Assessment Products & Accreditation Catalogue by PSI Middle East, formerly Innovative HR Solutions

Assessment Products and Accreditation Catalogue

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Version 2 All information accurate at time of print - July 2011. © Disclaimer: All the information presented in the IHS Product Catalogue is accurate at the time of print. From time to time Test Publishers may change their product offerings and IHS incur no liability for this. Logos and the information detailed here is copyrighted by the respective test providers. All trademarks are copyright of their respective publishers. None of this can be used without permission. All rights reserved.

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A Library of Tools

Ability Tests

Specialised Assessments

3600 Assessments

Business Simulations

Accreditation

Introduction

Personality Assessments

What is the person’s ‘style’? see page 6

What can the person do? see page 12

Why do they do it? see page 18

How others see performance? see page 22

How do they ‘behave’? see page 26

How do I get trained? see page 32

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Introduction

Innovative HR Solutions have been the main supplier of quality psychometric products and consultancy in the Middle East for more than 10 years and continues to regularly develop its portfolio of products. Our qualified psychologists have selected the best assessment tools from around the world and are skilled at ensuring they are both suitable and useful for the Middle East. Our aim is to promote choice for our clients and to ensure that the assessments we provide are used appropriately and ethically. We provide access for appropriately qualified individuals to use the best assessment and psychometric products and offer accredited training to international standards of best practice. Our international partners include:

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Benefits Introduction

A psychometric assessment is a means of examining a person’s capabilities, qualities or characteristics in a quantifiable, structured and scientific manner. They provide a useful source of information that can be used to strengthen and guide decisions relating to selection, focused development, succession planning and everyday management. Key benefits of using assessment products from IHS include:

• Return On Investment – psychometric and assessment tools at IHS have been shown to improve hiring decisions and help identify useful developmental themes that help maximise employee performance. • International benchmarking – being able to compare individuals against a variety of local and international comparison groups. • Quality Assured – our products have been thoroughly reviewed by our team of Registered Psychologists and only the most reliable, valid and statistically robust assessments make it into our product offering. • Flexibility – psychometrics and assessment tools can be matched to existing competency frameworks or provide entirely bespoke assessments on criteria of your choosing. • International Best Practice – IHS subscribes to the British Psychological Society code of conduct for test use. Our training courses are scrutinised to conform to international best practice, as is our use of assessments.

This catalogue provides details of our assessment products across a range of applications. If you have any questions, or would like to further discuss your requirements, please get in touch with our team of organisational Psychologists at oncall@ihsdubai.com or +971 4 390 2778. We look forward to talking to you!

The Psychometric Test Library Team

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Introduction

Services

As we are firm believers in using psychometric tools in a fair and ethical manner, we take great pride in supporting the implementation of our tools with our team of experienced organisational psychologists. Therefore, we complement the tools in our library with the following services: IHS-On-Call A support service to help you with making decisions on choosing or implementing psychometric tools. A qualified Psychologist is on hand to answer any related query. You can access this by calling +971 4 390 2778 or emailing oncall@ihsdubai.com anytime between 8am and 5pm (UAE time), Sunday to Thursday. Breakfast Briefings A monthly gathering for HR professionals to share their experiences in using psychometric tools. New tools to the market and various applications are also covered. These are typically run on the first Thursday of each month in either Dubai, Abu Dhabi or Qatar. These are a fantastic opportunity for professional development and networking. To join the mailing list, please send an email to info@ihsdubai.com. Extra support Our team of qualified Psychologists are on hand to offer you any support required in interpreting psychometric tests. We can provide administration, feedback and personalised reports to further support your use of our products. Additional Analysis We can provide statistical analysis and reporting to add value to your interpretation and results. For example, we can develop your own internal benchmark, a norm group, after the completion of a large quantity of the same assessment. Furthermore, there are additional services, such as administering assessments, which we offer at a competitive rate.

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Client Support Introduction

At IHS, we believe in supporting our clients in whatever capacity they choose. There may be times when IHS can support you by delivering the whole solution. At other times, you might want some specific training initially but then be independent, using IHS only for product support. The following illustrates our Client Support Continuum:

IHS delivers solution

IHS works with you

You learn to deliver

You deliver it yourself

CLIENT In choosing a solution it is important to note that you need to cover the main behavioural aspects of a role. If you have a competency framework in place in your organisation, this will guide your choice. A lot of research has gone into aligning tools to be predictors of job performance, and there are roughly three different aspects that can be accounted for using psychometric tools : (1) Job Fit, (2) Aptitude, and (3) Attitude. In choosing a solution, the more areas you cover in the below diagram, the more success you will experience with your assessments. The following diagram illustrates how the tools at IHS match those aspects of job performance.

Assessment of Performance on the Job Personality Tools

Technical Assessments

Com pe t en

360 Tools

Observable Exercises

Job Fit

mew Fra

Technical Ability

ork Ability

Attitude

Aptitude

Specialised Tools 360 Tools

Ability Tests

Observable Exercises

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Personality Tools

Personality Assessments What is the person’s ‘style’? How someone behaves at work has a considerable impact on how successful they are. There is a consistency in the way people behave across situations and over time. Personality Tools

Personality tools help in identifying the typical manner by which people relate to others, approach tasks and respond to situations generally. At IHS, we have a range of personality tools from the world’s leading test publishers.

