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Assessment InformationBSA uses a powerful set of objective and culture-fair assessment instruments, the choice of which depends on the required outcomes of the client. Many of our tools have moved into a user-friendly, time- and cost-effective online environment, making them accessable across all time zones without the constraint of geographic distance. We also licence companies and individuals to use our CPA and IRIS technologies, providing them with an extraordinarily useful means to identify current capability and future potential of individuals, ensuring the best possible fit in an organisation and therefore their most effective and mature contribution. Assessment instruments are best utilised grouped in “batteries”, covering a selection of constructs, the selection of which depends on their purpose. [For example, a common battery used for development purposes is Capability + Personality + EQ + 360-degree.] BSA integrates the results of the assessments into one or more reports with the format tailored to meet your specific needs. In general, we tend to use Integrated Reports (full individual report) / Comparative Reports (groups of candidates compared to job specs). Once assessment have been done, competence gaps and development needs emerge naturally. PERSONALITY ASSESSMENTS
EMOTIONAL INTELLIGENCE ASSESSMENT ABILITY ASSESSMENTS
OTHER
If the assessment instrument that you wish to use is not shown on the list above, contact assessments@bioss.com and we will either source it for you or suggest a suitable alternative.
ASSESSMENT CENTRE DESIGN No single assessment method used in isolation can satisfactorily assess or predict success at work. BSA Assessment Centres tap into individual capability and potential by assessing a broad range of abilities, attributes, values, competencies and behavioural styles using an integrated set of methods and models of human behaviour. They produce objective and scientifically generated data and information for decision-making purposes. Selecting dimensions for the design of an Assessment Centre depends on its purpose (recruitment, selection, development, succession planning, talent management, etc), takes the overall needs of the company into account, and is underpinned by competency clusters relative to the Themes of Work framework. They include a selection of case studies, role plays, assessment tools, group exercises, interviews and presentations and cover:
Current competencies are measured in order to determine skills gaps, diagnose performance deficiencies and suggest corrective action in a safe and non-threatening environment.
DETAILS ABOUT ASSESSMENT INSTRUMENTS CPA (Career Path Appreciation) A semi-structured interview which explores the candidate’s career history, preferred approach to work as well as the type of work complexity with which the individual feels comfortable. The CPA evaluates the individual’s current capability and potential longer-term development, using the MWR model of work complexity as a theoretical framework. Feedback is an integral part of the CPA process, allowing the individual to explore and understand the past and take charge of their work and personal “life story”. Mutual benefit is created for the individual and the organisation as it touches on the core of work – that capability to generate contextually appropriate solutions and decisions even in the absence of previously acquired knowledge, skills and experience. This provides a powerful framework for the development of organisations, as well as individuals and their career paths within or outside of organisations. CPA’s (and MCPA’s) are used for:
Growth Curve plots can be compiled once the CPA (or MCPA) assessments have been conducted, to show the current and predicted capability of all candidates in a graphic, summary form. This is particularly useful for Talent Management and Succession Planning purposes. An example of a Growth Curve plot is given below: CPA Fact Sheet Back to list MCPA (Modified Career Path Appreciation) The MCPA is a modified form of the CPA, and indicates which theme of work complexity (MWR) an individual is likely to feel comfortable with both now and in the future. Candidates complete the MCPA online (this usually takes about 45 minutes), following which the results are validated by means of a telephonic feedback (usually a 90 minute discussion). Using the MCPA, a highly trained practitioner can arrive at an understanding of an individual’s current contextual abilities, at what complexity theme it currently manifests, how it developed over time and how it probably will develop and mature into the future. Feedback is an integral part of the MCPA process, allowing the individual to explore and understand the past and take charge of their work and personal “life story”. Mutual benefit is created for the individual and the organisation as it touches on the core of work – that capability to generate contextually appropriate solutions and decisions even in the absence of previously acquired knowledge, skills and experience. This provides a powerful framework for the development of organisations, as well as individuals and their career paths within or outside of organisations. MCPA Fact Sheet Back to list The IRIS is a quick and inexpensive way of identifying the level of work complexity or judgment that individuals are comfortable handling, both now and in the future. It is a 30-40 minute structured interview that provides a trained practitioner with insight as to the level of work complexity an individual is currently comfortable with, as well as how that capability is likely to grow and develop in the future (in 5, 10, and 15 years time). The IRIS may be used for:
