inventory (HPI), the Hogan Developmental Survey (HDS), the Motives, Values and Preferences Inventory (MVPI). These assessments can be used in combination or separately under each of the Hogan Lead, Hogan Select and Hogan Develop report categories.
The HPI is an exceptional assessment that assists in predicting employee job performance and for helping companies reduce turnover, absenteeism, shrinkage, and poor customer service. It was developed specifically for the business community.