Tips and pointers • The trait-based personality assessments, such as NEO and Saville Consulting Wave, describe an individual’s personality through scores on different dimensions. • Type-based personality assessments, such as the MBTI , divide people into distinct groups. These are relevant when developing people and working with teams, but not appropriate in selection. • ‘Faking’ on personality assessments has been an issue of hot debate and most personality tools have in-built scales to counter this. For high-stakes selection decisions we would propose the use of a forced-choice format (an ipsative questionnaire). • Remember, appropriate accreditation is crucial to be able to use and interpret the personality assessments of your choice. ®

Symbol Key Purpose

Languages

Job Level

Training Requirement

Time

Norm Groups

Administration

Reports

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Personality Assessments Myers-Briggs Type Indicator® (MBTI®) Test Publisher :

Country :

Personality Tools

The MBTI® personality inventory has a wide range of applications to help promote growth and development within organisations. These include team building, career exploration, conflict management, retention, and leadership coaching. The MBTI is also particularly effective in exploring team dynamics and resolving team derailers. The MBTI determines personality type using four dichotomies: extraversion-introversion, sensing-intuition, thinking-feeling and judging-perceiving. In combination, these dichotomies produce 16 distinct personality types. MBTI Step II™ provides a further breakdown of these personality types. The final MBTI report and support material allows the individual to gain a deeper understanding of themselves and their interaction with others, helping them improve how they communicate, learn and work. These results are the initial step in building great leaders and teams and can be incorporated into a program of development to improve performance.

Saville Consulting Wave Test Publisher :

Country :

The Saville Consulting Wave is a comprehensive assessment which evaluates an individual’s motives, talents, culture/environment fit and competency. By involving personal motives, talent and preferred culture into a single measure, the results describe the interaction between three crucial areas which is key to achieving a competitive advantage in selection and development. Saville Consulting Wave assesses 36 areas with each dimension comprising of three sub aspects, which allows either a comprehensive or summary level of analysis. With an exceptional link to job performance, a dual response style, short administration time and separate versions for trained users and lay users, the Saville Consulting Wave provides an excellent insight to support selection, development, coaching, team building and managing talent. The Wave comes in two different versions – a full version (Professional Styles) and a shorter one (Focus Styles).

MBTI® Development • Directors • Senior Managers • Experienced Managers • Supervisors • Professionals • Entry-level

Selection Development

15-25 minutes

15 minutes (Focus Styles) 45-60 minutes (Professional Styles)

Online Paper-based English MBTI® Certification Programme — see page 34 International • Accredited user reports • Support materials • For options and prices see IHS Products and Training Price List

Saville Consulting Wave

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• Directors • Senior Managers • Experienced Managers

Online English Arabic (in progress) Level B Conversion – see page 37 International Middle East (in progress) • Accredited user reports • Non-Accredited user reports • For options and prices see IHS Products and Training Price List

Personality Assessments BarOn’s Emotional Quotient Inventory (EQi) Test Publisher :

Country :

The EQi is a self report questionnaire which provides a detailed look at how we understand and manage ourselves, our relationships with others, and our reaction to the stresses and demands of everyday life. It breaks down into 15 different subscales which can be grouped together into five broader scales. These scales include Intrapersonal, Interpersonal, Adaptability, Stress Management and General Mood. A key feature of the scales within the EQi is that they are developable – you can improve them with appropriate support and guidance. This makes the EQi one of the most progressive and developmentally focused questionnaires in the leadership development arena. Several report options exist linking the results to business related development activities.

EQi

Test Publisher :

Country :

The NEO Personality Inventory Revised is a general measure of personality based upon the prominent work of Costa & McRae and their Five Factor Model of personality which can be easily remembered through the OCEAN acronym.

Personality Tools

The EQi is a questionnaire based upon Reuven BarOn’s popular model of Emotional Intelligence. It is particularly useful for development purposes, and in certain circumstances for selection. Emotional Intelligence has been identified as one of the strongest predictors of leadership performance and is helpful in identifying how to get the most out of ourselves and others.

NEO Personality Inventory Revised (NEO–PIR)

Openness (to new experiences, feedback, and learning) Conscientiousness (organization, reliability, drive and structure) Extraversion (assertiveness, sociability, and empathy) Agreeableness (trust, care for others, and compliance) Neuroticism (anxiety, sensitivity, and temperament) The NEO-PIR works best when face to face feedback is given and it focuses on 30 individual personality scales which are associated with different aspects of the Five Factor Model. NEO-PIR can be used for both selection and development. The reports split the results into four useful sections: problem solving and decision making, planning, organizing and implementing, style of relating to others, and personal style.

