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Product Brochure

Product Brochure

For more information please contact;SHL, The Pavilion, 1 Atwell Place, Thames Ditton, Surrey KT7 0NE

Client Support Centre 0870 070 8000Email [email protected]

3295

> Introduction04 > Product Portfolio05 > Assessment products for Job Analysis09 > Assessment products for Screening and Sifting13 > Assessment products for Selection51 > Assessment products for Development63 > Delivering Assessment Products: Online and PC systems68 > SHL Qualifications69 > SHL (UK) Limited General Terms of Business70 > Index: Alphabetical71 > Index: Job Level72 > SHL Offices

Introduction > 01

For over 27 years SHL has led the way in applyingthe science of psychometrics to improve theperformance of people through objectiveassessment. We have two distinct businesses:a ‘Product’ business, which sells SHL-developed

tests, and a Consultancy business, that deliverstailored solutions to clients.

SHL – leading the world inonline assessment

We offer the world’s largest portfolio ofmeasurement tools, and in response to the needsof clients, use advanced technology to deliver ourproducts. SHL is now a world leader in the onlinedelivery of tests.

• Over 1,700 clients now use our web delivery tools to deliverobjective assessment

• No other company offers a greater range than SHL with more than170 tests in 25 languages online

• Our web-based systems were used in 38 countries during 2004

• Since the web delivery systems went live in 2001, we have deliveredover 4 million tests online

• Our web-enabled products are used by leading multinationalorganisations including Motorola, Ciba Speciality Chemicals andMerck among others.

All of this enabled by a unique depth of support:

• A world class hosting facility delivering less than 15 minutes perweek down time ensures mission critical HR services and data areonline and secure

• High-level encryption is used to protect data during transmissionacross the Internet and SHL protects personal data in compliancewith the European Commission’s Directive on Data Protection

• World leading understanding of the best methods and procedures toget the value of web testing

• We pioneered the use of item response theory to generate a uniquetest for each candidate taking online ability tests.

To find out how our online systems could benefityour organisation, go to page 63.

INTRODUCTION

02 > Introduction

WHY USE PSYCHOMETRIC TESTING?

Organisations are defined not just by thequality of their products and services, but alsoby how those products and services aredelivered. The secret of sustainedperformance excellence lies in matching theindividuals who possess the right capabilitiesand behaviours to the right jobs.

The objective assessment of competencies isthe scientific way to identify an individual’spotential to perform a job. This can only beachieved by objectively assessing andmeasuring ability and personality.

Psychometric testing is now widely recognisedas one of the most effective ways to ensurethe right individuals are matched to the rightjobs. The benefits of using testing as part ofthe objective assessment of candidatesinclude reduced staff turnover, improvedperformance and the creation of a motivatedand capable workforce.

WHY CHOOSE SHL?

SHL believes that the behaviours ofindividuals and teams in the workplacehave a huge impact on the success of theorganisation. Our products and servicesallow our clients to measure and predictthese behaviours.

We develop and implement objectiveassessments so that our customers canrecruit better people and develop them moreeffectively to increase productivity andorganisational performance.

With over 27 years experience developing andpublishing assessment products they havebecome industry standards – our OccupationalPersonality Questionnaire (OPQ) has been incontinuous use for over 20 years and is nowone of the world’s leading personalityquestionnaires.

• SHL is a world leader in objectiveassessment and has over 250 instrumentsthat assess personality, ability andmotivation in the workplace

• SHL leads the world in online assessmentswith nearly two million completeassessments delivered online in the pastyear

• Our products cover the whole employeelifecycle, from before people join anorganisation, through development andpromotion, to succession and transition

• Our products can be delivered online, viapersonal computer, as pencil and papertests or via an outsourced bureau

• We employ over 700 people around theworld, including over 250 psychologistswho deliver assessments using ourproducts and provide consulting servicesto clients.

WHY CHOOSE SHL ASSESSMENTS?

SHL tests are rigorously developed andsupported by extensive empirical research todemonstrate their accuracy, fairness andrelevance.

SHL materials are designed to be friendly toend-users, free from obscure jargon andconstructed specifically for the world of work.

SHL tests are only supplied to suitablyqualified or trained individuals, thus ensuringhigh professional standards.

SHL training courses in occupational testingare of high quality and acknowledged as theleading course of their type in the UK.

SHL has a helpline service available to all testusers who wish to receive free support oradvice from a duty consultant.

SHL tests are supported by relevantconsultancy services in job analysis, validationand equal opportunities by some of theleading experts in the field.

SHL operates internationally, in 40 countriesand over 30 languages – many tests havebeen translated and standardised in otherlanguages.

SHL’s online assessment platform, ‘ExpertOnline’, combines world-leading psychometricassessment expertise with the power of theInternet to provide a fast, effective and secureassessment platform.

SHL online assessments allow standardisedtesting across multiple locations via a fullyautomated process. Administration time iskept to an absolute minimum and significantcost savings can be made.

HOW TO USE THIS BROCHURE

This brochure has been designed as areference and guide to aid your testpreparation and purchase of SHL materials.It contains information on our full range ofobjective assessment products, includingability tests, personality questionnaires and360° development tools.

Each chapter contains products that havebeen developed for a specific type ofassessment activity. For example, theScreening and Sifting section contains theproduct Talent Screener, which is suitable foruse in medium to high volume recruitmentsituations where the sifting of a largenumber of candidates is required.

Within each chapter is a full overview ofeach product, along with details of how youcan administer the relevant tests orquestionnaires and what training is requiredto access the materials.

Details of SHL training qualifications can befound on p68. Alternatively, for a more in-depth review of our training courses pleasesee the current SHL Training Brochure.

ADDITIONAL PRODUCT SUPPORTGUIDES

We have developed two further guides thatsupplement the information found in thiscatalogue.

The Selection of Relevant Tests (SORT)Guide and Multiple Assessment ProcedureSelection (MAPS) Guide have been designedto help you identify the most relevantassessment materials and procedures toassess skills required within specific jobs.

The SORT Guide covers the use of SHLability tests, OPQ32 and to a lesser extentMultiple Assessment Series exercises andgives guidance on how to select tests basedon the skill areas of the job and therelevance of those skills.

The MAPS Guide takes you through a step-by-step process to help you choose whichexercises from the SHL Multiple AssessmentSeries (MAS) are most suited for a particularassessment procedure.

Both guides are available, free of charge, bycontacting our Client Support Team on

0870 070 8000 and should only be used byregistered test users who have a thoroughunderstanding of the skills required in a job.

ORDERING SHL PRODUCTS

SHL tools can be purchased directly from usor our Partners or clients can use ourAssessment Consultants to carry out one-to-one or group-based assessments.

Orders can be placed with ClientSupport via:

Telephone: 0870 070 8000

Fax: 0870 070 7000

Email: [email protected]

Internet: www.shl.com

Post: Client Support Centre

SHL (UK) Ltd

The Pavilion

1 Atwell Place

Thames Ditton

Surrey KT7 0NE

In addition to ordering through ClientSupport, we have an online ordering facility.This service allows registered SHL clients topurchase a selection of products via theInternet. For more information go towww.shlgroup.com/uk/onlinecatalogue.

When You Order

Whichever method of ordering you choose,we will need to know the following details:

• The name and registration number of theregistered test user

• A contact telephone number (and name ifdifferent) in case of difficulties

• The full address to which the order is tobe sent, including postcode

• A purchase order number (if required byyour organisation) to authorise payment

• Details of the materials required, withquantities (in pack sizes)

• The date when you require delivery andthe preferred despatch method

• If you wish to pay by credit card, pleaseinform us of the card details when placingyour order

• Please note that telephone orders forcomputer reboosts cannot be accepted.These must be placed in writing via fax,email or post.

Dispatch

Materials will be dispatched by first classpost or delivery service, whichever ischeaper. The cost of dispatch will be addedto your order. Please ensure that specificinstructions are given at the time your orderis placed if it is required urgently.

International Language Tests

All SHL international offices offer at leastthe basic graduate/managerial package ofMGIB VMG1, NMG1 and OPQ, and aresupported with local norm data. SHL UKcan provide these materials in mostEuropean languages, and are available forsale at a reasonable cost. Many offices canprovide a much wider range of instruments,so if you need more information about whatis available, please contact the UK ClientSupport Team on 0870 070 8000.

Introduction > 03

PRODUCT PORTFOLIOS

Over the past 27 years, we have designedand packaged over 250 objectiveassessment tools. These comprise tests,questionnaires and other instruments thathelp you measure the performance of yourpeople in the workplace.

We have grouped these tools into sixportfolios, as outlined below, each focusingon a particular aspect of peopleperformance.

The Access Ability portfolio comprises over70 powerful ability tests that enable you tomeasure a candidate’s current ability andfuture potential. The portfolio spans theentire range of work-relevant aptitudesacross all levels of an organisation, fromentry level through to leadership positions.

This portfolio includes the tests fromAdvanced Managerial Tests (AMT),Management and Graduate Item Bank(MGIB), Critical Reasoning Test Battery(CRTB) and Personnel Test Battery (PTB).

See pages 16–26 for our range of ability tests.

Products in the Access Personality rangeprovide an indication of an individual’spreferred behavioural style at work,providing you with in-depth information onhow a candidate will fit in certain workenvironments, how they will work with otherpeople and how they will cope with differentjob requirements.

This portfolio includes questionnaires fromour Occupational Personality Questionnairerange, including OPQ32 and CustomerContact Styles Questionnaire (CCSQ).

See pages 27–37 for our range of personalityquestionnaires.

Products in the Access Competenciesportfolio provide organisations with a rangeof assessment products to measurecompetencies within both selection anddevelopment contexts, including 360°feedback questionnaires, simulationexercises and competency-based interviewguides.

Access competencies products can be foundin the following sections:Job Analysis — see pages 6–8Screening and Sifting — see pages 11–12Selection — see pages 38–50Development — see pages 55–61

The Access Interests portfolio offers arange of practical tools to aid careerdecision-making and assist individualsseeking career direction.

This portfolio consists of the CareerPathfinder questionnaires (see page 62).

The Access Motivation portfolio providesorganisations with powerful insights into theindividual motivational drivers of their staffas well as the collective culture of theorganisation.

This portfolio contains the MotivationQuestionnaire (MQ) (see page 53).

The Access Performance portfolio providesa structure within which organisations canmeasure and monitor people performance inan objective and consistent way.

04 > Introduction

PRODUCT PORTFOLIO

A wide range of activities within

organisations are concerned in some

way with the match between people

and jobs. In any such situation, it is

essential to understand the job in

question before any comparisons can

be made.

Job analysis is a systematic process

for collecting and analysing

information about jobs, providing

information about the work performed

and the work environment.

Job analysis also identifies the

knowledge, skills, abilities and

competencies required for successful

job performance. In short, it is a

method that provides a description of

the job and profiles the competencies

or skills people need to be successful.

Assessment products for

Job Analysis

06 > Universal Competency Framework™(UCF)

Job Analysis > 05

JOB PROFILING

Competencies lie at the heart of integratedapproaches to human resource management.Understanding which competencies are actuallycritical or desirable for a job is accepted as acritical first step to delivering performance.SHL has integrated the framework within a setof cards that enable HR managers anduntrained line managers to undertake asystematic analysis of the behaviours thatimpact performance at a specific job.

SHL Competency Profiler Cards

Product code: CFC44

A pack of 44 cards that includes:

• 8 factor cards that provide broadcompetency areas and form the top level ofthe hierarchy

• 20 dimension cards that offer a moredetailed breakdown of the competencies andinclude behaviours for each competency

• 16 sort cards that are used to help structurejob profiling or training needs analysis

• Includes a full guide on the use of the cards.

Universal Competency Framework™ (UCF)

06 > Job Analysis

The SHL Universal CompetencyFramework™ establishes acommon language for HR and LineManagers to bring competenciesalive.

Based on extensive world-wideresearch the framework provides astandardised, tried and testedhierarchy that can be applied tovirtually any job in anyorganisation.

At the top of the hierarchy are 8broad competency areas, sittingbeneath these are 20 competencydimensions and finally 112component or highly detailedcompetencies.

What makes the UCF unique is the way that

it has been integrated within objective

assessment tools at each stage of the

employee recruitment and development

process:

TO ORDER CALL 0870 070 8000 (UK) 1800 932052 (IRELAND)

Job Profiling

Sifting

Assess

Interview

Appoint

Assess

Develop

Job Analysis > 07


INTERVIEW

One of the key benefits of using competenciescan be realised at the interview stage. With aminimum of training line managers canundertake an effective competency-basedinterview ensuring that interviewing isconsistent, fair and objective.

Interview Materials

The Universal Competency Report andManager Plus Report both provide informationon likely performance against the key 20universal competencies as well as specificbehaviours – identifying critical areas to probeat interview.

UCF Interview Guide

A free supporting interview guide is alsoavailable. This includes definitions of each ofthe competencies, and suggested questions tohelp probe each of the competency areas.

Competency-Based Interview Course

It is now widely accepted (and statisticallyproven) that this is the most effective approachto interviewing. 1 and 2 day programmes areavailable for managers and HR professionals.

The UCF is integrated into this course, and theprofiling cards are provided as part of thecourse material.

For further information regarding trainingcourses please contact the UK Client SupportTeam on 0870 070 8000.

ASSESS

Once defined, measuring competencies in astructured and consistent way enablesemployers to identify the right people, and totrack performance and aid development.

The world renowned OPQ32™ has been refinedand developed and is an accurate and reliablepredictor of likely performance against thetwenty universal competencies. Indeed OPQ32now provides a number of reports that combinethe traditional focus on likely behaviour at workwith the Universal Competency Framework:

Universal Competency Report

• A highly graphical report that outlines howan individual’s typical way of behaving islikely to impact against the 20 universalcompetencies

• Extremely user-friendly, it provides feedbackon the specific behaviours that link into eachcompetency.

Manager Plus Report

This concise new report is designed specificallyfor line managers. It shows how the candidate:

• Prefers to work

• Is likely to perform against a range ofcompetencies proven to be important atwork

• Is likely to interact with colleagues.


Making decisions

(A) Identifies urgent decisions

(B) Makes decisions quickly when necessary and demonstrates the

ability to do so on the basis of incomplete information

(C) Makes tough decisions

(D) Makes decisions under pressure

DECIDING AND INITIATING ACTION

1 of 6

1.1.1

5 of 8

Enterprising and PerformingFocuses on results and achieving personal work objectives.

Works best when work is related closely to results and

the impact of personal efforts is obvious. Shows an

understanding of business, commerce and finance.

Seeks opportunities for self-development and career

advancement.

8 of 8

8

Organising and Executing

Plans ahead and works in a systematic and organised way.

Follows directions and procedures. Focuses on customer

satisfaction and delivers a quality service or product to the

agreed standards.

6 of 8

6

Creating and Conceptualising

Open to new ideas and experiences. Seeks out learning

opportunities. Handles situations and problems with

innovation and creativity. Thinks broadly and strategically.

Supports and drives organisational change.

Leading and Deciding

Takes control and exercises leadership. Initia

tes action,

gives direction and takes responsibility.

1 of 8

SCREENING AND SIFTING

With Human Resource departments underpressure from increasing numbers of jobapplications there is a growing need to screenapplicants fairly and objectively in a timelymanner.

Effective sifting can be one of the most costeffective areas of recruitment.

By improving the quality of candidates seen –fewer need to attend interview. Those thatattend interview are better – so a higherpercentage are appointed and there is often asharp reduction in the number of ‘no-shows’.All of these factors combine to deliversignificantly reduced costs per applicantcontracted.

The UCF-sift has been specifically designed tomeasure the twenty universal competencies. Sohaving defined the competencies relevant for aspecific role the UCF-sift will enable you toquickly and easily screen out the least suitablecandidates based on these.

For more information about UCF-sift pleasecontact your local SHL office.


08 > Job Analysis

ASSESSMENT AND DEVELOPMENTOF STAFF

360° feedback is increasingly used byorganisations globally to identify an individuals’development needs and to feed intoperformance management. It providesindividuals with a clear focus on what theyneed to do to change and develop based ontheir self perception and the views of others.

By undertaking a 180° or 360° review againstthe competencies already identified as relevantand important, a significantly more objectiveand insightful assessment of current employeescan be undertaken. Raters are asked forfeedback on specific behaviours that, whencombined, provide unparalled insights onperformance.

pd360

• pd360 is SHL’s latest generation onlinesystem capable of running 360° multi-raterassessments and managing individualdevelopment plans

• pd360 is pre-loaded with the UCF to enableeasy assessment against those competenciesalready identified as critical for success

• Each competency is matched to behavioursthat are measurable and objective

• Each behaviour is linked to specificdevelopment advice and coaching tips

• Pre-loaded with job profiles that are availableto adopt or tweak as required.


Universal Competency Framework (UCF)

Leading and Deciding

Supporting and Co-operating

Interacting and Presenting

Analysing and Interpreting

Creating and Conceptualising

Organising and Executing

Adapting and Coping

Enterprising and Performing

• Deciding and Initiating Action

• Leading and Supervising

• Working with People

• Adhering to Principles and Values

• Relating and Networking

• Persuading and Influencing

• Presenting and Communicating Information

• Writing and Reporting

• Applying Expertise and Technology

• Analysing

• Learning and Researching

• Creating and Innovating

• Formulating Strategies and Concepts

• Planning and Organising

• Delivering Results and Meeting Customer Expectations

• Following Instructions and Procedures

• Adapting and Responding to Change

• Coping with Pressures and Setbacks

• Achieving Personal Work Goals and Objectives

• Entrepreneurial and Commercial Thinking

FACTORS DIMENSIONS

Theoretically, reducing recruitment

and hiring costs should be easy in

today’s world of Internet technology.

But without the right tools to keep

recruiters from drowning in a sea of

candidates’ CVs, it’s not as easy as it

seems.

Before the cost of hire and time to hire

can drop significantly, companies need

to integrate tools and techniques to

help find real talent from a very large

candidate pool.

SHL innovative and rapid response

handling strategies reduce time to

hire, bringing you and the best

candidates together.


Screening and Sifting

10 > Ability Screening Online (ASO)11 > QuickSift Competency Screening

Questionnaires12 > Talent Screener

Screening and Sifting > 09

Ability Screening Online (ASO)

10 > Screening and Sifting


LANGUAGE AVAILABILITY:

Chinese (Simple)Chinese (Traditional)DanishDutchFrenchFrench (Canadian)GermanIndonesianItalianJapaneseKoreanNorwegianSwedishUK EnglishUS EnglishSpanish (Castilian)Spanish (Latin American)Thai

Ability Screening Online can be used as astand-alone tool, via ‘Expert Online’, throughthe SHL Bureau service or seamlesslyintegrated into any applicant tracking system.

