Assessment | Paper and Pen Testing

Counterproductive Behavior Index (CBI)

Use this 15 minute test to uncover several counter productive behaviors in job candidates: un-dependably, Workplace Aggression, Dishonesty, Drug use, Computer Abuse, and Sexual Harassment

First View (FV)

This predicts the performance of the candidate in comparison to behavior that has been observed to be most effective in 15 job categories. You select the category that best matches the position you are hiring for.

 

Persuasive Sales, Management, Financial, Healthcare, Production, Telemarketing Sales, Customer Service, Information Technology, Food Service, Warehouse, Retail Sales, Administrative, Engineering, Hospitality, Driver

Power and Performance Measures (PPM)

This is a battery of nine (9) separate multiple-choice aptitude/ability tests that can be used for assisting in decisions on employee selection or training.

 

Abstract Reasoning, Verbal Reasoning, Numerical Reasoning, Perceptual Reasoning, Verbal Comprehension, Numerical Computation, Spatial Ability, Mechanical Understanding, Clerical Speed

Perceptual Reasoning

This is a 6-minute, multiple-choice reasoning test based on non-verbal principles and is recommended for positions involving science and technology.

Applied Power Test

This measures one's ability to solve problems through logical reasoning. It does not depend on prior knowledge. Use this 15-minute test to uncover several counter-productive behaviors in job candidates: Undependability, Workplace Aggression, Dishonesty, Drug Use, Computer Abuse, and Sexual Harassment.

Numerical Reasoning

This is a 10 -minute multiple-choice test of an individual's understanding of the relationships between sets of numbers. This test is recommended for positions requiring the understanding of numerical data.

Numerical Computation

This is an 8-minute multiple-choice test requiring the use of the basic rules of arithmetic. This test is recommended for Administrative/Clerical and Engineering/Technical positions. 

Processing Speed

This is a test of an individual's speed and accuracy working with simple data. This test is recommended for positions in the Clerical/Administrative field.

Spatial Ability

This is a 6-minute multiple-choice test of an individual's ability to solve problems by visualizing shapes in 3 dimensions. This test is recommended for positions in the Technical and Engineering fields.

Verbal Reasoning

This is a 10 minute, multiple-choice test of a person's understanding of verbal concepts, including comprehension and reasoning. This test is recommended for managerial and professional positions.

Verbal Comprehension

This is a 10-minute, multiple-choice test of an individual's ability to understand increasingly complex vocabulary. This test is recommended for Management and Professional positions as well as Administrative/Clerical.

Assessment of Competencies and Traits (ACT)

What makes top-performing managers successful and effective in their jobs? What do you need to develop inorder to achieve similar success? This collection of self-assessment exercises was created to provide every manager and supervisor with professional-development materials designed for high performance. 

Strategic Leadership Type Indicator (SLTI)

The Strategic Leadership Type Indicator (SLTi) is fast becoming the new standard for a 4-quadrant type supervisory leadership assessment. Trainers appreciate its simplicity combined with ample support materials but without burdensome certification requirements. Supervisors and managers like the emphasis on teaching the appropriate use of four different management styles, particularly the coaching style widely considered the most flexible and motivating supervision technique in wide use today.

Test of Supervisory Skills (TOSS)

The Test of Supervisory Skills (TOSS), formerly Elements of Supervision, is a 70-item, multiple-choice, untimed test that taps the knowledge required for successful supervision. Based on careful, repeated factor analysis of supervisory behavior, TOSS provides norms that allows a comparison of scores with a large (1,000+) number of supervisory and non-supervisory profile. The new version of this well-established screening instrument includes separate test booklets and self-scoring answer sheets and a revised, enhanced technical and administrative manual. TOSS is a valid instrument for evaluating both applicants for supervisory positions and those being considered for promotion to such positions.

Management and Organization Skills Test (MOST)

The Management and Organization Skills Test (MOST) provides a measure of an individual’s knowledge and understanding of how relatively complex organizations function as well as knowledge of the competencies and skills required for success in management and executive positions.

 

The purpose of this instrument is to differentiate between those individuals who possess this knowledge and understanding of general organizational and management principles and those who do not. Possession of this knowledge and understanding has clear implications for job performance in management and executive positions.

