assessment programs and solutions
TRANSCRIPT
Assessment Programs and Solutions
Hunter-Ross, LLCwww.hunterross.com
www.hunterross.com : 561-692-7405
Assessment Sciences Overview
Five Primary Sciences (Web-Based)Provide foundation for 100+ Assessment Profiles
Behavioral Style
Motivators & Values
Acumen Capacity
Emotional Quotient
Competencies
DNA
1. Behavioral Style2. Motivators & Values3. Competencies4. Emotional Quotient
(EQ)5. Acumen Capacity
Index
www.hunterross.com : 561-692-7405
Behavioral Style (DISC)
Behavioral research suggests that the most effective people are those who understand themselves, both their strengths and weaknesses, so they can develop strategies to meet the demands of their environment. Behaviors/DISC examine an individual’s dominance, influence, steadiness and compliance, revealing the ways in which one responds to the following:
Problems and Challenges Influencing Others Pace of Environment Rules and Procedures
www.hunterross.com : 561-692-7405
Motivators and Values
Motivators assessments reveal why people do what they do. These assessments examine the relative prominence of the following six basic interests (or Motivators – ways of valuing life):
Theoretical — the discovery of truth Utilitarian — money and what is
useful; ROI Aesthetic — form and harmony Social — an inherent caring for
people; helping others Individualistic — personal power,
influence and renown Traditional — a system for living
www.hunterross.com : 561-692-7405
Competencies (DNA)
Research has shown that, for many jobs, personal skills (or soft skills) are just as important as technical skills in producing superior performance. Personal skills are often transferable to different jobs, whereas technical skills are usually more specific. This profile examines the level of development of 23 unique personal skills, ranking them from the most well developed skill to the one requiring the greatest level of further development. While not every job requires the development of all 23 Competencies, the profile examines the following personal skills:
Analytical Problem Solving Conflict Management Continuous Learning Creativity/Innovation Customer Service Decision Making Diplomacy Empathy Employee
Development/Coaching Flexibility Futuristic Thinking Goal Orientation Interpersonal Skills Leadership Management Negotiation Personal Effectiveness Persuasion Planning and Organizing Presenting Self-Management Teamwork Written Communication
www.hunterross.com : 561-692-7405
Emotional Quotient (EQ)Emotional Intelligence (EQ) is the ability to sense, understand and effectively apply the power and acumen of emotions to facilitate higher levels of collaboration and productivity. Our research indicates that successful leaders and superior performers have well developed emotional intelligence skills, making it possible for them to work well with a wide variety of people and to respond effectively to the rapidly changing conditions in the business world. The assessment measures emotional intelligence (EQ) examine five key areas as they pertain to intrapersonal and interpersonal relations:
Self Awareness — Understanding one's moods, emotions and drives; also their effect on others
Self Regulation — Ability to control or redirect disruptive impulses and moods; also to think before acting
Motivation — Passion to work for reasons beyond money or status; pursuit of goals with energy and persistence
Empathy — Ability to understand the emotional makeup of other people
Social Skills — Proficiency in managing relationships and building networks
www.hunterross.com : 561-692-7405
Acumen Capacity Index
Acumen indicators help people understand themselves, and how they analyze and interpret their experiences. A person’s Acumen, or keenness and depth of perception or discernment, is directly related to his or her level of performance. The stronger a person’s Acumen, the more aware that person is of his or her reality internally and externally. This assessment measures and examines the dimensional balance of six areas as they pertain to internal and external factors:
Understanding Others Practical Thinking Systems Judgment Sense of Self Role Awareness Self Direction
www.hunterross.com : 561-692-7405
Gap Analysis
Summarizes Results versus Benchmark Target for all components of each Report.
Provides Compatibility Level by Science and Report
Debrief/Recommendations provided by Consultant for each candidate
Excerpt from sample Gap Chart
www.hunterross.com : 561-692-7405
Key Accountabilities: Define, Prioritize and Weigh Key Accountabilities Through discussion, we will define a
comprehensive yet succinct group of 3-5 key accountabilities for the position. These will be ranked by importance and time requirement.
Job Benchmark: Based on the Key Accountabilities, we will define thresholds in conjunction with Key
Stakeholders in the client organization through a web-based Job Report. This will create the baseline for comparison to Assessment results.
Assessment: Short-list candidates will complete each Assessment through a secure web-based
portal. Results are retained by consultants and shared through Gap Analysis and Recommendation process.
Gap Analysis and Recommendations: Consultant will compare candidate Report results to the Job Benchmark for each of the
Five Sciences using a Gap Report. The results will be shared in summary and debrief format with the client, allowing client to determine the best job fit and identify development opportunities for successful candidate.
Position Benchmarking – Key Phases
www.hunterross.com : 561-692-7405
Benchmark the Job•Define targets for each science
•Key Accountabilities•Job Benchmark
Assess Individuals•Web-based instruments for short-list candidates
•Tri-Metrix DNA, EQ, ACI
Gap Report and Review•Job Benchmark vs. Assessment Results
Analysis and Inputs•Briefing on Job Fit and Gaps
Selection DecisionOnboarding•Development Recommendations
•360 Feedback Tool
Benchmarking Process Overview(Selection – Internal and External)
www.hunterross.com : 561-692-7405
Benchmark Job Groups•Define targets for each science
•Key Accountabilities•Job Benchmark
Assess Individuals•Web-based instruments for short-list candidates
•Tri-Metrix DNA, EQ, ACI
Gap Report and Review•Job Benchmark vs. Assessment Results Reports
Development Planning•Review Recommendations
•Incorporate into Performance Process
Group Diagnostic•Organizational Survey•Define group trend and action plans
Sustainability•360 Feedback tools•Repeat high gap profiles
•Incorporate into Performance Process
Benchmarking Process Overview(Employee & Organization Development)
www.hunterross.com : 561-692-7405
Targeted Five Science Reports (Executive level, Mid-Level, Entry, Sales, Customer Service, etc.)
Combined Report Profiles 360 Survey Instruments (customizable) Sales Skills Index Organizational Surveys Customer Feedback Surveys Organizational Stages of Growth
Additional Diagnostics and Tools
www.hunterross.com : 561-692-7405
Common Solutions
External Selection Internal Selection Employee Development Leadership Development Organizational Competencies Sales Team Development Job Benchmarking Performance Management
Processes Performance Coaching
Team Building Organizational Culture 360 Survey Tools Client Certification
Programs Training Program Strategy Risk Avoidance Succession Planning Outplacement Organizational Strategy
www.hunterross.com : 561-692-7405
Research and Licensing Partner: TTI Success Insights (www.ttisuccessinsights.com)
Adverse impact: A study completed in 2014 concluded that there is no evidence to suggest that any TTI assessments measuring could cause adverse impact with regard to gender, race, disability or veteran status. All subgroups were EEOC compliant, well within the guideline of 80 percent, and well within the first standard deviation from the population mean.
Safe to use for hiring: Under the disparate Impact rule, an employer may not use an employment practice that, even though neutral on its face and applied to all applicants or employees, disproportionately excludes members of a protected category. TTI's assessments were found not to exclude any protected category, allowing users of TTI assessments as part of their hiring process identify the best individuals for the job.
EEOC compliant, Safe Harbor-approved: TTI’s products are Safe Harbor-approved, non-discriminatory and are fully EEOC compliant. TTI’s complete and comprehensive Adverse Impact Study validated the use of assessments within employment practices.
Research, Compliance & Validity