What training do I need?

You will need appropriate training inOccupational Testing to use Ability ScreeningOnline.

How is ASO administered?

Online BureauOnline (or linked to your e-recruitment system)

Ability Screening Online (ASO)tests candidates’ verbal andnumerical critical reasoning skillsbefore the costs associated with a‘face-to-face’ selection event suchas an interview or assessmentcentre are incurred.

Ability Screening Online usesrandom item generation so thateach candidate receives a uniquetest to complete. With literallymillions of permutations you canbe confident that candidates willalways receive a unique set ofquestions. At the same time acomplex calibration processensures that each test hasequivalent testing properties.

These randomised (unsupervised)tests help you to objectively andconsistently screen out unsuitablecandidates earlier in therecruitment process.

ASO MANAGEMENT EDITION

The ASO Management Edition assesses thecritical verbal and numerical skills required bygraduate and management applicants. Highlysuitable for:

• Graduates

• Management trainees

• Senior management

• Experienced managers across all functions.

VERBAL CRITICAL REASONING

Measures the ability to evaluate the logic ofvarious kinds of argument. The task is to decidewhether a statement made in connection withgiven information is true or untrue, or whetherthere is insufficient information to judge.

Product Code: ASO-MVTime 15 minutesNumber of questions 30

NUMERICAL CRITICAL REASONING

Measures the ability to make correct decisionsor inferences from numerical data. The tasksset and data presented are highly relevant to arange of management level jobs. Calculatorsallowed.

Product Code: ASO-MNTime 21 minutesNumber of questions 20

Screening and Sifting > 11

QuickSift Competency Screening Questionnaires


HOW DO THEY WORK?

Each application form comprises 16competencies and SHL will work in partnershipwith you to identify the essential competenciesfor each role. Your specific scoring key is thendesigned based on this information and normsproduced in relation to the applicantinformation.

Once the key competencies have beenidentified and the scoring key produced, theanswer sheets can be ordered directly fromSHL and used as an additional application forminsert.

SHL “off-the-shelf” QuickSift can be easilytailored to include your own company’s logo, aswell as other changes such as revised questionsor images. If you would prefer the QuickSift tobe incorporated as part of your existingapplication form this is also possible.


Training is included when you purchaseQuickSift.

How are QuickSift Questionnairesadministered?

Pencil and Paper

Designing an application form thatis focused at the outset onspecific selection criteria andcompetencies, gives anorganisation a major head start inthe time consuming short-listingstage of the selection process.

QuickSift provides you with many benefits:

• Extremely cost effective with an ongoingcost of as little as £3 per candidate

• Saves you time and money by providinga standardised application format toquickly sift and shortlist large numbersof applications for first stage testing

• Objective, relevant and consistentassessment system – scores candidates onkey competencies

• Candidates going forward to later stages ofthe assessment process are more likely toperform better in the job

• Adds face validity to initial application stage.

“OFF-THE-SHELF” VERSIONS

You can now access the SHL QuickSift in an“off-the-shelf” format, which you can easilytailor to the job in question.

QuickSifts do not require lengthy consultancy,give you flexibility to choose the competenciesessential to the job and can be purchasedwithout any prior training requirements.

CUSTOMER CONTACT

Aimed primarily at call centre, clerical,customer facing and administrative staff.

MANAGEMENT

Based on the SHL Inventory of ManagementCompetencies (IMC), this forms the focus of keyManagement and Supervisory positions.

GRADUATE

Also based on the Inventory of ManagementCompetencies (IMC), the output is aimed atGraduate roles within the organisation.

WORK SKILLS

Developed from our Work Skills Competencymodel and aimed at the unskilled or semi-skilled job groups.

BESPOKE QUICKSIFT

As well as our “off-the-shelf” versions, SHL hasextensive experience in designing bespokeQuickSift solutions to reflect organisations’specific competency models and includerelevant items to match the job, industry orcorporate identity.

Talent Screener

12 > Screening and Sifting


BY USING REAL LIFE AND WORK PLACESCENARIOS, TALENT SCREENEREVALUATES A CANDIDATE ACROSSMULTIPLE ASPECTS:

• Attitudes

• Abilities

• Personality traits

• Values

• Motivations.

Talent Screener indicates those candidateslikely to succeed in an interview or assessmentcentre. Typically you can cut the number ofcandidates to be interviewed by 30–40%.

What training do I need?Full training is included.

How is Talent Screener administered?

Pencil and PaperTelephoneOnline

Talent Screener is a new andunique approach to siftingcandidates at the front end of theselection process, and is ideal formedium to high volumerecruitment situations.

Questions are designed following job analysisto provide a realistic job preview. So everytalent screener is unique to each client,ensuring that candidates attending interviewhave the right mix of abilities, attitudes andmotivations.

Talent Screener uses a structured set ofscenarios based interview questions that arestraightforward, quick to answer and quick toscore. These are linked directly to typicalchallenges found in the specific role.

Talent Screener can be designed to be usedover the telephone, online or via paper andpencil.

Talent Screener:

• Has high predictive ability

• Is quick to complete (10 – 15 minutes)

• Provides a realistic job preview

• Can be delivered across multiple channels

• Generates positive candidate feedback.

Whatever your recruitment need, it is

now widely accepted that objective

techniques are an essential

component of successful selection,

providing a wealth of information to

help you make better people decisions.

As the leading publisher of objective

assessment techniques we specialise

in helping you create effective

selection and assessment processes.

With our wide range of assessment

tools, which include ability tests and

personality questionnaires, you can be

confident that you are matching skills

to job requirements in a way that is

objective and fair to all candidates.

A number of our tests and

questionnaires can be used in both

selection and development contexts.

This applies to our OPQ range,

Multiple Assessment Series (MAS) and

Motivation Questionnaire (MQ).


Selection

14 > Overview of SHL Ability Tests16 > Brainstorm16 > Scenarios16 > Fastrack17 > Advanced Managerial Tests (AMT)18 > Management and Graduate Item

Bank 1–6 (MGIB 1–6)19 > Critical Reasoning Test Battery

(CRTB)19 > Customer Contact Aptitude Series

(CCAS)20 > Information Technology Test Series

(ITTS)21 > Automated Office Battery (AOB)21 > Applied Technology Series (ATS)22 > Personnel Test Battery (PTB)23 > Technical Test Battery (TTB)24 > Work Skills Series – Manual Dexterity24 > Work Skills Series – Production

(WSSP)24 > Work Skills Series – Transport (WSST)25 > Practice Tests25 > Practice Leaflets

26 > Supplementary Ability Test Materials27 > Overview of Occupational Personality

Questionnaires (OPQ)29 > OPQ3230 > Overview of OPQ32 Reports32 > OPQ32 Reports35 > OPQ Factor Model35 > OPQ Images36 > Customer Contact Styles

Questionnaire (CCSQ)37 > Work Styles Questionnaire (WSQ N)38 > The SHL Multiple Assessment Series

(MAS)39 > Overview of Multiple Assessment

Series (MAS)40 > Strategic Management Exercises

(MAS)42 > Tactical Management Exercises (MAS)46 > Operational Management &

Graduate Exercises (MAS)50 > Customer Contact Simulation

Exercises (MAS)

Selection > 13

Overview of SHL Ability Tests

14 > Selection


Job Level Test Battery Page Number Verbal Numerical

Directors and Senior Managers Advanced Managerial Tests – AMT 17 VMT 1 and 3 NMT 2 and 4

Managers and Professionals

Graduates Management and Graduate Item Bank – MGIB 18 VMG1;2;3;4;5;6 NMG1;2;3;4;5;6

Junior Managers and Supervisors Critical Reasoning Test Battery – CRTB 19 VC 1.1 NC 2.1

Sales, Customer Service and

Call Centre Staff Customer Contact Aptitude Series – CCAS 19 VCC 1 and 3 NCC 2 and 4

Information Technology Staff Information Technology Test Series – ITTS 20 VIT 1 NIT 2

Administrative and Clerical Staff Automated Office Battery – AOB 21 CI 3 and CI 3Y NE 1 and NE 1Y

Personnel Test Battery – PTB 22 VP 1.1 and 1.2 NP 2.1 and 2.2

VP 5.1 and 5.2 NP 6.1 and 6.2

Technical Staff Applied Technology Series – ATS 21 VTS 1 NTS 2

Technical Test Battery – TTB 23 VT 1.1 NT 2.1 and 2.2

VT 5.1 and 5.2 NT 6.1

Semi-skilled Staff Work Skills Series – Manual Dexterity 24

Work Skills Series Production – WSSP 24 VWP 1 NWP 2

Work Skills Series Transport – WSST 24 VWT 1 and 3 NWT 2

This guide is an indication of the type of jobs for which the SHL ability tests may be appropriate. It is not a definitive recommendation, test relevance shouldbe examined in relation to each individual job. Users who have concerns are urged to contact the SHL Client Support Centre before implementing theinstrument. SHL do not accept any loss of whatsoever nature suffered by any person or entity as a result of placing reliance on this overview.

Please note that Brainstorm, Fastrack and Scenarios have their own administration sets and are stand alone products, not included in any other test battery.

Selection > 15

Overview of SHL Ability Tests


Accuracy Spatial Working Mechanical Manual Problem Managerial Idea QuickSiftand Reasoning with Systems Reasoning Dexterity Solving Judgement GenerationChecking and Rules

FASTRACK SCENARIOS BRAINSTORM

FASTRACK SCENARIOS BRAINSTORM MANAGEMENT

FASTRACK SCENARIOS BRAINSTORM GRADUATE

DC 3.1 FASTRACK SCENARIOS BRAINSTORM MANAGEMENT

CUSTOMER

CONTACT

CIT 3 and 4 SIT 7 DIT 5 and 6

CC 2 and CC 2Y

CP 3.1 and 3.2

CP 7.1;8.1 and 9.1 CP4.1 and 4.2

STS 5 DTS 6, FTS 4 MTS 3

ET 3.1

ST8.1 and 8.2 FT 7.1 MT 4.1 and 4.2

FINDEX, MANDEX WORK SKILLS

CWP 3 FINDEX, MANDEX WORK SKILLS

CWT 4 WORK SKILLS

Fastrack has been designed toassess problem solving andanalysis. It provides informationon how well a person is likely toapply reasoning and judgementwhen making decisions,particularly when faced withnew information.

Candidates are given information on a numberof different situations. The presentation of thisinformation is through an innovative andenjoyable card format, design to reflect the wayinformation is often presented in the workplace.Candidates have to sort through and identifykey pieces of information, links between thesets of information, and apply this knowledgeto solve problems.

The situations are graduated into various levelsof difficulty and reflect a wide spread ofindustry types and situations.

Fastrack is a valuable selection tool, providing amore rounded assessment of high calibregraduate and management candidates. It canalso be used in development, giving a moredetailed picture of a person’s analytical,strategic and decision-making skills.

FASTRACK

Time 35 minutes


You will need appropriate training inOccupational Testing to administer andinterpret Fastrack.

How is Fastrack administered?

Pencil and Paper

Brainstorm

Scenarios*

Fastrack

16 > Selection

More than ever before, people notonly need to react to change, butto lead it. A key competencyassociated with this is Creativity. Itis vital that people who can rapidlytackle problems and come up withways of reacting to novelsituations, are identified.Brainstorm is a managementexercise that presents candidateswith a variety of challengingbusiness situations, and asks themto generate a list of ideas,suggestions and solutions.

Ratings are provided on candidates’ fluency incoming up with ideas, as well as their varietyand originality. It provides an objective androunded assessment of the candidates’ abilityto think creatively about new problems.Brainstorm is available at two different levels:

BRAINSTORM MANAGEMENT/GRADUATE

Time 32 minutesNumber of Questions 8

BRAINSTORM SENIOR MANAGEMENT

Time 24 minutesNumber of Questions 6


You will need appropriate training inOccupational Testing to administer andinterpret Brainstorm

How is Brainstorm administered?

Pencil and Paper

Scenarios places candidates in anumber of situations in which arange of responses are possible.Ratings are provided on an overallrange of Managerial Judgement,which is broken down into a rangeof key components – ManagingObjectives, People Managementand Reputation Management. Thismakes it possible to assesscandidates not only on theiroverall level of judgement, butalso on how effective theirjudgement is when dealing withdifferent kinds of corporate issues.

SCENARIOS

Time 50 minutesNumber of Scenarios 16

SCENARIOS CANDIDATE REPORT

This is a feedback report, generated by SHLBureau, that produces narrative feedback onthe candidates’ test scores.

The report compares the candidates’ scoresagainst a large group of managers andprofessionals who have also completed theScenarios test.


You will need appropriate training inOccupational Testing to administer andinterpret Scenarios

How is Scenarios administered?

Pencil and PaperOnline

*Scenarios is produced in partnership with the Quest Partnership


Selection > 17

Advanced Managerial Tests (AMT)


You will need appropriate training inOccupational Testing to administer andinterpret the AMT.

How are AMT tests administered?

Pencil and PaperBureau ScoringAutomated Scoring (VMT3 and NMT4 only)Online (VMT3 and NMT4 only) (supervised)

The Advanced Managerial Testsare designed to assess directorand management level candidatesacross a range of functions.

VERBAL APPLICATION

Measures the ability to understand the meaningof words and logic within sentences and the useof grammar. This test can be used to assess acandidate’s ability to understand, complete orcorrect high level written text.

Product Code: VMT1Time 20 minutesNumber of Questions 35

NUMERICAL REASONING

Measures the ability to understand therelationship between pieces of numericalinformation and to complete the relevantoperations needed to solve particular problems.Problem types range from straightforwardarithmetic to proportions, ratios andprobabilities. This test is widely used toestablish a manager’s competence in handlingbasic business data. Calculators allowed.

Product Code: NMT2Time 20 minutesNumber of Questions 35

VERBAL ANALYSIS

Measures the ability to interpret high levelwritten information in a number of ways. Thistest would assess a manager’s ability tounderstand and interpret complex writtenreports and policy documents.

Product Code: VMT3Time 35 minutesNumber of Questions 35

NUMERICAL ANALYSIS

Measures the ability to interpret and usecomplex business-related numericalinformation. This test would be particularlyuseful in assessing a manager’s ability toidentify trends across a wide range of data orcombine statistics from different sources toestablish new information patterns. Calculatorsallowed.

Product Code: NMT4Time 35 minutesNumber of Questions 30


SIMILAR LEVEL TEST

Please note that VA3 is included in this sectiondue to its similarities to the VMG tests of theManagement and Graduate Item Bank. VA3 isavailable as a stand alone test with its ownmanual.


VA3 measures the ability to evaluate the logicof various kinds of argument. The topicscovered are designed to be relevant tomanagerial work, enhancing the suitability ofthe test for use with managers and graduates.

Product Code: VA3Time 30 minutesNumber of Questions 60

Management and Graduate Item Bank 1–6

(MGIB 1–6)

18 > Selection

The Management and GraduateItem Bank is used in the selectionof graduates over a wide range ofindustries and in the selection,development and promotion ofwork experienced managers andprofessional staff across allfunctions. The range of parallelforms is particularly valuable tothose operating in the graduaterecruitment field. Four parallelversions are available for eachtest, to allow use on differentoccasions and to prevent over-useof a particular test.

MGIB 5 and 6 are much shortertests having been developed usingsophisticated Item ResponseTheory (IRT) models. Through thisreliability has been maintaineddespite the shorter length of thetests and is comparable toprevious versions of the MGIB.


Measures the ability to evaluate the logic ofvarious kinds of argument. The task is to decidewhether a statement made in connection withgiven information is true or untrue, or whetherthere is insufficient information to judge.

Product Code: VMG1,2,3,4Time 25 minutesNumber of Questions VMG1 52

VMG2,3,4 48

Product Code: VMG5,6Time 18 minutesNumber of Questions 32

NUMERICAL CRITICAL REASONING

Measures the ability to make correct decisionsor inferences from numerical data. The tasksset and data presented are highly relevant to arange of management level jobs. Calculatorsallowed.

Product Code: NMG1,2,3,4Time 35 minutesNumber of Questions NMG1 40

NMG2,3,4 35

Product Code: NMG5,6Time 20 minutesNumber of Questions 20

ONLINE VERSIONS OF MGIB

Randomised sets of MGIB level questions canbe delivered over the Internet to candidates ina cost effective manner. See page 10 for moreinformation.


You will need appropriate training inOccupational Testing to administer andinterpret the MGIB.

How are MGIB tests administered?

Pencil and PaperBureau ScoringAutomated ScoringPC (for VMG1 and NMG1 only)Online (VMG3 and NMG3 only) (supervised)Online Bureau (VMG3 and NMG3 only)(supervised)


Management and GraduateItem Bank 1 - 4

> User Manual

Management and GraduateItem Bank

> Numerical Critical Reasoning Administration InstructionsNMG3

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> Numerical Critical Reasoning Test Booklet

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Selection > 19

Critical Reasoning Test Battery (CRTB)

Customer Contact Aptitude Series (CCAS)

NUMERICAL INTERPRETATION

Measures the ability to understand and usenumerical data in order to answer questions.The task is to use the tables provided in orderto solve basic numerical problems. The dataand the questions have been designed tosimulate the kind of numerical informationwhich might feature in sales and customerservice jobs. Calculators allowed.

Product Code: NCC2Time 20 minutesNumber of Questions 35

VERBAL EVALUATION

Measures the ability to understand andevaluate the logic of various written passages.More demanding than VCC1, it includes avariety of topics relevant to positions withinsales and customer service.

Product Code: VCC3Time 30 minutesNumber of Questions 60

NUMERICAL EVALUATION

More demanding than NCC2, this test measuresthe ability to make correct decisions orinferences from numerical data. The test isappropriate for any job involving analysis ordecision-making based on numerical facts, butthe nature of the data presented makes thetest particularly relevant for sales andcustomer service work. Calculators allowed.

Product Code: NCC4Time 30 minutesNumber of Questions 40


You will need appropriate training inOccupational Testing to administer andinterpret the CCAS.

How are CCAS tests administered?

Pencil and PaperBureau ScoringAutomated Scoring

The Critical Reasoning TestBattery is designed to assessreasoning skills at administrative,supervisory and juniormanagement levels.