IRIS Fact Sheet Back to list The Giotto is a self-report personality assessment. It assesses to what extent a person may be prudent or careless in carrying out tasks; how hard a person prefers to work; the manner in which a person resolves a dispute; the degree of scepticism or trust which a person has towards others; how open one is in one’s dealings with others; and the degree to which one welcomes change at work. The developers of the Giotto recognize the potential difficulties inherent in the accurate measurement of integrity and therefore present the Giotto as an ipsative, or forced-choice, questionnaire. This helps to avoid the contaminating effects of a candidate lying or faking. Occupational Personality Questionnaire (OPQ32i) The self-report personality questionnaire invites a person to describe his/her behaviour, preferences and attitudes in relation to different aspects of his/her working life. It identifies the most characteristic ways in which people think (Analysis, Creativity and Change, Structure), feel (Emotion, Dynamism) and interact with others (Influence, Sociability, Empathy), relevant to the world of work. Occupational Personality Profile (OPP) The OPP is a general personality measure that measures nine different personality dimensions including a distortion scale. It includes team role and management style preferences, as well as career orientation. The personality characteristics which are measured by the OPP have been selected for two reasons. Firstly, for their relevance to personnel assessment and selection decisions, and secondly, because of extensive research evidence demonstrating their validity. The personality dimensions which are measured are the following:
A comprehensive personality questionnaire that explore personality by identifying the most characteristic ways in which people think, feel and interact with others, relevant to the world of work. The outputs of this assessment include:
Myers-Briggs Type Indicator (MBTI) Self-report personality assessment used principally for the purpose of development. The MBTI is based on Carl Jung’s personality theory, and identifies which of 16 personality types an individual best fits into. This information can also be useful when assessing team dynamics. The MBTI instrument determines preferences on four dichotomies:
Linked Psychometric Assessment (LPA) The LPA is an on-line assessment instrument that assesses personality, teamwork, conflict handling styles, attitudes to work, learning styles and managerial style, all in a work situation. It takes on average between 1 and 2 hours to complete the on-line questionnaire. Results can be reported per individual, or a team analysis can be conducted to predict how the individuals would work together as a team, should this be required. The Baron EQ-I is questionnaire that assesses emotional intelligence, or EQ. The questionnaire assesses the various components of EQ, namely Intrapersonal, Interpersonal, Stress Management, Adaptability and General Mood. The EQ-I assists individuals in understanding their functioning to a greater extent, in order for them to be able to develop their EQ further. The questionnaire takes between 30 – 45 minutes to complete. Learning Potential Computerised Adaptive Test (LP CAT) As is indicated by the test’s name, the LPCAT assesses learning potential. It can be used to identify the candidate’s current and potential future reasoning ability, in such a manner that the candidate’s results are affected as little as possible by the candidate’s education level or language proficiency level. Whilst it is conducted on a computer, sufficient provision is made for candidates with low levels of computer literacy. The resultant levels of reasoning ability are compared with the National Qualifications Framework (NQF) and South African Qualifications Authority (SAQA) levels, in order to give an indication of the level of training with which the candidate is likely to be comfortable. Ability Processing of Information and Learning Battery (APIL B) The APIL-B has been specifically developed to be a culture free assessment tool for use in multi-racial contexts (SA). As such it has been designed to assess individual’s core cognitive abilities rather than specific skills that may depend on educational experience and life advantagement / disadvantagement. The APIL battery assesses the following dimensions:
Various abilities assessments are available, depending on which abilities are to be assessed. These assessments are applicable to Managers and Professionals, Graduates, Junior Managers and Supervisors, Senior Administrative and Customer Services Staff. Ability assessments include assessments of verbal and numerical reasoning, situational assessments that require candidates to indicate how they would respond to challenging business situations, and problem-solving and analytical exercises. The EDA 360-degree assesses performance based on self-assessment, and data provided by superiors, peers and subordinates. 180-degree assessments only include superiors and peers data. The competencies assessed are known to be relevant to success at senior management levels, and include positive and negative aspects of performance. The EDA™ competency framework includes skills/abilities/personal attributes such as:
It also identifies critical Inhibitors in a managerial environment: i.e. Technical Shortcomings, Selfishness, Arrogance, Interference, Temper, and Inaccessibility. |
