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Psychometric AssessmentsJanuary 2021Disclaimer : All information represents SDF viewpoint. Information shared on psychometric tools has been taken from various publicly available sources and is subject to modificationSalto Dee Fe Consulting Service
Roadmap of PresentationWhat is a Psychometric Tool?What Does it Do?When is it Used?Tools AvailableUnderstanding Psychometric ToolsComparison SummarySalto Dee Fe Consulting Service2
What is a Psychometric Tool?PsychometricsMeasurement of psychological (psychosocial) phenomenainformed by:statistics psychology psychophysics cognitive science computer scienceincludes:educational measurementmath abilityreading abilitypersonality testingintelligence testingSource : MIT Paper ion.pdf)Salto Dee Fe Consulting Service3
Personality Tools What tools are most effective in revealing our personality?– Any tool which is personality based and has been tested for reliability and validity with “r of 0.6” can be used tounderstand ourselves– The tools should be relevant to the Corporate environments and should be tried and tested in suchenvironments. Should we use a Psychometric Tool?– Psychometric tools can can give us a great perspective on how people see us in our day to day lives. If we arereceptive, then this tool is the most effective development tool.– Rigorous assessment tools reliably predict real-world behaviors and desirable business outcomesr correlation coefficientSalto Dee Fe Consulting Service4
Assessment MethodsSince different tools have different usage, the chances of getting the right person increase; thus we recommendPsychometrics as a part of selection & development processAssessment MethodsRWork Simulations0.54Ability Tests0.53Interviews (Behavioral)0.48-0.61Development Centers0.65“Modern” Personality Tests0.39Bio-data0.38References0.23Interviews (Non-Behavioral)0.05-0.19r Criterion validity correlation with job performance(Robertson 2001, Adapted from Schmidt & Hunter)Salto Dee Fe Consulting Service5
Personality ToolsAny assessment tool should fulfill the following criteria, forsuccessful deployment in succession planning programs13High Reliability and ValidityContextual to the Organization52Detailed, actionable report4Predictive Capability forleadership successSnapshot of Strengths, andDevelopmental AreasSalto Dee Fe Consulting Service6
Personality ToolsThe Five Factor (OCEAN) Model remains the most validated, reliable, and universallyaccepted model for behavioral assessments.Willingness to try new activitiesTendency to be prone topsychological stressMore aware of theiractions, and outcomesConfident, sociallyoutgoing behaviorFriendly and cooperativeBoth SHL (for OPQ32) and Hogan use the FFM as the base on which they haveconstructed their model.Salto Dee Fe Consulting Service7
Roadmap of PresentationWhat is a Psychometric Tool?What Does it Do?When is it Used?Tools AvailableUnderstanding Psychometric ToolsComparison SummarySalto Dee Fe Consulting Service8
What Does it Do ?A Single tool can giveyou all the 4 ToolIndividualAssessmentIndividualDevelopment PlanDevelopmentJourneySalto Dee Fe Consulting ServiceGroup DevelopmentPlan9
What Does it Do ? Reduces time to hire Builds a highly qualified workforce Increases employee satisfaction Minimizes turnover (Job Analysis – Fit ofPersonality and a Job) Creates a strong organizational culture Widens the candidate pool -Can be given remotelyand scored electronically Eliminates bias (Conscious or Unconscious)Salto Dee Fe Consulting Service10
Roadmap of PresentationWhat is a Psychometric Tool?What Does it Do?When is it Used?Tools AvailableUnderstanding Psychometric ToolsComparison SummarySalto Dee Fe Consulting Service11
When is it Used?SELECTION Hiring – For Every Role and Experience Data Driven Hiring Decisions Assess and Identify Critical Competenciesfor a Role Leadership HiringDEVELOPMENT Identify Training Needs – Identify the SkillGaps Training Effectiveness – Analyze the Impactof Training Programs Succession Planning - Create & DevelopLeadership Pipeline Leadership Development –Evaluate RightAreas to Develop High Potential Identification &DevelopmentSalto Dee Fe Consulting Service12
Roadmap of PresentationWhat is a Psychometric Tool?What Does it Do?When is it Used?Tools AvailableUnderstanding Psychometric ToolsComparison SummarySalto Dee Fe Consulting Service13
Psychometric Tools Available MettlHogan AssessmentsCaliperSHL OPQTalent Enterprise AssessmentsOP 5 Personality Test (BIG 5)16 PFFIRO – B LIFOThomas ProfilingFacet 5Kareer MatrixPsychometricaMeritrac9 LinksInterview MochaSDF is tying up with Talent Enterprise, Dubai, a pioneer in this field – giving us direct access to many of these assessments.Psychometric Assessments used by SDFHOGANOPQCALIPERSalto Dee Fe Consulting ServiceTALENTENTERPRISE14
Roadmap of PresentationWhat is a Psychometric Tool?What Does it Do?When is it Used?Tools AvailableUnderstanding Psychometric ToolsComparison SummarySalto Dee Fe Consulting Service15
Assessment FormatsHogan, CaliperCaliper, Talent EnterpriseOPQ SHLTrue/ FalseLikert Scale orIpsative/Forced-Statements6 pointer scaleChoiceI enjoy going to partiesI keep my spirits up despite setbacksI am the kind of person who. True Strongly disagree Seeks out leadership roles False Disagree Can deliver results Neutral Likes to solve complex problems Agree Always keeps a positive attitude Strongly agreeSalto Dee Fe Consulting Service16