VERBAL EVALUATION

Measures the ability to understand andevaluate the logic of various kinds of argument.It includes a variety of topics relevant tosupervisory and junior management grades.

Product Code: VC1.1Time 30 minutesNumber of Questions 60

INTERPRETING DATA

Measures the ability to make correct decisionsor inferences from numerical data. The test isappropriate for any job involving analysis ordecision-making based on numerical facts.

Product Code: NC2.1Time 30 minutesNumber of Questions 40

DIAGRAMMATIC SERIES

Measures reasoning with diagrams and requiresthe recognition of logical rules governingsequences.

Product Code: DC3.1Time 20 minutesNumber of Questions 40


You will need appropriate training inOccupational Testing to administer andinterpret the CRTB.

How are CRTB tests administered?

Pencil and PaperBureau ScoringAutomated ScoringPCOnline (VC1.1 and NC2.1 only) (supervised)

The Customer Contact AptitudeSeries measures the corereasoning abilities relating to jobswithin sales and customer service.The tests cater for a wide abilityrange and form part of theCustomer Contact Portfolio, whichalso includes Customer ContactInterview Guides, CustomerContact Styles Questionnaire,Customer Contact SimulationExercises (MAS) and CustomerContact Competency Inventory.The first two tests (VCC1 andNCC2) are suitable for candidateswith basic to good GCSEs, thesecond two (VCC3 and NCC4) aremore appropriate for those with ‘A’Level or equivalent qualifications.

There is a cost effective, objective and accurateway to select and aid development of sales, callcentre and customer service personnel. It’scalled Customer Contact and will give you anin-depth understanding of the individual sittingin front of you. The Customer Contact portfoliois based on 16 competencies focusing on thecore skills, identified through research, that areseen to be crucial to successful sales andcustomer service performance.

VERBAL INTERPRETATION

Measures the ability to understandstraightforward written information in order toarrive at reasoned conclusions. This task isrelevant to sales and customer service jobswhere job holders receive product informationin written form, as well as writtencommunication from customers and/orcolleagues.

Product Code: VCC1Time 12 minutesNumber of Questions 36


DIAGRAMMATIC REASONING

Assesses the ability to infer a set of rules froma flow-chart and to apply these rules to newsituations. This test is a high level measure ofsymbolic reasoning ability and is especiallyrelevant in jobs that require the capacity towork through complex problems in a systematicand analytical manner, for example, in systemsanalysis and programme design.

Product Code: DIT6Time 35 minutesNumber of Questions 40

SPATIAL REASONING

Measures a candidate’s ability to visualisespatial relationships. Specifically, it measuresthe ability to visualise and manipulate shapesin three dimensions given a two dimensionaldrawing. The test discriminates at a high leveland would be relevant for engineers, designers,draughts people and IT staff working on, orwith, graphics or CAD/CAM software.

Product Code: SIT7Time 20 minutesNumber of Questions 40


You will need appropriate training inOccupational Testing to administer andinterpret the ITTS.

How are ITTS tests administered?

Pencil and PaperBureau ScoringAutomated Scoring (DIT6 and SIT7 only)PC (SIT7 only)Online (DIT6 only) (supervised)Online Bureau (DIT6 only) (supervised)

Information Technology Test Series (ITTS)

20 > Selection

The Information Technology TestSeries is appropriate for theselection, development andpromotion of staff working ininformation technology. Mostsuitable for applicants with ‘A’Levels to graduate qualificationsor equivalent.

VERBAL REASONING

Measures the ability to evaluate the logic ofwritten information. The test samples a rangeof computer-relevant material such as usermanuals, technical manuals, computer textbooks and computer press articles. This test isnot knowledge based but designed for staffwho need to understand and interpret writtenmaterial.

Product Code: VIT1Time 25 minutesNumber of Questions 48

NUMBER SERIES

Measures higher order numerical reasoningskills rather than skill in computational work. Inparticular, it assesses the ability to developstrategies and to recognise the relationshipsbetween numbers. This test is appropriate forprogramming and for any IT job where therecognition of numerical relationships orsequences is important. Calculators are notused.

Product Code: NIT2Time 15 minutesNumber of Questions 30

COMPUTER CHECKING

A test of speed and accuracy in the checking ofcharacter strings made up of letters, numbersand symbols. These are important basic skillsin any area of programming and especiallyimportant for computer data entry staff.

Product Code: CIT3Time 7 minutesNumber of Questions 60

SYNTAX CHECKING

A higher order test of speed and accuracy inthe checking of printed material, whilefollowing a set of rules. The candidate has toassess whether a line from a computerprogramme complies with a set of rules. Ahighly relevant test for any jobs that includeany form of coding, programming or softwarechecking.

Product Code: CIT4Time 10 minutesNumber of Questions 40

DIAGRAMMING

Measures logical analysis through the abilityto follow complex instructions. In particular,candidates must follow a set of instructions,defined in the form of coded symbols, tomanipulate a series of figures. This testsimulates the ability to handle multiple andinter-dependent commands, an importantability in most IT jobs.

Product Code: DIT5Time 20 minutesNumber of Questions 50


Selection > 21

Automated Office Battery (AOB)

Applied Technology Series (ATS)

FAULT FINDING

Assesses the ability to identify faults in logicalsystems. No specialised knowledge is required,rather the ability to locate which element in anarrangement of colour coded symbols is notworking as specified. This ability is appropriatein many applications including those ofelectronics fault finding, debugging of software,process control systems and in systems design.

Product Code: FTS4Time 20 minutesNumber of Questions 36

SPATIAL CHECKING

Measures the ability to locate differencesbetween complex designs rotated and reversedin two or three dimensions. This ability is likelyto feature in the checking and design ofelectronic systems, engineering componentsand in some applications of computer-aideddesign.

Product Code: STS5Time 15 minutesNumber of Questions 40

DIAGRAMMATIC THINKING

Assesses the ability to follow a sequence ofinterdependent symbols arranged in a logicalorder. This ability to apply checks and followsequences is likely to be relevant in trackingprocess control systems, debugging softwareand in systems design.

Product Code: DTS6Time 20 minutesNumber of Questions 36


You will need appropriate training inOccupational Testing to administer andinterpret the ATS.

How are ATS tests administered?


The Automated Office Batteryidentifies the skills needed to workin an automated officeenvironment. It can be used in theselection of school leavers andwork experienced applicants in avariety of organisations.

NUMERICAL ESTIMATION

Measures the ability to estimate the answer toa calculation. This ability would be useful whendealing with calculations where errors of datainput or output may occur.

Product Code: NE-1; NE-1YTime 10 minutesNumber of Questions 50

COMPUTER CHECKING

Measures the ability to check input informationwith the corresponding output. The informationmay be re-ordered in some way requiring bothchecking and scanning ability and an elementof simple reasoning.

Product Code: CC-2; CC-2YTime 12 minutesNumber of Questions 40

CODED INSTRUCTIONS

Measures the ability to comprehend and followwritten instructions when used in the form ofcoded language. The test provides afundamental measure of aptitude for workingwith office equipment.

Product Code: CI-3; CI-3YTime 18 minutesNumber of Questions 40


You will need appropriate training inOccupational Testing to administer andinterpret the AOB.

How are AOB tests administered?


The Applied Technology Series isprincipally for use in the selectionof qualified school leavers formodern apprenticeship schemes,or for graduates or workexperienced personnel movinginto applied technology areas.Uses include the assessment ofprocess control operators andelectrical or research technicians.

FOLLOWING INSTRUCTIONS

Measures the ability to follow writteninstructions. The topics covered are relevant toa technical environment and draw on the kindof material often associated with equipmentmanuals or operating instructions. No priorknowledge of technical words is assumed.

Product Code: VTS1Time 20 minutesNumber of Questions 36

NUMERICAL ESTIMATION

Measures the ability to estimate quickly theanswers to numerical calculations. Fractionsand percentages are included as well as basicarithmetic.

Product Code: NTS2Time 10 minutesNumber of Questions 40

MECHANICAL COMPREHENSION

Assesses the understanding of basicmechanical principles and their applicationto such devices as pulleys and gears andsimple structures.

Product Code: MTS3Time 15 minutesNumber of Questions 36


AUDIO CHECKING

Is relevant to clerical jobs involving absorptionof oral information, such as tele-sales or hotelbooking staff. A string of characters ispresented from an audio cassette with thecandidate selecting the answer thatcorresponds to the spoken sentence.

Product Code: CP8.1Time 10 minutes Number of Questions 60

TEXT CHECKING

Assesses speed and accuracy in proof-reading.The test requires detailed proof-reading fromone set of text to another, with candidatesrequired to specify the exact nature of errorsidentified.

Product Code: CP9.1Time 10 minutesNumber of Questions 50


You will need appropriate training inOccupational Testing to administer andinterpret the PTB.

How are PTB tests administered?

Pencil and PaperBureau ScoringAutomated ScoringPC (VP1.1, NP2.1 and CP7.1 only)

Personnel Test Battery (PTB)

22 > Selection

The Personnel Test Battery isdesigned for the selection ofclerical and administrative staff ofall types. Most suitable for peopleof basic to good GCSE standard.Parallel forms of the most widelyused tests are available, to allowuse on different occasions and toprevent over-use of a particulartest.

VERBAL USAGE

Measures vocabulary, spelling and thegrammatical skills essential in the drafting andprocessing of basic work correspondence.

Product Code: VP1.1; VP1.2Time 10 minutesNumber of Questions 30

NUMERICAL COMPUTATION

Measures basic number skills. The emphasisis on straightforward calculation and theunderstanding of arithmetical operations.

Product Code: NP2.1; NP2.2Time 7 minutesNumber of Questions 30

CLERICAL CHECKING

Designed to assess speed and accuracy inchecking detailed information.

Product Code: CP3.1; CP3.2Time 7 minutes Number of Questions 40

CLASSIFICATION

Appropriate for jobs involving filing andinformation handling. Candidates are asked toclassify information according to a given rulesystem and to record their actions in a codedform.

Product Code: CP4.1; CP4.2Time 7 minutesNumber of Questions 60

VERBAL COMPREHENSION

Measures the ability to interpret andunderstand written information.

Product Code: VP5.1; VP5.2Time 18 minutes Number of Questions 40

NUMERICAL REASONING

Assesses basic reasoning skill with numbers.Questions may involve decimals, fractions andgraphs. Candidates need to use a calculator forNP6.2 but not for NP6.1.

Product Code: NP6.1; NP6.2Time 15 minutes Number of Questions NP6.1 30; NP6.2 24

BASIC CHECKING

Measures speed and accuracy of checking at abasic level. Principally for use with clerical staffwhose job includes routine checking.

Product Code: CP7.1Time 10 minutesNumber of Questions 80


Selection > 23

Technical Test Battery (TTB)

SPATIAL RECOGNITION

Measures the ability to recognise shapes intwo dimensions and is relevant, for example,to apprentices, fitters, mechanics andconstruction workers. Relevant to GCSE levelcandidates upwards.

Product Code: ST8.1; ST8.2Time 10 minutesNumber of Questions 36


You will need appropriate training inOccupational Testing to administer andinterpret the TTB.

How are TTB tests administered?

Pencil and PaperBureau ScoringAutomated ScoringPC (for MT4.1 only)

The Technical Test Battery is aseries of tests particularly suitablefor the selection and developmentof individuals in technically orpractically oriented jobs. Mostsuitable for people with basic togood GCSEs or equivalent. Four ofthe tests within the TTB haveparallel versions available.

VERBAL COMPREHENSION

Measures vocabulary and basic word skillsusing language which reflects the requirementsof technical occupations. It is appropriate foruse with apprentices up to GCSE level inengineering, building and other industries.

Product Code: VT1.1Time 12 minutesNumber of Questions 36

NUMERICAL COMPUTATION

Measures basic numeracy and is appropriatefor craft apprentices and also for more generaluse. The emphasis is on understandingnumerical relationships and operations as wellas quick and accurate calculation. A core skill inmany technical jobs, suitable for GCSE level.

Product Code: NT2.1; NT2.2Time 10 minutesNumber of Questions 36

VISUAL ESTIMATION

Measures spatial perception and the ability tomake accurate visual comparisons. It isparticularly suitable for craft and operator leveljobs involving basic design and assembly work.

Product Code: ET3.1Time 10 minutesNumber of Questions 36

MECHANICAL COMPREHENSION

Measures the understanding of basicmechanical principles and their application to anumber of devices, including pulleys, gears andlevers. A core skill relevant in many technicaljobs and suitable for use with candidates up togood GCSE level.

Product Code: MT4.1; MT4.2Time 18 minutesNumber of Questions 36

TECHNICAL UNDERSTANDING

Measures the ability to understand writtenpassages containing the type of material likelyto be found in a typical technical setting, suchas machine manuals and operating instructions.Relevant up to good GCSE level.

Product Code: VT5.1; VT5.2Time 20 minutesNumber of Questions 36

NUMERICAL REASONING

Measures simple reasoning skills with numbers,with an emphasis on understanding, reasoningand recognising short-cuts to reach solutions.The test is appropriate for candidates up togood GCSE level.

Product Code: NT6.1Time 12 minutesNumber of Questions 25

FAULT DIAGNOSIS

Assesses the ability to identify faults in logicalsystems. No specialised knowledge is required.This test is suitable for candidates of goodGCSE level upwards.

Product Code: FT7.1Time 18 minutesNumber of Questions 36


The Work Skills Series – Transportis a series of four basic testsdesigned to measure skillsrelevant to the transport industry.

USING INFORMATION

Assesses the ability to understand and dealwith simple information relevant to answeringpublic enquiries about transport services.

Product Code: VWT1Time 14 minutesNumber of Questions 25

NUMBER SKILLS

Measures the ability to make quick andaccurate calculations without the use of acalculator, using the basic operations ofaddition, subtraction, multiplication anddivision.

Product Code: NWT2Time 7 minutesNumber of Questions 30

WORKING WITH WORDS

Measures the ability to understand writteninformation.

Product Code: VWT3Time 8 minutesNumber of Questions 24

CHECKING INFORMATION

Has been designed to measure speed andaccuracy in checking written information.

Product Code: CWT4Time 8 minutesNumber of Questions 40


You will need appropriate training inOccupational Testing to administer andinterpret the WSST.

How are WSST tests administered?

Pencil and PaperBureau Scoring (VWT1, VWT3, CWT4 only)Automated Scoring

Work Skills Series – Manual Dexterity

Work Skills Series – Production (WSSP)

Work Skills Series – Transport (WSST)

24 > Selection

The Work Skills Series – ManualDexterity tests assess skillsrelevant to many assembly jobs inmanufacturing and productionindustries.

MANDEX

Measures skill in the assembly of mechanicalobjects with a particular emphasis on manualdexterity. The candidate is presented with apre-assembled structure (mounted on one endof a wooden base) consisting of six steel platesjoined together by an assortment of nuts, bolts,washers and spacers. Using this as a model, thetask is to build an identical assembly using theset of plates and fixings provided.

Time 15 minutes

FINDEX

An easily administered test of fine fingerdexterity. The candidate is required to insertthin steel rods into small holes and secure themwith the aid of a screwdriver. The working areais restricted and both hands need to be used tocomplete the task.

Time 7 minutes


You will need appropriate training inOccupational Testing to administer andinterpret the Manual Dexterity test series.

How are Mandex and Findex testsadministered?

Practical Assembly

The Work Skills Series – Productionassesses basic thinking skills forthose working in a manufacturingand production environment.

UNDERSTANDING INSTRUCTIONS

Measures the ability to follow and applyinstructions in practical and work-relatedsituations. The content resembles thosetypically found in many technical, productionor manufacturing environments.

Product Code: VWP1Time 12 minutesNumber of Questions 39

WORKING WITH NUMBERS

Measures the ability to apply the basic rulesof arithmetic to practical and work-relatedsituations. This test is relevant to any job inindustry or manufacturing where theappropriate application of basic arithmeticskills is important.

Product Code: NWP2Time 10 minutesNumber of Questions 36

VISUAL CHECKING

Measures the ability to check that one set ofindicators corresponds to another set ofindicators according to a number of simplerules. This skill is important wheneverproduction or control equipment is beingused or set up by semi-skilled operatives.

Product Code: CWP3Time 7 minutesNumber of Questions 30


You will need appropriate training inOccupational Testing to administer andinterpret the WSSP.

How are WSSP tests administered?



Selection > 25

Practice Tests

Practice Leaflets

PRACTICE LEAFLETS

These are designed to reduce undue concern,particularly for those who have never takentests before, as to the nature of the test andthe sorts of questions that will be asked.

SHL recommends that testing sessioncandidates should be sent a Practice Leafletas part of best test practice prior to theassessment day. Practice leaflets are sold inpacks of 50 and each pack contains the sameleaflets.

All of these leaflets can be purchased withoutany testing qualifications and are available inprinted form.

Some are also available for free practice on theInternet.

Designed for self administrationand scoring, practice tests giveindividuals an understanding oftheir own strengths andlimitations and, if delivered ingroups and formally timed, cangive people some experience oftesting generally. For every testbattery in the SHL range there isa practice leaflet available.

PRACTICE TESTS

SERIES 1

(Aimed at GCSE standard)

Six tests, each lasting five minutes, assessingthe following skills: Verbal, Numerical, Clerical,Visual, Mechanical and Diagrammatic Thinking.

SERIES 2

(Aimed at ‘A’ Level and above)

Five tests lasting from seven to ten minutes,assessing the following skills: Verbal, Numerical,Spatial Reasoning, Clerical Checking and FaultFinding.

These tests are available in printed form.


Testing kit for Brainstorm contains

1 Manual2 Administration Cards (1 for each task)24 Booklets – 12 for each test100 Scoring Sheets (50 for each test)50 Practice Leaflets

Testing kit for Fastrack contains

1 Manual5 Sets of Cards50 Scoring Sheets 2 Test Administration Cards1 Scoring Key5 Calculators12 Pencils5 Erasers1 Stopwatch1 Carry Case

Testing kit for Scenarios contains

1 Manual1 Administration Card 5 Booklets1 Scoring Key25 Answer Sheets 25 Practice Leaflets25 Profile Charts

Supplementary Ability Test Materials

26 > Selection

SUPPLEMENTARY ABILITY TESTMATERIALS

In addition to the standard ability testmaterials, i.e. manuals, booklets, answer sheetsetc., supplementary materials are also availableto aid the testing process. Please see the listbelow – prices can be found in the current SHLPrice List.

