JF Consulting offers organisational services with excellence.
 
  • Giotto Integrity Assessment:

    The assessment measures Honesty, Trustworthiness, Reliability, Openness, Loyalty, Fairness and Moral Reasoning.  Integrity is an evaluation of values, attitudes and work ethic. Integrity is influenced by decisions and therefore can be subject to change. Personality on the other hand, is a reflection of our nature and thus cannot change. A person cannot be held responsible for specific personality traits, but can be held responsible for their work-based integrity and ethical behaviour.

  • EQi – Emotional Intelligence:

    Emotional Intelligence addresses the emotional, personal, social, and survival dimensions of intelligence, vitally important in daily functioning and in the working environment.  It is concerned with understanding oneself and others, relating to people, and adapting to and coping with immediate surroundings.  These factors increase our ability to be more successful in dealing with our environmental demands.  Emotional intelligence is tactical and immediate, and as such reflects a person’s “common sense” and ability to get along in the world.

  • HPI (Hogan Personality Inventory):

    The HPI is a measure of normal personality.  It provides information regarding the “bright side” of personality – characteristics that appear during social interaction and that facilitate or inhibit a person’s ability to (a) get along with others and (b) achieve his or her goals.  It assesses normal personality and interpersonal characteristics, and predicts occupational success.  The HPI provides information regarding how a persona is perceived by others.  Uses:  Selection, Career guidance, Individual Assessment, Development planning, Coaching, Promotion and Succession planning

  • SHL

    • OPQ:  An Occupational model of personality, which describes 32 dimensions or scales of people’s preferred (or typical style) of behaviour at work.  This assessment will add value to decisions on where most effectively to place an employee in the company. (Relationship with people, Thinking Style, Feelings, Energy Levels and Compliance)

     

    • WSQ: The Work Style Questionnaire predicts job performance by assessing key personality characteristics – Relationship with people, Thinking Style, Feelings, Energy Levels and Compliance).

     

    • Very large variety assessments measuring e.g. aptitude, knowledge and skills, performance and development, job and company fit, customised assessments: IT, Financial Services/Banking, Insurance, Retail, Hospitality, Healthcare, Manufacturing, Telecommunications, Communications/Media, Technology, Transportation and Logistics, Safety, Sales, Business, Clerical, Contact Centre, Customer Services.

  • Dover Systems (Vienna) Computerised Skills Assessments:

    It is used as a competency measurement tool, e.g.:  to enhance operator safety, performance and productivity in mining and transport industries.  It acts as a risk detection and accident reduction tool by identifying candidates’ weak areas in their fundamental skills (which underlie their training on specific machines) and to correlate people to the specifics of the required job (candidates can receive appropriate training to improve their weak areas): Eye-hand-foot co-ordination, auditory discrimination, visual perception, distance estimation of moving objects, decision-making abilities and concentration levels under monotonous circumstances. This reduces accident potential, the cost of production losses, losses on equipment etc.

  • LPCAT: Learning Potential Computerised

                   Adaptive Test

    It is intended to serve as a screening instrument to assess learning potential in the nonverbal (figural) reasoning domain in such a way that inadvertent discrimination against previously disadvantaged groups can be countered to a large extent.   It is intended to provide information that could be used to the benefit of individuals and companies in ensuring that appropriate selection decisions are made and that appropriate training and development opportunities can be provided across the broad range of ability levels as identified by the LPCAT results.

  • TRAM 1 & 11:

    It assesses lower level employees on their learning potential in any type of job.  Combined with the ELSA, English literacy, basic numerical and verbal skills can be assessed.

  • HEIGHT ASSESSMENTS:

    The assessment of candidates to indicate if they can negotiate heights.  Done in collaboration with trained and registered personnel.

  • CPP (Cognitive Process Profile):

    Constructs measured by CPP – cognitive styles and approaches to managing uncertainty, information processing competencies, typical left and right brain preferences, work related processing dimensions, units of complexity, speed and power dynamics, strengths and development areas, learning potential and development guidelines.  Create an understanding on why an idividual’s current and potential capability levels are such.

    Uses: Make meaningful and ethical decisions relating to recruitment, promotion, development, and optimal placement. Facilitating self-insight and exploring opportunities for growth.

  • MBTI (Myers-Briggs Type Indicator):

    The Myers–Briggs Type Indicator (MBTI) assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make decisions. Help individuals and teams to understand apply their type to their purposes, such as career development, increasing effectiveness at work, understanding interpersonal interactions, etc.

  • RAVENS:

    The Raven’s Progressive Matrices help professionals identify key staff members who can better handle the cognitive complexity of the modern workplace. The Raven’s measures general mental ability and offers information about someone’s capacity for analysing and solving problems, abstract reasoning, and the ability to learn. It does this in a non-verbal format that is an especially important feature for an ethnically diverse population.

  • IN-BASKET/SIMULATION:

    A variety of positions can be assessed by making use of a paper-based simulation assessment, where the candidate is assessed using a simulated situation as close as possible to the real position.

  • ASSESSMENT CENTRE:

    The Assessment Centre Technique is used for selecting persons for particular positions. A standardised evaluation of behaviour based on multiple inputs.  Several trained observers and techniques are used.  It is a simulation-based process employing multiple assessment techniques and multiple assessors to produce judgments regarding the extent to which a participant displays selected competencies required to perform a job effectively. It is usually employed either for selection or development purposes.

Psychometric Assessments

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