Hogan Assessments & ReportsHPI Hogan Personality InventoryDescribes normal, or bright-side personalityHDS Hogan Development SurveyDescribes the dark side of personalityMotives, Values, Preferences InventoryDescribes personality from the inside – thecore goals, values, drivers, that determine whatwe strive to attainJudgementMeasure participants’ information-processingstyle, decision-making approach, reactions &openness to feedback.The Hogan Business Reasoning InventoryDescribes reasoning style – the ability toevaluate data sets, make decisions and avoidrepeating past mistakesSelectionHogan AdvantageHogan BasisHogan Basis SalesHogan FitHogan ExpressHogan ConfigureGeneral EmployabilityHogan BasisHogan FitHogan ExpressHogan ConfigureHogan Basis o Dee Fe Consulting ServiceInsight SeriesHigh PotentialHogan 360 Leader FocusHBRILeadership Forecast Potential Challenge Values Coaching Summary17
Caliper Assessments & ReportsDesigned to identify critical success factors Leading ActiveCommunication InterpersonalSelectionIndian Sales ScreenerGeneral PotentialRemote Worker ReportEssentials for SelectionCaliper EssentialsHighlightsCaliper Essentials QuickViewDynamics Making Decisions Solving ProblemsCrisis & Recovery LeaderSenior Leader AdvisorCompetencyDevelopmentIndividual DevelopmentGuide Managing Processes Self Management Corporate SupervisorEducatorManagementMid-level ManagerSalto Dee Fe Consulting ServiceMid-level ManagerManagementCaliper Essentials forCoachingCrisis & Recovery LeaderSenior Leader AdvisorCompetencyCompetency Report forCoaching :Senior LeaderModel18
OPQ Assessments & ReportsSelection Leading and Deciding Supporting andCooperating Interacting and Presenting Analyzing and Interpreting Creating andOPQ Universal CompetencyReportPJM Selection ReportOPQ Universal CompetencyReportOPQ Manager Plus ReportDevelopmentConceptualizing Organizing and Executing Adapting and Coping Enterprising andOPQ Universal CompetencyReportEnterprise Leadership ReportOPQ ProfileExecutive Assessment Centerintegrated with Leadership inContextPJM Development ReportOPQ UCF DAPLeadership ReportOPQ Manager Plus ReportPerformingSalto Dee Fe Consulting ServiceOPQ UCF DAPEnterprise Leadership ReportExecutive Assessment Centerintegrated with Leadership inContextLeader Edge19
Talent EnterpriseThriving IndexAssesses behaviors, strengths, personality and emotion.Measures a total of 34 factors across 6 dimensionsPeople, Work, Organization, Self, Change, TaskSelectionThriving Index Insight ReportThriving Index Pro Report SeriesMotivators, Values and Engagement Attributes-The Work Perspective Index andTo understand whether the individual is driven by intrinsic(internal) or extrinsic (external) motivators across 10dimensions-The Alignment Perspective IndexTo understand how aligned, committed and engaged anindividual is to the organization across 7 dimensions:Contribution, Alignment, Empowerment, Attunement,Foresight, Prospection and SustainabilityDevelopmentThriving Index Insight ReportThriving Index Resource ReportAlignment Perspective Index (API)AGILE testsAssessment of cognitive ability and learning agilitySalto Dee Fe Consulting Service20
Roadmap of PresentationWhat is a Psychometric Tool?What Does it Do?When is it Used?Tools AvailableUnderstanding Psychometric ToolsComparison SummarySalto Dee Fe Consulting Service21
Comparison SummaryParameterAssessment QuestionFormatSituationCompetency ModelHoganTrue -False statementsNo Right / WrongAnswers reducing thechances of “Fake”ResponsesSHL OPQIpsative triadsThe forced choice formatof OPQ limits the extentto which candidates canfake, whereas mostpersonality instrumentsusing rating scale formatsare easily faked.CaliperTalent EnterpriseTrue/False questions,Questions based on a 6“five degrees ofpoint scaleagreement” questionscontaining” strongly agree”to “strongly disagree”responses.Also includesfigural/abstract reasoningquestions - analogies,series, and matrices.Both Selection andDevelopmentBoth Selection andDevelopmentBoth Selection andDevelopmentBoth Selection andDevelopmentHCM58 competenciesUCF20 competenciesCaliper Competency Model56 CompetenciesBased on in positivepsychology researchSalto Dee Fe Consulting Service22
ParameterReliabilityThe degree ofconsistency withwhich it measureswhat it is supposed tomeasure.ValidityValidity refers to theaccuracy of theassessment. Inessence, does itmeasure what it issupposed to measure?HoganSHL OPQThe average internal consistency The reliabilities of the UCFfor the HPI scales is .76, .71 for composite scales have a medianthe HDS, and .76 for the MVPI. and average of 0.91 across all 20competencies, ranging from 0.87to 0.94CaliperWith respect to the CaliperProfile, the test-retestreliability across severalstudies is .81.Talent Enterprise7 out of 10 Thriving IndexFactors have a CronbachAlpha higher than 0.6 (Themost widely acceptedmeasure of consistency)The predictive validity of theMean Validity Predicting LeaderHogan Personality InventoryOverall Performance is 0.25 for(HPI) is .29 for predictingGeneral Cognitive Abilityperformance across job families.The average validitycoefficient between CaliperProfile scores and jobperformance ranges from.25 to .47, which is at orabove industry standards.90% accuracy in candidateselection and fitmentdecisions based on insightsfrom the The ThrivingIndex factorsSalto Dee Fe Consulting Service23
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Validity Validity refers to the accuracy of the assessment. In essence, does it measure what it is supposed to measure? The predictive validity of the Hogan Personality Inventory (HPI) is .29 for predicting performance across job families. Mean Validity Predicting Leader Overall Performance is 0.25 for Genera