Ability Test LogsAbility Test Score SheetsPencilsErasersPencil SharpenerStopwatchPilot CaseGeneral Purpose Scansys Answer SheetsGeneral Purpose Answer SheetsCalculators

For convenience, ability test materials can alsobe purchased in packs, which contain allcomponents of a test. Depending on your usagerequirements, these packs can be a costeffective way to buy ability test materials. Seethe lists opposite for the contents of thedifferent packs. Prices can be found in thecurrent SHL Price List.

Administration Sets for Test Batteriescontain 1 of each item

Manual and Users Guide Question Booklet for each testAdministration Card for each testScoring Key for each testAnswer Sheet for each testProfile Chart where availablePractice LeafletScore Sheet where availableTest Log

Starter kits for Test Batteries

Contains the same as an Administration Set,but 10 answer sheets for each test.

Testing kits for Test Batteries containthe following components

(except Brainstorm, Fastrack, Scenarios)

1 Manual and Users Guide 10 Question Booklets for each test1 Administration Card for each test1 Scoring Key for each test50 Answer Sheets for each test50 Profile Charts where available50 Practice Leaflets25 Score Sheets where available1 Cassette for PTB version 1 only25 Test Logs48 Pencils20 Erasers1 Pencil Sharpener1 Felt tip pen1 Stopwatch1 Pilot Case


Selection > 27

Overview of Occupational Personality Questionnaires

(OPQ)

The Occupational PersonalityQuestionnaire range providesan indication of the candidate’sperception of their preferredbehavioural style at work andlikely performance againstimportant job competencies.

Gaining in-depth information on howcandidates will fit within certain workenvironments and teams, and how theywill cope with different job requirements,makes a major contribution to achievinga person-job fit so critical to success.


Staff OPQ32 Customer OPQ Factor Work Styles OPQ ImagesContact Styles Model QuestionnaireQuestionnaire (WSQ N)(CCSQ)

Page Number 29 36 35 37 35

Directors and Senior Managers

Managers and Professionals

Graduates

Junior Managers and Supervisors

Information Technology Staff

Sales, Customer Service andCall Centre Staff

Technical Staff

Administrative and Clerical staff

Semi-skilled Staff

This guide is intended as an indication of the type of jobs for which the questionnaires shown may beappropriate. It is not a definitive recommendation; questionnaire relevance should be examined in relationto each individual job. Users who have concerns are urged to seek professional advice beforeimplementing the instrument.

SHL do not accept liability for any loss of whatsoever nature suffered by any person or entity as a resultof placing reliance on this guide.

Team Building and Development

OPQ32 scores can generate predictions of‘Team Types’ based on the work of MeredithBelbin. Team Types are used to help teams intwo main ways: to aid team development bygiving the team an insight into their overallstrengths and weaknesses; and to construct amore balanced and effective team.

Organisational Change

OPQ has many applications for organisationsundergoing change. Management auditsinvolving OPQ profiles provide an insight intothe organisational management style.Managers’ strengths and development needscan be identified for organisations about torestructure, merge or in acquisition.

ResearchOPQ has formed the basis of a number ofresearch projects investigating personality atwork and differences between occupationalgroups.

Overview of Occupational Personality Questionnaires

(OPQ)

28 > Selection

DEVELOPMENT APPLICATIONS OF OPQ

Aside from assessment and selectionapplications, OPQ can also be used in thefollowing development contexts:

Training Needs Analysis and IndividualManagement Development

OPQ profiles are invaluable in the developmentarena, providing individuals with a detailedinsight into their behaviour at work. They canbe part of a development discussion, combinedwith other exercises to form part of adevelopment centre or used in conjunction witha variety of 360° feedback interventions toprovide a fuller picture of how a person is likelyto behave at work.

Career Counselling

OPQ feedback provides an individual with avaluable insight to help with career choice, aswell as understanding the approach they arelikely to adopt when career planning.

Succession Planning

Successful succession planning relies on anappreciation of how much jobs differ within anorganisation. While it is essential to know theknowledge and skills required for each job, it isalso important to have an understanding of thepersonality requirements for different roles andhow well potential candidates match up tothem.


Selection > 29

OPQ32

OPQ32 is the latest and mostdetailed comprehensive version ofthe OPQ. Building on the strengthof the previous Concept Model, itprovides valuable information on32 relevant personalitycharacteristics.

OPQ32 is available in ipsative andnormative format and featuresnew scales and new items whichrelate to success factors in today’sworld of work. It has profile chartsthat are easier to use than everbefore and a range of concise,graphic and user-friendlycomputer generated Expertreports.

OPQ32 IPSATIVE VERSION

Has an ipsative (forced choice) format andcannot be hand scored. Individuals choosebetween options indicating which in a block offour statements is most and least like them.OPQ32i is recommended for selection.

Product Code: OPQ32iTime approx 45 minutesNumber of Statements 104 blocks of 4

OPQ32 NORMATIVE VERSION

Has a normative (multiple choice) format andcan be hand scored. Individuals indicate theextent to which they agree or disagree with aseries of statements. This straightforwardapproach makes it particularly appropriatefor development, but it can also be used inselection, training, and counselling.

Product Code: OPQ32nTime approx 35 minutesNumber of Statements 230

Please note that before OPQ products can bepurchased clients require an OPQ licence.


You will need appropriate training in OPQ toadminister and interpret OPQ32 and have anindividual or corporate OPQ licence.

How is OPQ32 administered?

Pencil and PaperBureau ScoringAutomated ScoringPCOnlineOnline Bureau


OPQ32 DIMENSIONSRelationships with People

PersuasiveControllingOutspokenIndependent MindedOutgoingAffiliativeSocially ConfidentModestDemocraticCaring

Thinking Style

Data RationalEvaluativeBehaviouralConventionalConceptualInnovativeVariety SeekingAdaptableForward ThinkingDetail ConsciousConscientiousRule Following

Feelings and Emotions

RelaxedWorryingTough MindedOptimisticTrustingEmotionally ControlledVigorousCompetitiveAchievingDecisive

Consistency (OPQ32i)Social Desirability (OPQ32n)

Overview of OPQ32 Reports

30 > Selection


* These reports were not designed with Line Managers in mind. However, as they do not contain technical OPQ data, they may be used byline managers.

The following pages provide youwith a quick and easy-to-use guideto selecting reports which can beobtained from the OccupationalPersonality Questionnaire(OPQ32). These reports can begenerated from Expert PC,‘Expert Online’ or via SHL Bureau.

Once you have identified one or more reportsthat you are interested in from the table below,you can find out more about each report bychecking the descriptions on pages 32–34.

Audience Report NameNeed

Line Manager

Candidate

OPQ Trained Person

• I want a summary of how the candidate prefers to work, is likely to perform

against key competencies and interacts in a team

• I need clearly presented information about the candidate and how they are

likely to behave

• I want to know what a candidate’s strengths and weaknesses are likely to be

when operating in a team environment

• I want to know how the candidate is likely to perform against key skills/

competencies and what the potential weaknesses are that I need to explore

further

• I want some information that I can take away about how I did on the

questionnaire I completed

• I want to know more about my style when operating in a team environment

• I am an experienced OPQ user. I need a summary of the candidate’s scores

so that I can prepare for feedback or write a report

• I want some information to help me interpret the candidate’s results

• I want to know what role the candidate is likely to take in a team, and how

they are likely to behave as a leader or a direct report

• I need to provide the candidate and the line manager with some written

feedback from the OPQ

• I want to identify candidates who are likely to make good leaders

SELECTION

Manager Plus Report (NEW)

Manager Report

Team Impact Report

Management Competency

Profile*

Universal Competency Report* (NEW)

Candidate Report

Candidate Plus Report (NEW)

Team Impact Report

OPQ Profile

User Report

Team & Leadership Styles Profile

or Report

Premium or

Premium Plus Report (NEW)

Leadership Potential Report

Selection > 31

Overview of OPQ32 Reports

Please note:If you require any further information aboutthe reports mentioned here, please contact theUK Client Support Team on 0870 070 8000.

SHL’s best practice recommendation is that aperson completing the OPQ should always havethe option of receiving feedback. Where reportsare suitable for use by people without OPQtraining there should be at least one OPQtrained person in the organisation who canprovide support to line managers and feedbackto people completing the OPQ. This alsocomplies with the provisions of the DataProtection Act (1998).


** The Emotional Intelligence Report was not designed to be given directly to the person completing the OPQ, without feedback beingprovided first. Although it does not contain technical OPQ data, it deals with complex concepts and should always be fed back by anOPQ trained user.

Audience Report NameNeed

Person Completing OPQ

and/or Line Manager

OPQ Trained Person

• I want to understand which areas are my strengths and which areas I may need

to develop

• I want to work with my direct report to design a development plan

• I want to understand how I could learn more effectively

• I want to understand how I work as part of a team and how I can improve my

performance

• I want to know how I can help improve the performance of an individual within

my team

• I want to improve my team’s performance

• I want to understand the issues within my team

• I want to create a new team that will work well together

• I want to help line managers understand how to get the best from the

individuals they manage

• I want to help the organisation identify and develop future leaders

• I want to help develop leadership skills within my organisation

• I need information to help facilitate development, focusing on interpersonal

skills

DEVELOPMENT

Development Action Planner Report

Maximising Your Learning Report

Team Impact Development Report

– Individual

Team Impact Development Report

– Group

Team & Leadership Styles Report

Leadership Potential Report

Emotional Intelligence Report**

OPQ32 Reports

32 > Selection


EMOTIONAL INTELLIGENCE REPORT

Units†: 40Audience: OPQ Trained**

• This report explores how a person managesfeelings and relationships with other people.It is intended for use in a developmentalsetting

• It focuses on strengths and weaknesses infour key areas:

- Managing Feelings: Feelings & Emotions;Personal Insight

- Managing Relationships: Empathy; SocialEase

• Approx. 6 pages.

LEADERSHIP POTENTIAL REPORT

Units†: 300Audience: OPQ Trained

• This report provides a detailed analysis of anindividual’s leadership potential

• It is based on SHL’s leading edge Leadershipmodel, providing a competency-basedapproach to leadership

• The wealth of information provided shouldbe interpreted and fed back by anexperienced OPQ user


MANAGEMENT COMPETENCY PROFILE

Units†: 64Audience: Line Manager*

• This report graphically outlines how anindividual’s typical way of behaving is likelyto impact on competencies

• It provides a graphical scale for eachcompetency and summarises aspects ofpersonality which contribute (positively ornegatively) to each competency

• It is based on the Inventory of ManagementCompetencies (IMC) model


CANDIDATE PLUS REPORT (NEW)

Units†: 60Audience: Candidate

• A brief narrative report

• It is structured around three OPQ profilesections (Relationships with People, ThinkingStyles, Feelings and Emotions and the SHLTeam Impact model)

• Also includes information on likelyinteractions within teams

• It can be given to candidates to keep after afeedback session


CANDIDATE REPORT

Units†: 50Audience: Candidate

• This is a brief narrative report

• It can be given to candidates to keep after afeedback session

• It is structured around three key OPQ profilesections (Relationships with People, ThinkingStyles, Feelings and Emotions)


DEVELOPMENT ACTION PLANNER

Units†: 80Audience: Person completing OPQ

• This report provides clear and succinctinformation about an individual’s strengthsand development needs, for use in adevelopmental setting

• It is based on the Inventory of ManagementCompetencies (IMC) model

• It includes a clear summary of strengths anddevelopment needs for each competencybased on personality styles, along withcompetency-based development actions toaddress specific areas of limitation


Four brand new reports are nowavailable through “Expert Online”,and the existing reports are beingimproved and re-branded.

EVEN MORE VALUE FROM THE OPQ

The new ‘Plus’ reports combine the traditionalfocus on likely behaviour at work, with theUniversal Competency Framework. Bycombining the UCF job profiling cards withthese new reports – recruiting objectivelyagainst essential and desirable competencieshas never been easier.

* The Management Competency Profile was not designed with Line Managers in mind. However, as it does not contain technical OPQ data, it may beused by line managers, provided that there is at least one OPQ trained user in the organisation to provide support if required.

** The Emotional Intelligence Report was not designed to be given directly to the person completing the OPQ, without feedback being provided first.Although it does not contain technical OPQ data, it deals with complex concepts and should always be fed back by an OPQ trained user.

Selection > 33

OPQ32 Reports


PREMIUM REPORT

Units†: 192Audience: OPQ Trained (may distribute

sections to others)

• This contains a selection of reportsincluding:

- OPQ Profile

- User Report

- Manager Report

- Candidate Report

- Management Competency Profile

- Team Type and Leadership Styles.

TEAM IMPACT REPORT

Units†: 40; 40; 10 (pp)Audience: Line Manager, Person completing

OPQ

• This report is based on the SHL Team ImpactModel, which is focused on actual teamprocesses. It is supported by clear and easyto understand graphics which do not requireOPQ training

• Three different versions of the report can beused to select, manage and develop teams(Selection, Individual Development, GroupDevelopment reports)

• Selection (40 units): individual’s strengthsand weaknesses in a team setting plus aCompetency-based Interview Guide focusedaround eight key team behaviours

• Development – Individual (40 units):individual’s strengths and weaknesses in ateam setting

• Development – Group (10 units): combinesprofiles of all team members to provide anoverall picture of the team’s strengths andweaknesses. This is currently not availableonline.

MAXIMISING YOUR LEARNING

Units†: 40Audience: Person completing OPQ

• This report is designed to help people get themost from their development

• It summarises the preferred approach tolearning across 4 dimensions(Analytical/Intuitive, Hands On/Observation)

• It describes the practical implications ofthese approaches and summarisesstrengths/development areas in relation tokey work and learning activities

• It suggests activities to maximise learning


OPQ PROFILE


• This is a graphical profile chart presentingresults across the 32 OPQ scales

• 1 page.

PREMIUM PLUS REPORT (NEW)

Units†: 214Audience: OPQ Trained (may distribute

sections to others)

• This contains a selection of reportsincluding:

- Profile

- User report

- Manager Plus Report

- Candidate Plus Report

- Universal Competency Report

- Team Impact Selection Report.

MANAGER PLUS REPORT (NEW)

Units†: 80Audience: Line Manager

• This concise new report is designed for usewith and by managers. It uses clear succinctbullets and tables for ease of interpretation

• It provides simple comments on each of thepersonality traits

• It incorporates part of the UniversalCompetency Report to provide informationon likely performance against keycompetencies

• It includes key elements of the Team ImpactSelection Report to provide likelyinteractions within teams


MANAGER REPORT


• This is a brief narrative report, intended tobe used as a basis for providing writtenfeedback to line managers

• It contains the same narrative text as theUser Report, but without technical OPQinformation, such as the profile chart orgraphical scales


† Note: The units listed are based on SHL’s current Price List and apply to PC Expert and ‘Expert Online’. For Bureau prices please refer to the currentPrice List.

OPQ32 Reports

34 > Selection


TEAM TYPES AND LEADERSHIP STYLESPROFILE


• This report is based on Belbin’s team typesand Bass’s leadership and reporting styles

• Belbin’s Team Types: individual’s preferredrole when working in a team

• Bass’s Leadership and Reporting Styles:individual’s preferred leadership styles andlikely style of behaviour as a direct report

• It provides graphical charts of types andtype definitions. It does not includecandidate-specific narrative or interpretation

• Approx 5 pages.

TEAM TYPES AND LEADERSHIP STYLESREPORT


• This is a graphical and narrative report. It issimilar to Team Types Profile but includesadditional narrative and interpretation

• For Team, Leadership and Reporting Typesit provides an introduction, a graphicalrepresentation of results and a narrativesummary of Likely to Adopt, May Adopt,Unlikely to Adopt types/styles


UNIVERSAL COMPETENCYREPORT (NEW)


• It is based on the Universal CompetencyFramework (UCF)

• This report graphically outlines how anindividual’s typical way of behaving is likelyto impact on competencies

• It provides a graphical scale for eachcompetency and summarises aspects ofpersonality which contribute (positively ornegatively) to each competency


USER REPORT


• This includes a Profile Chart and narrativetext, focusing on an individual’s likely way ofbehaving at work

• It can be used as interpretation aid whengiving feedback, writing reports, orinterpreting OPQ information

• It is structured by profile sections andincludes graphical scales


† Note: The units listed are based on SHL’scurrent Price List and apply to PC Expert and‘Expert Online’. For Bureau prices please referto the current Price List.

To generate any narrative report via PC Expertor ‘Expert Online’, you need a ‘dongle’. Thenarrative reports available use differentnumbers of ‘dongle’ units. The ‘dongle’ issupplied with units, which are subsequentlyused when reports are produced. Dongles canbe reboosted with between 1,000–50,000 unitsby contacting the UK Client Support Team on0870 070 8000.

Graduate

23/03/05

Mr Sample Report

09/02/05

Senior Manager

24/01/05

> User Report

Ms A. Candidate> Candidate’s Plus Report

Manager

Selection > 35

OPQ Factor Model

OPQ Images


The OPQ Factor Model gives abroad view of personality. Thesixteen personality dimensions inthe Factor Model can be measuredby two alternative questionnaires(Factor 4.2 or 5.2).

FACTOR 4.2

Is based on an ipsative (forced choice) formatand cannot be hand scored. The individual isforced to choose between options whichmeasure aspects of personality. FS4.2 isrecommended for selection.

Product Code: FS4.2Time approx 25 minutesNumber of Statements 40 blocks of 4

FACTOR 5.2

Is based on a normative format (multiplechoice) and can be hand scored. Responsesare indicated on a scale from strongly agreeto strongly disagree. This straightforwardapproach makes it appropriate for use in arange of applications including training,development and counselling.

Product Code: FS5.2Time approx 25 minutesNumber of Statements 136


You will need appropriate training in OPQ toadminister and interpret the Factor Model andhave an individual or corporate OPQ licence.

How are Factor Questionnairesadministered?

Pencil and PaperBureau ScoringAutomated ScoringPC

Images is a short questionnaire,based on only 7 dimensions, whichcan provide core informationquickly, saving you time andmoney. IMAGES is ideal when adetailed view of personality is notessential.

IMAGES 1

Images 1 is a short questionnaire for self ratingand self hand scoring. It is a useful tool forselection or development where time is short.

Time approx 10 minutesNumber of Questions 56

IMAGES 2

Images 2 is a 360° personality questionnaire,which uses information obtained from others toenable a comparison between self-perceptionand how an individual is seen by others againstthe 6 broad personality dimensions. Images 2 isoften used in team building. Images 2 is selfhand scored.