Manchester Personality Questionnaire (MPQ)

This valid, 120-item personality test provides a profile on 14 primary dimensions as well as the "Big 5" dimensions summary profile. 14 Scales include Originality, Rule Consciousness, Openness to Change, Assertiveness, Social Confidence, Empathy, Communicativeness, Independence, Rationality, Competitiveness, Conscientiousness, Perfectionism, Decisiveness, and Apprehension.

Trainers Assessment of Proficiency (TAP)

Most instructors receive very little feedback besides learner evaluations on how they are doing and where they can improve. The TAP assessment uses professional expertise and established standards for classroom performance to provide trainers a new and different benchmark to guide their professional growth.

The Psychological Type Indicator (PTI)

The Psychological Type Indicator (PTI) is a carefully crafted personality measure that is designed to give individuals guidance about their psychological (Jungian) type using the sixteen types (INTJ, ENTP, etc.) first presented by Carl Jung. The focus of the PTI is on providing individuals themselves, their managers and those who train them, with an understanding of personality and its effect on performance both inside and beyond the workplace.

DISC Styles Assessment

The HRD Press DISC Styles Assessment has been crafted specifically to assist organizations in understanding how behaviors impact the success of their employees and how it all links to the bottom line. Based on theories originally developed by Dr. William Marston in the late 1920s, and adapted for effortless facilitation and corporate buy-in, our DISCStyles Assessment is a highly validated tool trusted by several Fortune 500 companies, the United States Military, and professional consultants worldwide. 

This easily administered 30-item assessment includes the use of three interpersonal settings to maximize contextual authenticity (work, home, social). Each of the three standard interpretive graphs is plotted to enable a complete view of your preferred style, and since the DISCStyles Assessment can be completed in only 10-15 minutes, you gain valuable time for individual coaching sessions or group discussions.

 

Product Benefits:

  • Gain awareness of personal strengths and motivations

  • Uncover career development opportunities

  • Improve methods for interpersonal communication

  • Enhance conflict resolution ability

  • Create 360-degree feedback for your leaders

  • Build and strengthen teams

  • Improve professional relationships internally and externally

Key Benefits

  • Without buy-in you have nothing! MAP provides superior buy-in by all company stakeholders so that you can rest assured that all your managers have attained basic competency skill levels.

  • Participants buy-in because the MAP assessment videos depict realistic management scenarios.

  • Trainers buy-in because objective MAP data provides information on competence
    unclouded by personal preference and political environment.

  • Management buys-in because aggregate, objective training needs can be calculated and the next step training is designed to close skill gaps, fast.

  • Complete Implementation support available.

Key Features

  • Comprehensive Trainer’s Guide provides everything needed to administer the assessment online or in a classroom format, coach participants on their competency results and link-style information with competency scores.

  • Over 100,000 managers assessed. Individuals are compared to a large normative group. Industry-based norms are available for review.

  • The 12 competencies assessed in MAP are directly linked to ½-day training workshops, each focused on a single competency.

Uses of our Executive Assessments

ORGANIZATION

Personnel Action to provide performance data on key competencies that can help managers to make personnel decisions. 
 

Succession Planning to identify areas of needed managerial development for an individual to successfully move up to the next level in the organization
 

Organization Development to profile managerial performance by department, division, function, or other demographics that enable senior managers to strengthen weaker areas of performance. 
 

TQM and Benchmarking to upgrade the quality of managerial performance against norms for the organization and the industry group to which it belongs.

TRAINING

Training Needs Analysis to determine the training needs of supervisors and managers, thereby enabling the organization to invest time and money in training programs that have the best return on investment.
 

Team Development to identify the collective strengths and weaknesses of groups of managers who function as a team and develop action plans for team improvement
 

Evaluation of HRD Efforts to measure the impact of training and management development by using MAP as a pre- and post-training evaluation to assess individual and group improvement. 
 

Targeted Training to give trainers a profile of individual strengths and development needs so that courses can be offered on a needs basis with participants attending only those modules necessary.

 

 

INDIVIDUAL

Personal Growth to enable participants to prepare an Individual Development Plan that outlines the competencies selected for improvement, the actions to be taken, and the support requested.
 

Career Development to assess the competencies and styles/values of employees so that this data can be used as input to discussions and decisions relating to career path alternatives. 
 

Management Education to equip managers with an in-depth understanding of the 12 competencies that studies have identified as pivotal to the successful performance of managers in any organization. 
 

Partnership to strengthen the relationship between MAP participants and their managers as partners in their ongoing growth as they commit to implementing the Individual Development Plan. 

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