Our instruments are chosen and designed to complement each other, and have been exhaustively researched and independently validated. Our partner is member of the Association of Test Publishers and follows the International Test Commission's guidelines for computer-based testing and the use of the Internet. Our tools are available in Chinese.





The LPA™: Psychometric Assessment of preferences and style

LPA™ is a fully computerized 'expert' psychometric assessment system, with an integrated battery of questionnaires and tests - the LPQ. LPA™ takes the candidate through 6 assessments that cover the 29 characteristics shown in the table below. These are key areas that condition how a person functions as a member of a management team. The areas include team roles, conflict handling, work style, learning style, personality and managerial style.

 
Features & Benefits:
29 dimensions in 6 functional
categories covering Team Roles, Conflict Handling, Learning Styles, Work Styles, Personality & Managerial Style
Provides team audit and analysis utilities to support team building
Screen-based feedback that can be delivered remotely via the Internet
Offers job profiling with associated development recommendations for better job-matching
Management Themes to isolate key functional styles
Supports talent inventory and benchmarking
Powerful management utilities to provide organizational value added, including integrated statistical functions
Integrated Factor Analysis identifies underlying organizational trends
Identifies individual preferences and style and how these impact on organizational culture
Powerful support for cross-cultural understanding and coaching in JV and M&A situation

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MCPA™ : Assessment of Capability and Potential

The MCPA™ is a powerful research based instrument used as the basis for a structured interview for middle and senior management level. It is used to identify candidates' current level of capability and future potential. It also measures what we term 'flow' - that is to say how well their capabilities match their current responsibilities in the company or organization.

The form is a structured interview in which the consultant records a candidate's responses to a series of phrase cards that cover the following areas:

The MCPA™ is based on the Bioss theory of Levels of Work, which identifies 7 levels of organizational complexity, ranging from Direct Management to the Strategic Management. Together with IRIS, MCPA has already generated over 40,000 results gained from more than 300 Corporates worldwide. It is built upon 40+ years of research work, initiated by Elliot Jacques and completed by Gilliam Stamp.


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IRIS : Assessment of Potential

IRIS is a well researched structured interview process that helps employers to assess current and future capability of individuals at operational & middle management levels. It is specifically designed to assist organizations in volume recruitment and developing people to meet their staffing needs.

• Together with MCPA, IRIS has already generated over 40.000 results gained from more than 300 Corporates worldwide. It is built upon 40+ years of research work, initiated by Elliot Jaques and completed by Sheila Rossan.

• IRIS measures decision-making capabilities necessary at operational & middle management levels. Focusing on 5 key dimensions, the instrument provides vital information for selection decisions.

Assessed Areas

 

Complexity of situation

Achievement 

Concrete

Abstract

Time span

Short

Long

Decisions

Few, simple

Many, complex

Rules

Follow

Redefine

Organization & re-organization

Individual issue

Organizational issues


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The Assessment Center (AC)

The term 'Assessment Center' does not refer to a location, but to a process, which is used to evaluate a person’s range of competencies. It allows participants to demonstrate their strengths in terms of behaviours and thinking skills. They do not aim to test knowledge and technical skills. By doing this in a controlled and consistent environment everyone has an equal opportunity to demonstrate his or her capability. In the Assessment Center the candidate will complete a set of varied groups - and individual exercises that are designed to simulate different aspects of the work environment.

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EDA™: Performance review

The EDA™ is a powerful research-based 360°instrument, drawing on the observations of the candidate’s superiors, peers, and reports, as well as individual self-assessment. This multi-perspective assessment looks at 16 competencies, which are found to be critical to success for leadership and management at senior executive levels.
LPA™ offers the following functions:

Features & Benefits
Provides a full 360-degree review of performance
Offers simultaneous display of individual & group results
Covers both positive & negative aspects of performance
Leadership effectiveness measurement that includes emotional development (EQ)
Customizable to address any required competency framework with integrated statistical analysis for competency validation
Employee morale / attitude index

EDA Competency Framework
Skills & Abilities Personal Attributes Inhibitors
Professional Ability Interpersonal Skills Technical Shortcomings
Conceptual Flexibility Empowering Reports Selfishness
Long-term Vision Teamwork Arrogance
Conceptual Skill Objectivity Interference
Political Alertness Initiative & Commitment Temper

Inaccessibility

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Mapper™ JD Solution for Accountabilities

An easy Internet/ Intranet supported tool to design Job Descriptions (JD) based on 7 dimensions of Work. It helps both HR & Line functions to have transparent job roles and clear employee accountabilities.

Features & Benefits

Accountability Profiler: Capture job details & key accountabilities for high performance.

Easy internet / intranet supported job design.

Job Profiler: Assess Levels of Work in organization.

Assess job against 7 dimensions of work.

Organizational Charter: Map the organization by division, function or in total.

Enables design of future organizational structures.



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CPA™: Career Path Appreciation

The CPA™ is an intensive one-to-one structured interview process that is used exclusively for senior and executive levels. It is currently the most comprehensive process for identifying a candidate's current strength of capability and future potential and takes about 2-3 hours per person. Important areas of measurement are how the individual approaches work, makes judgments and solves problems. For more information, please go to our partners' Bioss website.

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