You will need appropriate training in OPQ toadminister and interpret IMAGES and have anindividual or corporate OPQ licence.

How is IMAGES administered?


Customer Contact Styles Questionnaire (CCSQ)

36 > Selection



You will need appropriate training in OPQ toadminister and interpret CCSQ and have anindividual or corporate OPQ licence.

How is CCSQ administered?

Pencil and PaperBureau ScoringAutomated ScoringPCOnline Bureau (CCSQ7.2 only)Online (CCSQ7.2 only)

This questionnaire forms part ofthe Customer Contact portfolioand provides information on thoseaspects of personality, which areimportant for sales and customerservice.

It can be used for selection, training,development and placement decisions.

CCSQ5.2

The CCSQ5.2 is normative and can be handscored. It asks the individual to indicate his orher responses on a scale from strongly agree tostrongly disagree. This approach makes itappropriate for use in a range of applicationsincluding training, development and counsellingas well as the selection of staff.

Product Code: CCSQ5.2Time approx 35 minutesNumber of Questions 136

CCSQ7.2

The CCSQ7.2 is ipsative and cannot be handscored. It requires that the respondent choosesbetween options and therefore is particularlyrecommended for selection and placement ofstaff.

Product Code: CCSQ7.2Time approx 30 minutesNumber of Questions 32 blocks of 4

The following narrative reports are available forCCSQ via PC Expert, Bureau Services, OnlineBureau and “Expert Online” (CCSQ7.2 only):

EXECUTIVE OVERVIEW

- dongle usage: 40 units

A one page summary report which outlinespotential performance against 16 corecustomer service and sales competencies.

INTERVIEW GUIDE


A series of short bullet point comments whichhighlight ‘apparent strengths’ and ‘areas toprobe’ at interview. Also provides a pool ofinterview questions.

PERSONAL REPORT


A report written in the second person whichcan be given to respondents at the end of thefeedback process.

It is designed for use with:

Sales executivesRetail staffTelesalesFront line customer service staffCall centre staff

Selection > 37

Work Styles Questionnaire (WSQ N)



You will need appropriate training in OPQ toadminister and interpret WSQ N and have anindividual or corporate OPQ licence.

How is WSQ N administered?

Pencil and PaperBureau ScoringAutomated ScoringPCOnline

The Work Styles Questionnairehas been specifically designed tohelp assess and develop thebehaviours associated withsuccessful job performance in theareas of manufacturing andproduction. It is applicable to awide range of selection anddevelopment activities, rangingfrom recruitment, one-to-oneperformance counselling, trainingneeds analysis, through to teambuilding and restructuring.

WORK STYLES QUESTIONNAIRE

This normative questionnaire can be handscored and includes 18 dimensions ofpersonality relevant in production, operativeand manual work environments.

Product Code: WSQ NTime approx 25 minutesNumber of Questions 144

The following narrative report is available forWSQ N:

WSQ N USER REPORT


This includes a Profile Chart and narrative text,focusing on an individual’s likely way ofbehaving at work.

It can be used as interpretation aid when givingfeedback, writing reports, or interpretingquestionnaire information.

38 > Selection

How can the SHL MultipleAssessment Series (MAS) beused?

• Situations where a group ofindividuals need to be assessedand compared

• Development programmes toclearly identify how someoneperforms within a particularrole

• To review a whole range ofcompetency areas to assessstrengths and developmentneeds

• To conduct assessments forselection, promotion,performance managementor development

• To assess competency areas bysimulation exercises includingcommunication, persuasion,teamworking, innovation,analysis, strategy, leadershipstyles etc.

The guide shown opposite is intended as anindication of the type of jobs for which theexercises shown may be appropriate. It is nota definitive recommendation; test relevanceshould be examined in relation to eachindividual job. Users who have concerns areurged to seek professional advice beforeimplementing the instrument.

SHL do not accept liability for any loss ofwhatsoever nature suffered by any person orentity as a result of placing reliance on thisguide.


The SHL Multiple Assessment Series (MAS)

Selection > 39

Overview of Multiple Assessment Series (MAS)


Strategic Setting strategy for an organisation; making critical decisionsaffecting the direction of an organisation Directors and Senior Managers

Tactical Implementing strategy within a broad framework; makingimportant decisions affecting a department or function Managers and Professionals

Operational Management Planning tasks and projects within a clearly defined framework; Graduatesand Graduate making decisions affecting specific issues or projects Junior Managers and Professionals, and Supervisors

Customer Contact Dealing with specific customer problems; scheduling own work Sales, Customer Service and Call Centre Staff

Exercise Type Typical Content Typical Roles

Strategic Tactical Operational Customer Contact

In-Trays • Boom Duval • Bruger Kent Finance • HMF Financial Services • Organising• Hexagon Taps • Denford Council • Sovereign International• Grenville Masters Group • Improvit Superstores Executive Conference

• Intertrans• Hobson Brothers• Jubilee Bank Plc

Group Exercises ASSIGNED ROLE ASSIGNED ROLE ASSIGNED ROLE ASSIGNED ROLE

• Amalgamated Baths • Anglo-Arabian Airlines • Jasons of Chelsea • Influencing • The Strategic Plan • The European Question

• Midhampton District UNASSIGNED ROLE UNASSIGNED ROLE

Health Authority • Bronzo • Teamworking• Hanley Holiday Break

UNASSIGNED ROLE UNASSIGNED ROLE • Homesaver• Douglas Bradshaw Travel • High Fliers Course • Kennedy & Bennis• Nord Gas • Jubilee Bank Plc: Beyond Advertising

the Merger • Marco Motors• Jubilee Bank Plc: • Oasis Manufacturing

Network Link • Sovereign International• Royal Borough of Product Proposal

Thamesbridge • Swedish Visit• Cellsol Corporation –

Communication Solutions

Analysis Presentations • Nord Gas • Diamond Savings • Mowbray McDonnell • None Currently Available• Jubilee Bank Plc: • Sovereign International

Beyond the Merger Prime Position• Cellsol Corporation –

Strategic Siting

Fact-finding Exercises • None Currently Available • The Complaint • The Dissatisfied Customer • None Currently Available• Taraco • Sovereign International• The Training Request Quality Concerns

Role Plays • Sharrock Associates • Improvit Superstores • Sovereign International • Enquiry Handling• Express Bank • Handi Stores Key Account • Complaint Handling

• Enjoy Holidays • 4P’s Marketing• Sports Town Construction

Strategic Management Exercises (MAS)

40 > Selection


IN-TRAYS

Candidates are given a file of papers providinginformation about issues that need to beaddressed. Tasks include sorting and organisingthis information, prioritising the differentissues, making decisions and writing reports.

HEXAGON TAPS

Participants take on the role of GeneralManager in a manufacturing subsidiaryof a larger group. Both operational andstrategic issues require attention.

Competencies measured:


• Problem Solving and Analysis

• Written Communication

• Action Orientation.

Time 60 minutes organising task30 minutes forecasting task30 minutes decision making task30 minutes written communication task

GRENVILLE MASTERS GROUP

Participants take on the role of a new BusinessStrategy Director in a large holding companywith diversified interests in hotel, restaurantand hostelry management, and in publishing.Issues to be addressed include how the groupneeds to grow its business, whether it needsto divest businesses or acquire new ones, andhow to exploit e-commerce.


• Strategic Perspective

• Commercial Orientation

• Judgement

• Innovation.

Time 60 minutes decision making task60 minutes written business strategy

The typical focus of StrategicManagement Exercises is: Settingstrategy for an organisation andmaking critical decisions affectingthe direction of an organisation.The primary competenciesassessed by each exercise arealso indicated.

ASSIGNED ROLE GROUP EXERCISES

Each candidate is given different informationand may have a particular role to play.

AMALGAMATED BATHS

Participants take on functional managementroles in a manufacturing company. The need tobalance a corporate viewpoint with a particularobjective, brings an element of competition tothe discussion.


• Leadership

• Persuasiveness

• Oral Communication

• Interpersonal Sensitivity.

Time 10 minutes preparation50 minutes discussion

THE STRATEGIC PLAN

Participants discuss future strategy for amanufacturing and distribution organisation.Participants represent different functions andmust balance personal objectives withcorporate ones. Possibilities of expanding intothe European or American market introducean international flavour into the discussion.


• Leadership

• Persuasiveness




UNASSIGNED ROLE GROUPEXERCISES

All candidates receive the same informationand have to work together to reach a commondecision.

DOUGLAS BRADSHAW TRAVEL

Participants attend a special meeting oftop managers in a travel company to definefuture business strategy. The information givencovers financial, technological, marketing andhuman resource issues.


• Leadership

• Persuasiveness




NORD GAS

Participants take on the roles of externalconsultants to a manufacturing company. Theyare asked to review company performance anddevelop a five year strategic plan for managingand implementing change.


• Leadership

• Persuasiveness




Selection > 41

Strategic Management Exercises (MAS)



You will need to be Assessment andDevelopment Centre trained and covered byan MAS licence to administer the StrategicManagement Exercises.

How are Strategic Managementexercises administered?

Pencil and Paper

BOOM DUVAL

This high level exercise simulates the role of aDivisional Manager in a multi-national holdinggroup. The division comprises five diversecompanies, which are facing a range ofdifferent issues.





Time 60 minutes planning and organising task45 minutes decision making task45 minutes written communication task

ANALYSIS PRESENTATION

Candidates receive a written brief which theyanalyse and then present a recommendation.

NORD GAS

A participant takes on the role of an externalconsultant to the Managing Director of amanufacturing organisation. He/she is requiredto analyse the current issues and changesfacing the company and to present theirrecommendations for steps that should betaken to address these.


• Reasoning Skills

• Breadth of Vision

• Innovation

• Oral Communication.

Time 75 minutes preparation30 minutes presentation

ROLE PLAY

Candidates interact with an assesor playing therole of a customer, supplier or colleague, eitherface-to-face or over the telephone.

SHARROCK ASSOCIATES

Participants take on the role of a Partner inSharrock Associates. They are asked to preparefor a meeting with one of their recentlyqualified accountants, Stevie Elliott, to discussa number of concerns about performance.





• Working With People


• Analysing

• Deciding and Initiating Action.

Time 20 minutes preparation30 minutes role-play

EXPRESS BANK

Participants take on the role of a Sales andOperations Director for Express Bank Plc. Theyare asked to prepare for a meeting with theHead of Call Centre to discuss performanceissues.






• Achieving Personal Work Goals andObjectives

• Delivering Results and Meeting CustomerExpectations.


Tactical Management Exercises (MAS)

42 > Selection


JUBILEE BANK PLC BEYOND THEMERGER GROUP EXERCISE

This exercise follows on from the Jubilee BankAnalysis Presentation. Participants are requiredto come up with ideas for the strategicdirection of Jubilee Bank.


• Leadership

• Persuasiveness




ASSIGNED ROLE GROUP EXERCISES


ANGLO-ARABIAN AIRLINES

Participants discuss the budget for a newscheme. As funding is limited, there is a needfor participants to negotiate their own cases aswell as to achieve corporate objectives.


• Leadership

• Persuasiveness




The typical focus of TacticalManagement Exercises is:Implementing strategy withina broad framework and makingdecisions affecting a departmentor function. The primarycompetencies assessed by eachexercise are also indicated.

JUBILEE BANK PORTFOLIO

The Jubilee Bank portfolio consists of fourexercises set within the same scenario – therole of a Regional Manager in Jubilee Bank.These exercises can be purchased individuallyor as a suite.

JUBILEE BANK PLC IN-TRAY

The in-tray raises issues around customersatisfaction.



• Creativity and Innovation


• Action Orientation

• Written Communication.

Time 60 minutes organising task60 minutes problem solving task

JUBILEE BANK PLC BEYOND THEMERGER ANALYSIS PRESENTATION

Participants are tasked with examining theavailable documentation to recommend waysof managing a merger implementation strategy.




• Creativity and Innovation.


JUBILEE NETWORK LINK GROUPEXERCISE

Participants attend a quarterly review meetingto propose and agree recommendations for atelephone banking service.


• Leadership

• Persuasiveness




Selection > 43



IN-TRAYS


BRUGER-KENT FINANCE

Participants take on the role of BranchManager to address issues such as financialperformance, customer complaints and staffing.




• Accountability


Time 60 minutes organising task40 minutes decision making task30 minutes written communication task

DENFORD COUNCIL

Participants take on the role of a member of acorporate quality group in a local councilsetting.


• Working Contextually

• Analysis


• Decision Making


Time 60 minutes planning and organising task30 minutes decision making task20 minutes data handling task30 minutes written communication task

THE EUROPEAN QUESTION

Participants discuss market research strategy,considering which European markets toexplore.


• Leadership

• Persuasiveness




MIDHAMPTON DISTRICT HEALTHAUTHORITY

Midhampton District Health AuthorityParticipants take on the roles of ContractLiaison Officers in a local health authority.


• Leadership

• Persuasiveness






HIGH FLIERS COURSE

Participants work together to design adevelopment programme for potentially highperforming junior managers.


• Leadership

• Persuasiveness




ROYAL BOROUGH OF THAMESBRIDGE

Participants join the management team of alocal authority, and are asked to consider theeffect of a set of circumstances on theauthority’s corporate plan.


• Leadership

• Persuasiveness




Tactical Management Exercises (MAS) (continued)

44 > Selection


FACT FINDING

Candidates are given a short overview of aproblem and then have to seek out theinformation they need to make a decision.

THE COMPLAINT

Participants assume the role of GeneralManager in a manufacturing company.Participants deal with a complaint broughtabout by an employee alleging unfairtreatment.






Time 15 minutes preparation20 minutes questioning15 minutes reviewing

TARACO

Participants assume the role of Brand Managerin an international wines and spirits companyand are given a report on which one of thebrands has not been performing well. This is awritten exercise.





• Oral Communication (optional task).

Time 75 minutes written task15 minutes discussion (optional)

IMPROVIT SUPERSTORES

Participants are asked to adopt the role of astore manager in a retail organisation.


• Analytical

• Organising

• Commercial Awareness


Time 60 minutes organising information task30 minutes dealing with financial issues task30 minutes written communication task

HOBSON BROTHERS

Participants take on the role of Production andDistribution Director in a small manufacturingorganisation.





Time 60 minutes organising information task30 minutes handling financialinformation task30 minutes written communication task

INTERTRANS

Participants take over the role of depotmanager in a transport and distributioncompany.


• Analytical

• Organising

• Decision Making


Time 60 minutes planning and organising task30 minutes decision making task30 minutes written communication task30 minutes data handling task30 minutes business orientation task



DIAMOND SAVINGS

Participants assume the role of ProductManager within the marketing function ofEastern Bank Plc.


• Persuasiveness



Time 75 minutes preparation 30 minutes presentation

Selection > 45




You will need to be Assessment andDevelopment Centre trained and covered byan MAS licence to administer the TacticalManagement Exercises.

How are Tactical Management exercisesadministered?

Pencil and Paper

THE TRAINING REQUEST

Set in a Human Resources department,participants are asked to consider a seniormanager’s request for training and to makean appropriate decision.



• Decision Making

• Problem Solving.

Time 15 minutes preparation20 minutes questioning and decisionmaking 10 minutes reviewing

ROLE PLAY

Candidates interact with an assessor playingthe role of a customer, supplier or colleague,either face-to-face or over the telephone.

IMPROVIT SUPERSTORES

Participants take on the role of a StoreManager in a retail organisation. They areasked to meet with one of their AssistantManagers to discuss a performance issue.


• Interpersonal Sensitivity

• Persuasiveness


Time 15 minutes preparation20 minutes role play

HANDI-STORES

Participants take on the role of a recentlyappointed Area Manager for Handi-Stores. Theyare asked to prepare for a meeting with one oftheir Deputy Area Managers to discussperformance issues.









ENJOY HOLIDAYS

Participants take on the role of a recentlyappointed Regional Manager for Enjoy Holidays.They are asked to prepare for a meeting withone of their Field Operations Team Leaders todiscuss a number of concerns aboutperformance.









Operational Management & Graduate Exercises (MAS)

46 > Selection


CELLSOL CORPORATION –COMMUNICATION SOLUTIONS

Participants work as a group to assist with aproject that is experiencing some problems.They are asked to review the availabledocumentation, discuss detailedrecommendations and reach a consensusdecision on the best solution.


• Leadership

• Persuasiveness




HANLEY HOLIDAY BREAK

Participants form a business development teamat a travel agency.


• Leadership

• Persuasiveness




The typical focus of OperationalManagement and GraduateExercises is: Planning tasks andprojects within a clearly definedframework and making decisionsaffecting specific issues orprojects. The primarycompetencies assessed by eachexercise are also indicated.

ASSIGNED ROLE GROUP EXERCISE


JASON’S OF CHELSEA

Participants assess the suitability of jobapplicants for a management trainee positionin a pharmaceutical company.


• Leadership

• Persuasiveness






BRONZO

Participants are required to work together toproduce a recommendation about the launchof a new consumer product.


• Leadership

• Persuasiveness




Selection > 47



IN-TRAYS


HMF FINANCIAL SERVICES

Participants take over the organisation of anexhibition stand.


• Analysing

• Organising

• Decison Making



SOVEREIGN INTERNATIONALEXECUTIVE CONFERENCE

Participants take on a role in the groupcommunications department at Sovereign.







HOMESAVER

Participants are presented with four options fora new retail outlet and have the task ofclarifying the decision criteria and making arecommendation.


• Leadership

• Persuasiveness




KENNEDY & BENNIS ADVERTISING

Participants organise a promotional campaignfor a new client in the financial sector.


• Leadership

• Persuasiveness




MARCO MOTORS

Participants are required to sort out and agreeupon the allocation of space in new factorypremises for a manufacturing business.


• Leadership

• Persuasiveness




OASIS MANUFACTURING

Participants plan the day’s production schedulein a manufacturing environment.


• Leadership

• Persuasiveness




SOVEREIGN INTERNATIONAL PRODUCTPROPOSAL

Participants join a product development taskforce and make key decisions about marketinga new product.


• Leadership

• Persuasiveness




SWEDISH VISIT

Participants are required to plan and organisea programme for colleagues visiting from anassociated company in Sweden.


• Leadership

• Persuasiveness





(continued)

48 > Selection


SPORTS TOWN

Participants take on the role of a recentlyappointed Team Leader in Sports TownConstruction. They are asked to prepare for ameeting with one of their temporary TeamLeaders to discuss a number of concerns aboutperformance.






• Analysing

• Deciding and Initiating Action

• Achieving Personal Work Goals andObjectives.




CELLSOL CORPORATION – STRATEGICSITING

Participants are asked as new recruits to theCellsol Corporation to aid in the process ofchoosing a new factory site from one of twopossible locations. They are required to reviewavailable documentation, weigh up the pros andcons of each site and come to an independentdecision.



• Persuasiveness


Time 60 minutes preparation10 minutes presenting 15 minutes questioning

MOWBRAY MCDONNELL

Participants assume the role of an externalconsultant to a manufacturer of electronicsequipment.


• Analytical Reasoning

• Decision Making



SOVEREIGN INTERNATIONAL PRIMEPOSITION

Participants consider possible sites for a newrestaurant.



• Persuasiveness



ROLE PLAY

Candidates interact with an assesor playing therole of a customer, supplier or colleague, eitherface-to-face or over the telephone.

SOVEREIGN INTERNATIONAL KEYACCOUNT

Participants join the sales and customer servicedepartement at Sovereign and meet a keycustomer to resolve some important issues.


• Persuasiveness



Time 15 minutes preparation10 minutes role play

4 P’S MARKETING

Participants take on the role of Office Manager.They are asked to prepare for a meeting withone of their administration team, CharlieGardener to discuss a number of concernsabout performance.









Selection > 49



FACT FINDING

Candidates are given a short overview of aproblem and then have to seek out theinformation they need to make a decision.

THE DISSATISFIED CUSTOMER

Participants take on the role of a RegionalManager in a holiday company.






Time 15 minutes preparation20 minutes questioning anddecision making 15 minutes reviewing

SOVEREIGN INTERNATIONAL QUALITYCONCERNS

Participants join Sovereign’s HR department,and have to sort out a dispute between a linemanager and a training supplier.



• Action Orientation


Time 15 minutes preparation20 minutes questioning anddecision making 10 minutes reviewing


You will need to be Assessment andDevelopment Centre trained and covered byan MAS licence to administer the OperationalManagement and Graduate Exercises.

How are Operational Management &Graduate Exercises administered?

Pencil and Paper

Customer Contact Simulation Exercises (MAS)

50 > Selection


ROLE PLAYS

Candidates interact with an assessor playingthe role of a customer, supplier or colleague,either face-to-face or over the telephone.

ENQUIRY HANDLING

Participants deal with a new customer enquiryand recommend suitable products. Thisexercise can be run face-to-face or over thetelephone. An optional second task askscandidates to write a follow-up letter to thecustomer summarising the outcome of thediscussion.


• Relating to Customers

• Convincing

• Communicating Orally

• Fact Finding

• Problem Solving

• Communicating in Writing (optional task).

Time 15 minutes preparation10 minutes role-play5 minutes enquiry form15 minutes written task (optional)

COMPLAINT HANDLING

Candidates are required to deal with acustomer complaint. This exercise can be runface-to-face or over the telephone. An optionalsecond task asks candidates to write a memo totheir supervisor explaining the actions theyhave taken.


• Relating to Customers


• Fact Finding

• Problem Solving

• Reliability


Time 15 minutes preparation10 minutes role-play 15 minutes written task (optional)

The Customer Contact SimulationExercises are designed for theassessment and development ofsales and customer service staffand deal with specific customerissues and the scheduling of work.The primary competenciesassessed by each exercise are alsoindicated.

ASSIGNED ROLE GROUP EXERCISE


INFLUENCING

Participants divide up a budget for localadvertising. Each possible campaign favoursone candidate’s sales target more than others,so they have to try to win the group round totheir own advantage.


• Convincing


• Team Working

• Problem Solving

• Business Awareness.


UNASSIGNED ROLE GROUP EXERCISE


TEAMWORKING

Participants work together to design theinternal layout of a new branch office. Theyhave to balance staff requirements against theneed for customer privacy and the image of thecompany.


• Convincing


• Team Working

• Problem Solving

• Customer Focus.


IN-TRAYS


ORGANISING

Participants deal with a sick colleague’sworkload and reschedule a diary. An optionalsecond task asks them to write a memo to theirsupervisor explaining the actions they havetaken.


• Organising

• Problem Solving

• Using Initiative


Time 25 minutes organising task15 minutes written task (optional)

Developing the individual, team and

the organisation is fundamental to

success in a changing world. You need

to be able to diagnose, feedback and

develop the competencies of your

people and therefore the organisation

as a whole.

SHL provides development tools and

technology to help maximise an

individual's potential to meet the

changing challenges ahead in a

number of ways:

• Identification of development needs

through development centres and

360° feedback

• Confidential executive coaching

• Mapping organisational culture

• Evaluating organisational strategy.

A number of our tests and

questionnaires can be used in both

selection and development contexts.

This applies to our OPQ range,

Multiple Assessment Series (MAS) and

Motivation Questionnaire (MQ). Assessment products for

Development

Development > 51

52 > Corporate Culture Questionnaire(CCQ)

53 > Motivation Questionnaire (MQ)54 > Overview of 360° Tools55 > pd36056 > Customer Contact Competency

Inventory (CCCI)57 > Inventory of Management

Competencies (IMC)58 > Perspectives on Management

Competencies (PMC)59 > Directors Development Audit

(DDA)

60 > Personal Development Pack (PDP)61 > Management Development Suite

(MDS)62 > Career Pathfinder62 > General Abilities Profile (GAP)

See also:

27–37 > Occupational PersonalityQuestionnaires (OPQ)

38–50 > Multiple Assessment Series(MAS)

Corporate Culture Questionnaire (CCQ)

52 > Development


A condensed version of the CCQ,the CCQ Lite provides a profile ofthe same 23 scales as the fullquestionnaire. The self scoringformat of the CCQ Lite enablesorganisations to take anindependent ‘snapshot’ of theircorporate culture.

It is vital that senior managers(the people who ‘set the culturalagenda’ in any organisation) haveaccess to accurate, reliable andcomprehensive information abouttheir current culture and a guidingframework within which to planfor the future.

The SHL Corporate CultureQuestionnaire (CCQ) provides boththe information and the guidingframework in a clear andstraightforward way.

APPLICATIONS OF THE CCQ

The CCQ has many potential applications forthe world of work including:

• To guide the development and/orimplementation of corporate strategy andtactical planning

• To assess differences between the culturalperceptions of:

- management and other staff

- different functions within an organisation

- geographically spread out units or divisionswithin an organisation

• To assess the potential and actual impact ofmergers and acquisitions

• To evaluate the effectiveness of specificstrategic initiatives

• To clarify the cultural context in whichpersonnel selection and development istaking place.

THE CCQ

Using the CCQ is a two stage process.

At the start of the project SHL, in closeassociation with senior managers, design aproject tailored to the organisation which mayrange from a Culture Survey through torecommendations for Culture Programmes andtheir implementation.

Once the project is agreed the CCQ SelfCompletion Questionnaire is distributed toselected employees. They are asked to answerthe 126 straightforward questions. This shouldtake around 25 minutes. The questionnaire isreturned to SHL for scoring and interpretation.The results of the survey are presented as aprofile of the organisation across 23 scalesincluding:

• Concern for quantity

• Concern for quality

• Encouragement of creativity

• Customer orientation

• Job involvement

• Employee influence on decisions

• Communication effectiveness

• Rate of change etc.

A Corporate Culture Action Planner isgenerated from which the pathway to changecan be prioritised.

CCQ LITE DIMENSIONS

Performance

Concern for Quantity

Concern for Quality

Use of New Equipment

Encouragement of Creativity

Customer Orientation

Commercial Orientation

Human Resources

Concern for Employees

Job Involvement

Concern for Career

Development

Emphasis on Performance

Related Rewards

Concern for Equal

Opportunities

Decision-Making

Degree of Formalisation

Employee Influence on

Decisions

Decision-Making Effectiveness

Concern for the Longer Term

Rate of Change

Environmental Change

Concern for Safety

Relationships

Vertical Relations between

Groups

Lateral Relations between

Groups

Interpersonal Co-operation

Communication Effectiveness

Awareness of Organisational

Goals

Development > 53

Motivation Questionnaire (MQ)


By understanding what motivatestheir staff, managers can unlockeach individual’s full potential anddirect their energies moreconstructively. The SHL MotivationQuestionnaire measures 18dimensions of an individual’smotivation, and provides acomprehensive understanding ofthose situations which increaseand reduce their motivation. Italso helps to determine how longand under what circumstanceseffort will be maintained.

MOTIVATION QUESTIONNAIRE

Product Code: MQ


MQ EXPERT REPORT


A graphical and tabular report which outlinesthe situations and events that influence therespondents motivation to work.


You will need to be MQ or OPQ trained andcovered by an OPQ corporate or individuallicence.

How is MQ administered?

Pencil and PaperBureau ScoringAutomated ScoringNarrative ReportPC OnlineOnline Bureau

MOTIVATIONQUESTIONNAIREDIMENSIONS

Energy and Dynamism

Level of Activity

Achievement

Competition

Fear of Failure

Power

Immersion

Commercial Outlook

Synergy

Affiliation

Recognition

Personal Principles

Ease & Security

Personal Growth

Intrinsic

Interest

Flexibility

Autonomy

Extrinsic

Material Reward

Progression

Status

Overview of 360° Tools

54 > Development


Type of Tool PMC IMC DDA MDS CCCI OPQ Images PDP pd360

Page Number 58 57 59 61 56 35 60 55

Competency Model

Personality Model

Self Development

Action Planning

Level of Staff

Directors and

Senior Managers

Managers and

Professionals

Graduates

Junior Managers and

Supervisors

Sales, Customer Service and

Call Centre Staff

Administration Options

Estimated time (minutes)

to complete 30 30 20 20 25 10 n/a 15

Paper and pencil administration n/a

Internet administration n/a

PC administration n/a

Hand scoring option n/a

Self scoring by participant n/a

SHL Bureau Scoring

Service available n/a

Computer generated profile

available (PC or Bureau) n/a

Computer generated narrative

report available (PC or Bureau)

Development > 55

pd360


pd360 IS AVAILABLE VIA THREEDIFFERENT SYSTEMS:

OPTION 1 – BUREAU SYSTEM

• Robust, validated key competencies,behaviours and development tips

• Standard job profiles

• NO SET UP FEE – Ongoing payment based onnumber of users.

OPTION 2 – STANDARD SYSTEM

All of the benefits of the Bureau system plus:

• Create unique job profiles using the SHLUniversal Competency Framework™

• Own-branded or SHL branded

• LOW SET UP FEE – Reduced ongoingpayment based on number of users.

OPTION 3 – BESPOKE SYSTEM

All of the benefits of the standard system plus

• Incorporated unique or bespokecompetencies, behaviours and developmenttips.


Training is not required to use pd360, howeverSHL highly recommends the client has previousexperience of using 360° tools.

How is pd360 administered?

Online BureauOnline

pd360 is a personal developmentsystem, based around a 360°assessment that empowersparticipants to manage their ownpersonal development.

It enables individuals and teamsto undertake an assessment of

skills/behaviours that make upthe competencies relevant to their

specific role. It then providesaccess to a pool of developmentadvice and coaching tips.

pd360 IS SHL’S LATEST GENERATIONONLINE SYSTEM CAPABLE OF RUNNING360° MULTI-RATER ASSESSMENTSAND MANAGING INDIVIDUALDEVELOPMENT PLANS. IT CAN COMEPRE-LOADED WITH:

• The Universal Competency Framework

• 250 behaviours essential to employeeperformance

• Each behaviour linked to appropriatedevelopment advice and coaching tipsproviding in total over 100 development tips

• Over 50 standard job profiles (for exampleKey Account Manager, Credit Controller orHR Administrator) that can be used as is oramended.

Customer Contact Competency Inventory (CCCI)

56 > Development


The CCCI is a questionnaire, whichpermits the individual, and/ortheir manager and other team

members, to assess theirperformance objectively against16 competencies for 360°profiling. The CCCI developmentprofile is specifically designed tohelp structure a developmentdiscussion with the individual.

APPLICATIONS

The CCCI can be used with non-managerialsales and customer service staff forapplications including:

• Development

• Appraisal

• Performance management

• Team building

• Succession planning

• Skills audits

• Development needs analysis.

BENEFITS OF USING THE CCCI

• Provides a structured picture of anindividual’s performance from a variety ofdifferent viewpoints, enabling clearidentification of “blind-spots”

• Optional Development Profile facilitatesindividuals’ understanding of the results,prioritising their development needs andplanning development activities to improvetheir performance

• Forms one part of the Customer Contactintegrated range of selection anddevelopment tools, providing continuitybetween HR recruitment and developmentprocesses.


You will need to be 360° trained to administerthe CCCI.

How is CCCI administered?


CCCI COMPETENCIESMEASURED

People Focus

Relating to Customers

Convincing

Communicating Orally

Communicating in Writing

Team Working

Information Handling

Fact Finding

Problem Solving

Business Awareness

Specialist Knowledge

Dependability

Quality Orientation

Organisation

Reliability

Energy

Customer Focus

Resilient

Results Driven

Using Initiative

Development > 57

Inventory of Management Competencies (IMC)


The IMC provides a simple yetcomprehensive solution fororganisations wanting a costeffective competency-based 360°tool for managers. Based on amodel of 16 generic managementcompetencies, found throughresearch to contribute to superiormanagement performance, itprovides a structured assessmentof a manager’s performance.Designed with flexibility in mind,the inventory can be used as botha self-assessment tool and forothers to rate a manager, leadingto full 360° development.

APPLICATIONS

The IMC can be used with all levels ofmanagerial staff for applications including:

• Management development

• Performance management

• Skills audit

• Counselling

• Succession planning

• Team building

• Appraisal

• Development needs analysis

• Validation.

BENEFITS OF USING THE IMC

• Provides a complete picture of a manager’sperformance from a variety of differentviewpoints. The 2-page colour profile givesclear and succinct 360° information,enabling easy identification of “blind-spots”

• Question format ensures that all managersemerge with a range of strengths anddevelopment needs, forming the basis forconstructive, competency baseddevelopmental feedback

• Optional Expert narrative report

• Links to the SHL Personal Development Pack(PDP) which contains over 700 competency-based suggestions to help managers improvetheir performance. For further details seepage 60.


You will need to be 360° trained to administerthe IMC.

How is IMC administered?

Pencil and PaperBureau ScoringAutomated ScoringPCOnline

COMPETENCIESMEASURED

Managerial Qualities

Leadership

Planning and Organising

Quality Orientation

Persuasiveness

Professional Qualities

Specialist Knowledge

Problem Solving and Analysis

Oral Communication

Written Communication

Entrepreneurial Qualities

Commercial Awareness

Creativity and Innovation

Action Orientation

Strategic

Personal Qualities

Interpersonal Sensitivity

Flexibility

Resilience

Personal Motivation

Perspectives on Management Competencies (PMC)

58 > Development


The PMC facilitates constructive,in-depth 360° development ofmanagers, based on detailedassessment of 36 keymanagement competencies,viewed from multiple perspectives.

BENEFITS OF USING THE PMC

• A wide range of competencies

• Multiple options on report detail and price

• Easy to understand, user-friendly reports:

- PMC Selected Report

- PMC Standard Report

- PMC Premium Report

• Importance ratings for competencies enableprioritisation of strengths and developmentneeds according to their relevance to the job

• Computer-generated report provides veryspecific evidence of both strengths andbehaviours requiring change

• Questionnaires and reports can be tailored tofit your organisation’s own managementcompetency model

• Links to the SHL Personal Development Pack(PDP) which contains over 700 competency-based suggestions to help managers improvetheir performance. For further details seepage 60.


You will need to be 360° or OPQ trained toadminister the PMC.

How is PMC administered?

Pencil and PaperBureau ScoringAutomated ScoringPCOnline BureauOnline

PEOPLE

Leadership

Providing Direction

Empowering

Motivating Others

Developing Others

Attracting and

Developing Talent

THINKING

Analytical

Judgement

Information Gathering

Problem Analysis

Objective Setting

Management Control

Written Communication

Skills

Technical Skill and

Competence

ENERGY

Dynamism

Self Confidence

Impact

Decisiveness

Drive

Initiative

Persuasiveness

Oral Communication

Skills

Interpersonal

Interpersonal

Sensitivity

Teamwork

Building and

Maintaining

Relationships

Integrity

Flexibility

Stress Tolerance

Tenacity

Cross Cultural

Awareness

BusinessAwareness

Organisational

Awareness

Strategic Perspective

Commercial

Orientation

Cross Functional

Awareness

Innovation

Career and Self

Development

Operational

Concern for

Excellence

Customer Service

Orientation

Execution

PMC COMPETENCIESMEASURED

Development > 59

Directors Development Audit (DDA)


Designed by SHL in collaborationwith the Institute of Management,the DDA is part of a user-friendlypackage to enable prioritising ofinvestment in director-leveldevelopment and enhancementof board effectiveness. It uses a

model of 23 director competenciesimportant for success in these keyroles.

The package comprises aself–scoring audit instrument withan accompanying “self–help”developmental workbook authoredby the Institute of Management incollaboration with SHL.

The Audit is designed to be usedfor self-initiated diagnosis ofdevelopment needs, and can beused for self-assessment by theDirector. There is also the optionof gathering further feedbackfrom a variety of individuals ofsignificance to the Director, suchas the Chief Executive, ManagingDirector, other board membersand managers reporting to theDirector, leading to 360°development.

BENEFITS OF USING THE DDA

• An easy-to-use, cost-effective tool for thedevelopment of senior people, whoseperformance is critical to the success ofthe organisation

• May be used for self assessment or 360°development

• Covers a broad range of competencies,drawn from research by the Institute ofDirectors, Institute of Management,Management Charter Initiative and SHL,and applicable to top managers anddirectors in a wide range of organisations

• Enables directors to assess their owndevelopment needs, in a relevant andnon-threatening manner

• Provides a developmental framework for thepreparation of senior managers for potentialfuture board membership

• Facilitates the development of boardeffectiveness by identifying thecompetencies critical to success in whichmembers require development

• A special feature of the DDA is that it can beself administered and scored giving completeconfidentiality of the data.


There is no pre-requisite training to use DDA,although previous experience of 360°instruments is desirable.

How is DDA administered?

Pencil and PaperAutomated Scoring

Strategy

Strategic Thinking

Systems Thinking

Awareness of External

Environment

Entrepreneurial Thinking

Developing the Vision

Initiating Change

Championing Causes

Culture

Customer Focus

Quality Focus

Teamwork Focus

People Resource Focus

Organisational Learning Focus

People

Communicating

Creating a Personal Impact

Giving Leadership

Promoting Development of

Others

Networking

Operations

Governance

Decision-Making

Contributing Specialist

Knowledge

Managing Performance

Analysing Situations

Awareness of Organisational

Structure

COMPETENCIESMEASURED

Personal Development Pack (PDP)

60 > Development



No training is required to use the PDP.

How is PDP administered?

Pencil and Paper

The PDP is an empowering tool,designed to facilitate theconversion of developmentthoughts into action. It provides aself-help guide to enable people totake responsibility for their owndevelopment.

In a step-by-step, user-friendly manner the PDPguides the user through the processes of:

• Clarifying the competencies required fortheir role

• Summarising their strengths anddevelopment needs

• Planning their personal development

• Recording and reviewing learning.

It contains over 700 practical ideas for personaldevelopment, structured around the PMCmodel of 36 management competencies.

APPLICATIONS FOR THE PDP INCLUDE:

• Follow-up to any 360° development needsanalysis, e.g. PMC, IMC, pd360

• For use as part of:

- a development discussion

- a performance appraisal

- a development centre

- a career development review

• Suitable as an interactive tool for any linemanager or staff member requiring selfdevelopment

• Useful as a reference source fordevelopment specialists.

BENEFITS OF USING THE PDP

• A cost-effective tool, encouraging managersto take responsibility for their owndevelopment, moving the focus away fromover-dependence on formal training courses

• Provides hundreds of easy-to-access ideasfor development, including on the jobdevelopment activities, video and referencebooks, thus suiting a variety of learningstyles

• Covers a broad range of managementcompetencies relevant to a wide range oforganisations

• Links directly to the PMC, IMC and CCCIcompetencies, providing a streamlined toolto move development forward following360° feedback

• For specialists with internationalresponsibilities, a particularly useful partof the PDP is the International Resourcessection which identifies foreign languagedevelopment materials

• Tailored versions of the PDP enable it to beclosely matched to the specific requirementsof individual organisations.

Development > 61

Management Development Suite (MDS)



There is no prerequisite training to use theMDS, although previous experience of 360°instruments is desirable.

How is MDS administered?

Pencil and Paper

The Management DevelopmentSuite is a series of user-friendly,self-help diagnostic instruments,providing self-assessment or 360°feedback on an individual’seffectiveness in specific areas ofmanagement activity.

Five audits are available:Managing ChangeManaging PerformanceManaging TeamworkManaging RelationshipsManaging Culture

APPLICATIONS

The MDS can be used with all levels ofmanagerial staff, in training and developmentcontexts* including:

• Management development

• Self-assessment

• 360° development

• Counselling

• Management training courses

• One-to-one coaching

• Culture change programmes

• Team building.

*N.B. The MDS was designed specifically for use in development

contexts, for an individual to gain information on their relativestrengths and development needs.

BENEFITS OF USING THE MDS

• Easy-to-use, cost-effective tools facilitatingfocused development of managers to achieveenhanced performance

• Each Audit covers a specific area key tomanagerial and organisational success,allowing development to be focused oncritical areas

• Easy to complete and flexible in application

• Fully self-contained, requiring no computerprocessing, allowing results to be profiled onthe spot by the managers themselves

• Offer complete confidentiality of datathrough self-scoring, enabling the managersto assess their strengths and developmentneeds in a non-threatening way

• Profiles and results easy to understand, withaccompanying Action Leaflets providingadditional information on interpretation andideas, allowing managers to take ownershipof the results and hence their owndevelopment.

Career Pathfinder

General Abilities Profile (GAP)

62 > Development


SERIES 3 GRADUATE

GAP Series 3 is suitable for graduate standardcandidates requiring guidance and careerscounselling.

VERBAL REASONING

Product Code: VG3Time 25 Minutes

NUMERICAL REASONING

Product Code: NG3Time 30 Minutes


Product Code: DG3 Time 20 Minutes

SERIES S

The specific skills module (Series S) canbe used to supplement Series 3 and, ifappropriate, is suitable for any level ofcandidate.

CHECKING INFORMATION

Product Code: CGSTime 7 Minutes

RECOGNISING SHAPES

Product Code: SGSTime 12 Minutes

MECHANICAL UNDERSTANDING

Product Code: MGSTime 15 Minutes


You will need appropriate training inOccupational Testing to administer andinterpret the General Abilities Profile (GAP).

How are GAP tests administered?

Paper and PencilBureau Scoring

Career Pathfinder is a range ofcareer guidance instrumentsdeveloped to reflect the changesin the world of work over the pastten years.

CAREER PATHFINDER – QUICKSCAN

Quickscan is a self-assessment questionnairedesigned as a practical aid to career decision-making. It assists individuals to clarify theirinterests against six vocational areas and linkthis information to activities, competencies andwork types. It also provides practical jobseeking hints and advice for those looking fora new career.

Time 10–15 minutesNumber of Questions 60

CAREER PATHFINDER – IN-DEPTH

Career Pathfinder In-depth is a self-completionquestionnaire designed to aid career decision-making. In-depth can be used to meet eitherpersonal or organisational needs. It can be usedby anyone who wants a clearer picture of thepossible career directions, which suit theirpersonality, their preferred organisationalculture and the competencies they have tooffer.

Time 20–30 minutesNumber of Questions 150


No training is needed for Career PathfinderQuickscan. You will need appropriate training inOccupational Testing to administer CareerPathfinder In-depth.

How is Career Pathfinder administered?

Pencil and PaperBureau Scoring (In-depth only)PC

The General Abilities Profile (GAP)is suitable for careers guidanceand counselling. GAP forms aflexible, modular package, suitablefor comprehensive careersguidance and assessment.

SERIES 1 GCSE

GAP Series 1 is suitable for GCSE standardcandidates.

VERBAL REASONING

Product Code: VG1Time 18 minutes

NUMERICAL REASONING

Product Code: NG1Time 12 minutes


Product Code: DG1Time 14 minutes

SERIES 2 A LEVEL

GAP Series 2 is suitable for A-level standardcandidates.

VERBAL REASONING

Product Code: VG2Time 20 minutes

NUMERICAL REASONING

Product Code: NG2Time 25 minutes


Product Code: DG2Time 20 minutes

64 > Integrated Systems65 > pd36065 > Expert Online66 > Bureau Services67 > PC Expert Assessment System

Online and PC systems > 63

Harnessing the power of the computer

to manipulate large amounts of data

and linking to the Internet for fast

communication is the key to achieving

truly fast and effective selection,

assessment and development.

Many SHL tests and questionnaires

can be delivered via PC giving you

flexibility when implementing

technology based assessment and

development. This includes the

combination of SHL’s world leading

psychometric assessment expertise

with the communication power of the

Internet to devise innovative

approaches to help organisations

identify and capitalise on the potential

of their people.

Delivering Assessment Products:

Online and PC systems

Integrated Systems

64 > Online and PC systems


SOME OF THE THIRD PARTIES WE HAVEPARTNERED WITH:

amrisBrassRingchangeworknowfuture hrGTI Online SolutionsI-GRaspJobpartnersJobStreetnetmediapageuppeopleclickpeoplesolutionsProjectixrecruitmaxSAPTaleoWorld Careers Network

By combining world leadingpsychometric assessmentexpertise with the power of theinternet – SHL provides a fasteffective and secure method ofassessing candidates that cansignificantly help with recruitment,training and development.

SHL has a number of systemssolutions that can be integratedinto client’s websites, their HRsystems or can operateindependently. The systems canbe client branded or used as is.

SCALABLE SOLUTIONS:

Our systems can integrate with your existingrecruitment, assessment and developmentstrategy.

Accessing the system couldn't be easier. All youneed is a computer and internet connection therest is down to us. There is no local installation,maintenance of software or upgrades ofcontent and software. All these are looked afterby SHL – deployment is quick and easy.

AN INTEGRATED APPROACH

Integration with HR information systems,workflow providers and ‘job-boards’.

We can interact directly with almost all thirdparty systems and have worked with and builtstrong relationships with all of the leadingproviders. A seamless connection between yourHR system and Assessment platform ensuresconsistency and reliability.


pd360

Expert Online



The training varies for each instrument.

How are Client Systems administered?

Online

pd360

The SHL pd360 system is a highly flexible,online system capable of running 360°multi-rater assessments and managingindividual development plans.

Competencies define each job profile using theSHL Universal Competency Framework™ or byintegrating your own organisation’scompetencies.

Multi-rater assessments can then beundertaken to identify an individual’s strengthsand development needs from a 360º viewpoint.

The system then provides access to a pool ofdevelopment advice and coaching tips. Linemanagers can then access information aboutstrengths and development needs for bothindividuals and teams.

EXPERT ONLINE

‘Expert Online’ is an online system which canadminister, score and interpret results from arange of SHL tests and questionnaires.Questions are displayed on-screen andresponses are automatically scored by thesystem, which can then produce profiles andreports on candidates just as a human expertwould, but in a fraction of the time.

The range of instruments and reports availablecontinues to expand, as does the languageavailability. Currently the following products areavailable through a selection of modules:

SIFTING MODULE (A)

Ability Screening Online (ASO) (unsupervised)

SELECTION MODULE (B)

Occupational Personality Questionnaire (OPQ32)Customer Contact Styles Questionnaire (CCSQ)Work Styles Questionnaire (WSQ N)Motivational Questionnaire (MQ)ITTS (DIT6) (supervised)CRTB (VC1.1 and NC2.1) (supervised)MGIB (NMG3 and VMG3) (supervised)AMT (VMT3 and NMT4) (supervised)

MANAGEMENT JUDGEMENT MODULE (C)

Scenarios

EXIT MODULE (D)

Exit Questionnaire (EQ)

360° ASSESSMENT MODULE (E)

IMCPMC

MULTI-LINGUAL MODULE (F)

Currently 7 European languages with morebeing added all the time.

Bureau Services

66 > Online and PC systems




How is Bureau administered?

Paper based – Bureau ScoringOnline

The Bureau Service from SHLoffers the speed and convenienceof assessment scoring, reportingor outsourcing the wholeassessment process. The service issecure and run by experts in theprocessing of assessments,allowing you the peace of mind toconcentrate on the importantparts of your job.

PAPER – BASED BUREAU SERVICES

SHL provides a Bureau service for thoseinstances where you would prefer SHL to scoreability tests and questionnaires and producequestionnaire profiles or reports for you. Testor questionnaire data can be emailed in, postedor faxed in using photocopies of answer sheets.

PAPER – BASED PRODUCTS AVAILABLE

Bureau is able to score all of SHL’s paper andpencil products.

SERVICE COMMITMENT

Bureau aim to turnaround work within 48hours of receipt under normal circumstances,although we try our best to accommodateshorter turnaround times if needed.

ONLINE BUREAU SERVICES

This area of Bureau’s offering is very popularbecause it offers you the ease and simplicity ofassessment online without the lead time ofsetting up your own internal assessmentsystem. On receiving your instruction we set upthe project and those taking part receive emailinstructions to access verbal or numeric tests,the OPQ or 360 feedback questionnairesonline. As soon as the candidates havecompleted the administration(s), you willreceive emailed instructions enabling access ofthe results.

ONLINE PRODUCTS AVAILABLE

Bureau is constantly looking to introduce newinstruments to the Online Bureau Service,however the core Bureau offering is as follows:

• OPQ32 (see page 29)

• MQ (see page 53)

• CCSQ (see page 36)

• PMC – 360° (see page 58)

• ASO – graduate level verbal and numerictests (unsupervised) (see page 10)

• NMG3, VMG3, DIT6, VMT3, NMT4, VC1.1 andNC2.1 (supervised) (see pages 17–20)

• pd360 (see page 55).

BENEFITS TO USING THE ONLINESERVICE

• No start up cost – You pay per candidate

• Speed – As soon as candidates are set up onthe Online Bureau System they can starttheir assessments

• Flexibility – Candidates can complete theassessment in their own time and at theirown location. You can assess as many or asfew candidates as you want, when you want.

SERVICE COMMITMENT

Bureau aim to set-up candidates for OnlineAssessment within 24 hours.


PC Expert Assessment System



How is PC Expert administered?

PC

The SHL PC Expert AssessmentSystem is a software system forPCs, which can administer, scoreand interpret results from a rangeof SHL tests and questionnaires.

Questions are displayed on-screenand responses are automaticallyscored by the system, which canthen produce profiles and reportson candidates just as a humanexpert would, but in a fraction ofthe time.

The Expert System will:

• Save you time and money

• Provide detailed analysis very quickly

• Ensure consistency of interpretation

• Provide extra guidance on interpretation

• Give a graphical report against managementcompetencies (OPQ32)

• Give additional information such as teamtypes and leadership styles (OPQ32)

• Hold all candidate data in a databasestructure.

Currently the following range of SHLassessment and development tools areavailable for the PC Expert System:

• OPQ32

• Customer Contact Styles Questionnaire(CCSQ)

• Work Styles Questionnaire (WSQ N)

• Motivation Questionnaire (MQ)

• Inventory of Management Competencies(IMC)

• Perspectives on Management Competencies(PMC)

• Advanced Level Ability Tests (NMG1, VMG1,VC1.1, NC2.1, DC3.1) (profiles only – no reports)

• Clerical Level Ability Tests (CP7.1, VP1.1, NP2.1,VS1, NS2) (profiles only – no reports)

• Technical Level Ability Tests (MT4.1, SIT7)(profiles only – no reports)

• Career Pathfinder In-depth (reporting only)

• OPQ Concept Model.

Existing Expert users can receive freeinstrument packs by downloading softwarefrom the SHL website.


SHL QUALIFICATIONS INPSYCHOMETRIC TESTING

SHL tests and questionnaires arepowerful instruments and use isrestricted to appropriately trainedindividuals. There are two levels ofqualification:

• SHL Level 1 – provides eligibility forBritish Psychological Society (BPS)Certificate of Competence inOccupational Testing Level A,allowing purchase and use of SHLAbility Tests

• SHL Level 2 – provides eligibility forBPS Certificate of Competence inOccupational Testing Level B(Intermediate), allowing purchaseand use of Occupational PersonalityQuestionnaires and the MotivationQuestionnaire.

If you have the BPS Certificate ofCompetence in Occupational Testing atLevel A, please call us to becomeregistered at SHL Level 1 to use SHLAbility Tests. To use OPQ, you will needto attend the Occupational PersonalityQuestionnaires course.

If you have the BPS Certificate ofCompetence in Occupational Testing atLevel B (Intermediate) and wish to usethe OPQ, you will need to attend theOPQ workshop.

68 > SHL Qualifications

SHL QUALIFICATIONS

Holder of BPS Certificate of Competence inOccupational Testing (Level B Intermediate)qualification

Holder of existing SHL Test Administration or Test Administration Plus qualification

Enables purchase and use of SHL Ability Tests (SHL Level 1)

OPQ Workshop1 day

Occupational Testing Conversion2 days

Test Administration

1 day

No existingqualification

Occupational Testing (OT)

3/5 days

Existingqualification(s)

Occupational Personality Questionnaires (OPQ + MQ)

3/5+1 days

Enables purchase and use ofOccupational Personality Questionnaires and Motivation Questionnaire (SHL Level 2)

ROUTES TO ACHIEVING SHL QUALIFICATIONS

Occupational Testing Conversion2 days

Enables use of SHL Ability Testsunder supervision of an

SHL Level 1 user

Holder of SHL Level 1 or BPS Certificate of Competence in Occupational Testing(Level A) qualification

Terms of Business > 69

1. Interpretation

1.1 In these Conditions:-

“Client” means the Delegate, the Registered User and theTest Administrator and any other person (legal or natural)purchasing or using the Company’s Materials.

“Company” means SHL (UK) Limited whose registered officeis at The Pavilion, 1 Atwell Place, Thames Ditton, Surrey KT70NE.

“Delegate” means the person sent on one of the Company’sTraining Courses.

“Materials” means test and training materials whether writtenor in the form of a video or software program.

“Registered User” means a person who has successfullycompleted a Training Course (and/or has passed a test) andhas been approved by the Company to be registered to usethe Materials.

“Test Administrator” means a person who has been trainedand qualified by the Company to administer aptitude testsand personality questionnaires under the supervision of aRegistered User employed in the same organisation.

“Trade Marks” means the OPQ and SHL registered trademarks and other trade marks of the Company.

“Training Course” means the Company’s training courses forClients designed to lead to the award of a certificate,registration or diploma.

1.2 The headings in these Conditions are for convenience onlyand shall not affect their interpretation.

1.3 These Conditions override any earlier conditions appearing inthe Company’s catalogues or elsewhere or referred to by theClient whether in the order or any negotiations.

1.4 These Conditions shall govern the contract between theCompany and the Client to the exclusion of any otherconditions.

2. Training Courses

2.1 Details of the fees for Training Courses and specific termsand conditions for Training Courses are set out in theCompany’s current brochure.

2.2 All invoices shall be paid within 30 days of the date of theinvoice.

2.3 The Client shall not be entitled to a refund of any TrainingCourse fees if written notice of any failure to attend orcancellation or postponement is received by the Companyfrom the Client less than twenty one days before the startdate of such Training Course, even if the failure to attend isbeyond the Client’s control.

2.4 Substitutions can be accepted providing the Delegate hascompleted any pre-course training requirements.

2.5 The Company has the right to alter Training Course details atany time.

2.6 The Company gives no guarantee that every Delegate will, onthe completion of a Training Course or the sitting of a test,obtain the award or relevant certificate, registration ordiploma.

3. Licences and Qualifications

The Company’s Conditions of Supply, from time to time, areincorporated into these Conditions. These include, withoutlimitation, the need for valid, paid-up, non-withdrawn licences(individual or corporate), for specified qualifications before anorder will be accepted or fulfilled and limits on the use ofMaterials. A copy of these conditions is available upon writtenrequest.

4. Conditions of use of Materials

4.1 Materials shall only be supplied to Registered Users andshould only be used by Registered Users or by a TestAdministrator under supervision.

4.2 A maximum of 3 Test Administrators may operate under thesupervision of 1 Registered User who must work at the samelocation. A Test Administrator must not use Materials withoutthe supervision of a Registered User.

4.3 Materials are for the Client's internal and non-commercial useonly, unless otherwise authorised by SHL in writing. For theavoidance of doubt, materials may not be passed on, re-soldor used for the benefit of any third party (including theassessment of candidates by the Client for third parties).

4.4 Manuals and User’s Guides can be supplied to any Client andshould be treated as confidential.

4.5 Materials are supplied on the express condition that they willbe used within the ethical guidelines set out in theOccupational Testing Handbook and Equal OpportunitiesGuidelines for Best Test Practice published by the Companyas updated by supplements and newsletters and inaccordance with these Conditions from time to time. TheCompany reserves the right to withhold Materials from thosewho do not comply with such guidelines and/or do not cancelthe registration of Registered Users who are responsible forsuch non-compliance.

4.6 In the case only of Multiple Assessment Series Materials“Registered User” in Conditions 4.1, 4.3 and 4.5 shall includeAuthorised Users as defined in the Conditions of Supply (seeCondition 3 above).

5. Leased Materials

5.1 Leased Materials remain the property of the Company andare supplied to Registered Users for an initial period of oneyear. Leases shall be automatically renewed on an annualbasis for a fee which is payable by the Registered User unlessat least one month’s written notice of termination is receivedby the Company before such automatic renewal.

5.2 Refunds will not be made on leased Materials returned partway through a lease period.

5.3 Lost or damaged leased Materials will only be replaced by theCompany upon payment of an additional charge by theRegistered User.

5.4 The Registered User to whom leased Materials are suppliedwill be held responsible for the lease fees payable for thoseMaterials until such a time as they are returned to theCompany, or until written confirmation is received by theCompany that another Registered User has taken overresponsibility for the payment of the lease fees and this hasbeen agreed in writing by the Company.

6. Intellectual Property Rights

6.1 The Client acknowledges that the copyright and all of theTrade Marks, trade names, patents and other intellectualproperty rights used or embodied in or used in connectionwith the Materials, including the manner in which they arepresented and all information, documentation and manualsrelating to them are the property of the Company unlessotherwise stated.

6.2 The Client shall not reproduce or copy or vary or adapt theMaterials by any means or in any way whatsoever or enter orconvert the same into any kind of information storage orretrieval system including but not limited to any form ofelectronic or computer system.

6.3 The content of the Company’s methods of scoring andprocessing results are secret and confidential and the Clientmust not disclose them to any third party which is not itself aRegistered User.

6.4 Answers must be given on the Company’s approved answersheets and Registered Users and Test Administrators are notpermitted to use any other materials or forms for suchpurpose since such use may prejudice the integrity of theresults and the Company’s intellectual property rights.

6.5 The Client acknowledges that the Trade Marks are theproperty of the Company and use of the Trade Marks by theClient will at all times be in keeping with these terms ofbusiness and the Client will seek to maintain theirdistinctiveness and reputation as determined by the Companyfrom time to time.

6.6 The Client will not use the Trade Marks in any way that couldbring the reputation of the Company into disrepute.

6.7 The Client will not use any mark or name confusingly similarto the Trade Marks in respect of goods similar to theMaterials and will not use the Trade Marks on any goods orservices other than the Materials.

6.8 The Client will not use the Trade Marks as part of anycorporate business or trading name of the Client.

7. Orders of Materials

7.1 All written orders must state the name and registrationnumber of the Registered User and must bear the signatureof the Registered User.

7.2 Course bookings can be accepted over the telephone by theCompany on the condition that they are confirmed either bythe Client signing and returning a faxed order form or byother written confirmation.

7.3 Materials can be ordered by telephone but will only besupplied to the Registered User’s address. Registered Usersshould notify the Company of any change of employer oraddress as soon as is practicable.

7.4 Where no Registered User remains in an organisation theCompany reserves the right to reclaim Materials until suchtime as a qualified Registered User is adequately trained touse such reclaimed Materials.

7.5 A Test Administrator whose employer does not, at a giventime, employ a Registered User must return all Materials tothe Company.

7.6 Title to the Materials shall not pass to the Client whilst theClient owes any sum of money at all to the Company.

7.7 Where the Materials ordered include computer software, theClient accepts that it is entitled to use the software only inaccordance with the Company’s Software Licence (the termsof which are incorporated into these Conditions), a copy ofwhich is available upon written request.

7.8 All invoices shall be paid within 30 days of the date of theinvoice.

8. Confidentiality

Each party shall keep confidential all information obtainedfrom the other pursuant to any contract between the partiesand shall not divulge information to any third party withoutthe other’s prior written consent. Each party shall ensure thatits servants, agents, employees and sub-contractors arebound by the provisions of this clause.

9. Data Protection

9.1 The Client shall comply with all the provisions of the DataProtection Act 1998 in relation to its use of the Materials.

9.2 The Client consents to the Company processingpersonal/candidate data relating to the Client for thepurposes of facilitating the Client’s use of the Materials.

10. Indemnity

10.1 All Materials are supplied only on the basis that the Companyincurs no liability to the Client, his or her employer or to anyother party whether in contract or in tort (includingnegligence) or otherwise in respect of any matter arising outof the use of the Materials or out of the interpretation of theinformation thereby derived by the Client, the Company orany other party, except that the Company is not limiting itsliability for death or personal injury arising from theCompany’s or its employee’s negligence, nor for fraudulentmisrepresentations which the Client has relied upon.

10.2All reports prepared by the Company represent opinionsbased on test results and must not be relied upon asstatements of fact. In particular, whilst the Company hasmade efforts to ensure that the Materials avoiddiscrimination based on sex, race and age, no guarantee isgiven that this will be avoided in the interpretation of thetests.

11. General

11.1 No waiver by the Company of any breach of these Conditionsshall be considered as a waiver of any subsequent breach ofthe same or any other conditions.

11.2 If any provision of these Conditions is held by any competentauthority to be invalid or unenforceable in whole or in partthe validity of the other provisions of these Conditions andthe remainder of the provision in question shall not beaffected thereby.

11.3 These Conditions shall be subject to and construed inaccordance with the laws of England and Wales and subject tothe exclusive jurisdiction of the courts of England and Wales.

11.4 The Company’s brochures and price lists shall be taken intoaccount in deciding what Materials are leased or require aLicence.

11.5 The Company shall not be liable for any default resulting fromcauses beyond its reasonable control.

11.6 A person who is not a party to these terms of business shallhave no right under the Contracts (Rights of Third Parties)Act 1999 to enforce any of these terms of business.

SHL(UK) LIMITED GENERAL TERMS OF BUSINESS

70 > Index

Alphabetical Page

Ability Screening Online (ASO) . . . . . . . . . . . . . . . . . . . . . . . . 10

Advanced Managerial Tests (AMT) . . . . . . . . . . . . . . . . . . . . 17

Applied Technology Series (ATS) . . . . . . . . . . . . . . . . . . . . . . 21

Automated Office Battery (AOB) . . . . . . . . . . . . . . . . . . . . . . 21

Brainstorm . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

Bureau Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 66

Career Pathfinder . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62

Corporate Culture Questionnaire (CCQ) . . . . . . . . . . . . . . . . 52

Critical Reasoning Test Battery (CRTB) . . . . . . . . . . . . . . . . 19

Customer Contact Aptitude Series (CCAS) . . . . . . . . . . . . . 19

Customer Contact Competency Inventory (CCCI) . . . . . . . 56

Customer Contact Simulation Exercises (MAS) . . . . . . . . . 50

Customer Contact Styles Questionnaire (CCSQ) . . . . . . . . 36

Directors Development Audit (DDA) . . . . . . . . . . . . . . . . . . . 59

Expert Online . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 65

Fastrack . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

General Abilities Profile (GAP) . . . . . . . . . . . . . . . . . . . . . . . . 62

Information Technology Test Series (ITTS) . . . . . . . . . . . . . 20

Integrated Systems . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64

Inventory of Management Competencies (IMC) . . . . . . . . . 57

Management and Graduate Item Bank 1–6 (MGIB 1–6) . . . 18

Management Development Suite (MDS) . . . . . . . . . . . . . . . . 61

Motivation Questionnaire (MQ) . . . . . . . . . . . . . . . . . . . . . . . . 53

OPQ32 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

OPQ32 Reports . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

OPQ Factor Model . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35

OPQ Images . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35

Operational Management & Graduate Exercises (MAS) . . 46

Overview of 360° Tools . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 54

Overview of Multiple Assessment Series (MAS) . . . . . . . . . 39

Overview of Occupational PersonalityQuestionnaires (OPQ) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27

Overview of OPQ32 Reports . . . . . . . . . . . . . . . . . . . . . . . . . . 30

Overview of SHL Ability Tests . . . . . . . . . . . . . . . . . . . . . . . . . 14

Alphabetical Page

PC Expert Assessment System . . . . . . . . . . . . . . . . . . . . . . . . 67

pd360 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55

Personal Development Pack (PDP) . . . . . . . . . . . . . . . . . . . . 60

Personnel Test Battery (PTB) . . . . . . . . . . . . . . . . . . . . . . . . . 22

Perspectives on Management Competencies (PMC) . . . . . 58

Practice Leaflets . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

Practice Tests . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25

QuickSift Competency Screening Questionnaires . . . . . . . 11

Scenarios . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

Strategic Management Exercises (MAS) . . . . . . . . . . . . . . . 40

Supplementary Ability Test Materials . . . . . . . . . . . . . . . . . . 26

Tactical Management Exercises (MAS) . . . . . . . . . . . . . . . . . 42

Talent Screener . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Technical Test Battery (TTB) . . . . . . . . . . . . . . . . . . . . . . . . . . 23

The SHL Multiple Assessment Series (MAS) . . . . . . . . . . . . 38

Universal Competency Framework (UCF) . . . . . . . . . . . . . . . 06

Work Skills Series – Manual Dexterity . . . . . . . . . . . . . . . . . . 24

Work Skills Series – Production (WSSP) . . . . . . . . . . . . . . . . 24

Work Skills Series – Transport (WSST) . . . . . . . . . . . . . . . . . 24

Work Styles Questionnaire (WSQ N) . . . . . . . . . . . . . . . . . . . 37

INDEX ALPHABETICAL

Index > 71

Job Level Page

Directors and Senior ManagersAdvanced Managerial Test (AMT) . . . . . . . . . . . . . . . . . . . . . 17Brainstorm . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16Directors Development Audit (DDA) . . . . . . . . . . . . . . . . . . . 59Fastrack . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16Inventory of Management Competencies (IMC) . . . . . . . . . 57Motivation Questionnaire (MQ) . . . . . . . . . . . . . . . . . . . . . . . . 53OPQ32 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29Perspectives on Management Competencies (PMC) . . . . . 58QuickSift Competency Screening Questionnaires . . . . . . . 11Scenarios . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16Strategic Management Exercises (MAS) . . . . . . . . . . . . . . . 40

Managers and ProfessionalsAbility Screening Online (ASO) . . . . . . . . . . . . . . . . . . . . . . . . 10Brainstorm . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16Fastrack . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16General Abilities Profile (GAP) – Series 3 . . . . . . . . . . . . . . . 62Inventory of Management Competencies (IMC) . . . . . . . . . 57Management and Graduate Item Bank 1–6 (MGIB 1–6) . . . 18Management Development Suite (MDS) . . . . . . . . . . . . . . . . 61Motivation Questionnaire (MQ) . . . . . . . . . . . . . . . . . . . . . . . . 53Operational Management & Graduate Exercises (MAS) . . 46OPQ32 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29Personal Development Pack (PDP) . . . . . . . . . . . . . . . . . . . . 60Perspectives on Management Competencies (PMC) . . . . . 58QuickSift Competency Screening Questionnaires . . . . . . . 11Scenarios . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16Strategic Management Exercises (MAS) . . . . . . . . . . . . . . . 40Tactical Management Exercises (MAS) . . . . . . . . . . . . . . . . . 42

GraduatesAbility Screening Online (ASO) . . . . . . . . . . . . . . . . . . . . . . . . 10Applied Technology Series (ATS) . . . . . . . . . . . . . . . . . . . . . . 21Brainstorm . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16Fastrack . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16General Abilities Profile (GAP) – Series 3 . . . . . . . . . . . . . . . 62Management and Graduate Item Bank 1–6 (MGIB 1–6) . . . 18Motivation Questionnaire (MQ) . . . . . . . . . . . . . . . . . . . . . . . . 53Operational Management & Graduate Exercises (MAS) . . 46OPQ32 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29OPQ Factor Model . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35Personal Development Pack (PDP) . . . . . . . . . . . . . . . . . . . . 60QuickSift Competency Screening Questionnaires . . . . . . . 11Scenarios . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

Information Technology staffAbility Screening Online (ASO) . . . . . . . . . . . . . . . . . . . . . . . . 10Brainstorm . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16General Abilities Profile (GAP) – Series 1, 2 & 3 . . . . . . . . . 62Information Technology Test Series (ITTS) . . . . . . . . . . . . . 20Management and Graduate Item Bank 1–6 (MGIB 1–6) . . . 18Motivation Questionnaire (MQ) . . . . . . . . . . . . . . . . . . . . . . . . 53OPQ32 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29Scenarios . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

Job Level Page

Junior Managers and SupervisorsAbility Screening Online (ASO) . . . . . . . . . . . . . . . . . . . . . . . . 10Critical Reasoning Test Battery (CRTB) . . . . . . . . . . . . . . . . 19Operational Management & Graduate Exercises (MAS) . . 46OPQ32 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29OPQ Factor Model . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35QuickSift Competency Screening Questionnaires . . . . . . . 11Tactical Management Exercises (MAS) . . . . . . . . . . . . . . . . . 42

Sales, Customer Service and Call Centre StaffAbility Screening Online (ASO) . . . . . . . . . . . . . . . . . . . . . . . . 10Customer Contact Aptitude Series (CCAS) . . . . . . . . . . . . . 19Customer Contact Competency Inventory (CCCI) . . . . . . . 56Customer Contact Simulation Exercises (MAS) . . . . . . . . . 50Customer Contact Styles Questionnaire (CCSQ) . . . . . . . . 36OPQ32 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29OPQ Factor Model . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35QuickSift Competency Screening Questionnaires . . . . . . . 11Talent Screener . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Administration and Clerical StaffAutomated Office Battery (AOB) . . . . . . . . . . . . . . . . . . . . . . 21Critical Reasoning Test Battery (CRTB) . . . . . . . . . . . . . . . . 19General Abilities Profile (GAP) – Series 1 . . . . . . . . . . . . . . . 62Motivation Questionnaire (MQ) . . . . . . . . . . . . . . . . . . . . . . . . 53OPQ Factor Model . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35OPQ Images . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35Personnel Test Battery (PTB) . . . . . . . . . . . . . . . . . . . . . . . . . 22Talent Screener . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Technical StaffApplied Technology Series (ATS) . . . . . . . . . . . . . . . . . . . . . . 21General Abilities Profile (GAP) – Series 1 . . . . . . . . . . . . . . . 62OPQ Factor Model . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35OPQ Images . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35Technical Test Battery (TTB) . . . . . . . . . . . . . . . . . . . . . . . . . . 23Work Styles Questionnaire (WSQ N) . . . . . . . . . . . . . . . . . . . 37QuickSift Competency Screening Questionnaires . . . . . . . 11Talent Screener . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Semi-skilled staffGeneral Abilities Profile (GAP) – Series 1 . . . . . . . . . . . . . . . 62OPQ Images . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35PC Expert Assessment System . . . . . . . . . . . . . . . . . . . . . . . . 67QuickSift Competency Screening Questionnaires . . . . . . . 11Talent Screener . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12Work Skills Series – Manual Dexterity . . . . . . . . . . . . . . . . . . 24Work Skills Series – Production (WSSP) . . . . . . . . . . . . . . . . 24Work Skills Series – Transport (WSST) . . . . . . . . . . . . . . . . . 24Work Styles Questionnaire (WSQ N) . . . . . . . . . . . . . . . . . . . 37

All LevelsCareer Pathfinder . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62Corporate Culture Questionnaire (CCQ) . . . . . . . . . . . . . . . . 52pd360 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 55Practice Leaflets . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25Practice Tests . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25Universal Competency Framework (UCF) . . . . . . . . . . . . . . . 06

INDEX JOB LEVEL

72 > SHL Offices

SHL OFFICES

SHL Australia

tel: + 612 8918 1000e-mail: [email protected]

SHL Belgium

tel: + 32 2 663 48 20e-mail: [email protected]

SHL Canada

tel: + 1 800 414 6814e-mail: [email protected]

SHL China


SHL Denmark


SHL Finland

tel: + 35 896 8149 440 e-mail: [email protected]

SHL France

tel: + 33 1 53 04 94 44e-mail: [email protected]

SHL Germany


SHL Greece


SHL Group


SHL Hong Kong


SHL Hungary


SHL India


SHL Indonesia


SHL Ireland

tel: + 353 (0) 1 288 3550e-mail: [email protected]

SHL Italy


SHL Japan


SHL Mexico


SHL Netherlands


SHL New Zealand


SHL Norway


SHL Poland


SHL Portugal


SHL Singapore


SHL South Africa


SHL Spain


SHL Sweden


SHL Switzerland


SHL Turkey


SHL UK

tel: + 44 (0)870 070 8000e-mail: [email protected]

SHL USA


The Client Support Centre

Telephone: 0870 070 8000Facsimile: 0870 070 7000Email: [email protected]: www.shl.com

Ireland Office

SHL24 Priory HallStillorganCo. Dublin, IrelandTel: 01 288 3550

Head Office

SHLThe Pavilion, 1 Atwell PlaceThames DittonSurrey KT7 0NETel: 020 8335 8000

London Assessment Centre

SHLEssex Hall1–6 Essex StreetLondon WC2R 3HYTel: 020 7836 0996

Manchester Office

SHLSuites 22 & 23 The Station Business CentreStamford New Road, AltrinchamCheshire WA14 1EPTel: 0161 924 2367

Scotland Office

SHL1st Floor, 69 Buchanan StreetGlasgow G1 3HLTel: 0870 070 9000

SHL Offices

SHL International Offices

> Introduction04 > Product Portfolio05 > Assessment products for Job Analysis09 > Assessment products for Screening and Sifting13 > Assessment products for Selection51 > Assessment products for Development63 > Delivering Assessment Products: Online and PC systems68 > SHL Qualifications69 > SHL (UK) Limited General Terms of Business70 > Index: Alphabetical71 > Index: Job Level72 > SHL Offices

Product Brochure

Product Brochure

For more information please contact;SHL, The Pavilion, 1 Atwell Place, Thames Ditton, Surrey KT7 0NE

Client Support Centre 0870 070 8000Email [email protected]

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