NEO – PIR

Selection Development

• Directors • Senior Managers • Experienced Managers • Supervisors • Professionals • Entry Level

20-30 minutes

30-40 minutes

Online

Online Paper-based

English

EQi Certification – see page 43

BPS Level B – see page 36

International

• Accredited user reports • Non-Accredited user reports • For options and prices see IHS Products and Training Price List

• Accredited user reports • For options and prices see IHS Products and Training Price List

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Personality Assessments FIRO-Business™ Test Publisher :

Country :

Personality Tools

The “Fundamental Interpersonal Relations Orientation – Business™” is a popular tool for helping people understand their own and others’ behaviour within interpersonal situations. It builds on the popular FIRO-B® questionnaire using more business focused language and makes use of international comparison groups. It can be used to address a variety of issues including one-to-one relationships, teamwork and leadership development. FIRO – Business™ is based on the three basic interpersonal needs of involvement, influence, and connection to help understand why some relationships work and others do not. Understanding individuals’ personal needs is the key to relationship success and is useful among a variety of settings and applications. FIRO – Business is most useful in developmental activities where self awareness about how we behave in our business relationships is important.

Hogan Development Survey (HDS) Test Publisher :

Country :

The HDS identifies tendencies that are often referred to as the ‘dark side’ of personality - what we see when people are stressed. When under pressure, most people will display certain counterproductive tendencies or risk factors. Under normal circumstances these characteristics may actually be strengths. However, when an individual is tired, pressured, or distracted, these risk factors may impede effectiveness and erode the quality of relationships with customers and colleagues. The HDS assesses 11 behavioural tendencies that impede work relationships, hinder productivity, or limit overall career potential. These career derailers - deeply ingrained in personality traits - affect an individual’s leadership style and actions.

HDS Selection Development

Firo-Business™ Coaching Development • Directors • Managers • Supervisors • Graduates • Professionals

15-20 minutes

15 minutes

Online

English

English Arabic

Firo-Business™ Accreditation – see page 40 International • Accredited user reports • Non-Accredited user reports • For options and prices see IHS Products and Training Price List

• Directors • Senior Managers • Experienced Managers • Supervisors • Professionals

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Hogan Accreditation Training – see page 38

International • Accredited user reports • Non-Accredited user reports • For options and prices see IHS Products and Training Price List

Personality Assessments Hogan Personality Inventory (HPI) Test Publisher :

Country :

Motives, Values and Preferences Inventory (MVPI) Test Publisher :

Country :

The MVPI reveals a person’s core values, goals and interests. Understanding these areas is critical for determining the kinds of environments in which the person will perform best, and the kind of culture the person will create as a leader.

Through an ongoing program of research and development, the HPI continues to be an industry leader. The inventory has several unique features and evaluates people on seven well-known dimensions that influence occupational success.

The MVPI can be used to ensure that a new hire’s values are consistent with those of the organisation. The MVPI can also help diagnose areas of compatibility and conflict among team members. People’s values also influence their choice of jobs and careers, and so the MVPI can be used to develop career choices.

The HPI reports provide a detailed graph with definitions of the seven dimensions and provide information on identifying how the candidate is likely to act in various circumstances.

HPI Selection Development • Directors • Senior Managers • Experienced Managers • Supervisors • Professionals • Graduates • Entry-level 15-20 minutes

Personality Tools

The HPI has a 25-year history of successfully predicting employee performance and helping companies reduce turnover, absenteeism, shrinkage, and poor customer service. The HPI identifies the ‘bright side’ of the personality - what we see when people are at their best.

The MVPI comes in various report options that detail results on the ten core values.

MVPI Motivation • Directors • Senior Managers • Experienced Managers • Supervisors • Professionals • Graduates • Entry-level 15-20 minutes

Online

Online Paper-based

English Arabic

Hogan Accreditation Training — see page 38

International

• Accredited user reports • Non-Accredited user reports • For options and prices see IHS Products and Training Price List

• Detailed report with IHS interpretation • For options and prices see IHS Products and Training Price List

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Ability Tests

Ability Tests ‘What’ can the person do? Ability tests are widely recognised as one of the single best methods of predicting job success as they can measure current ability and future potential. Ability tests look at the extent to which a candidate is able to carry out various aspects of a job or role. They explore a variety of aptitudes, from verbal and numerical reasoning through to checking and administrative skills.

At IHS, we have different ability tests for the different levels within an organisation, spread across the assessment of different domains.

Tips and pointers • Ability tests come in batteries - basically a collection of tests suited for assessing a particular level. • Choosing the right comparison group to benchmark someone’s score against “a norm group” is important when working with ability tests. If an organisation strives for international standards, then international benchmarks are appropriate. Alternatively, there may be occasions where you would like to take into account a person’s specific background and Middle East norm groups may be more applicable in these cases. • IHS can help you develop your own norm groups. When you have at least 100 candidates that have completed a particular test, we can develop a comparison group using your own data. This can add even further refinement to your selection or development decisions. • The international standard qualification for best practice in the use of ability tests is the BPS Level A certificate.

Symbol Key

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Purpose

Languages

Job Level

Training Requirement

Time

Norm Groups

Administration

Reports

Abilit y Tests

In short, if you were hiring someone, ability tests would give you a measure of how able this individual is. In a development setting, ability tests give you an indication of potential.

Ability Tests Swift Comprehension Aptitude Test Publisher :

Abilit y Te st s

Country :

• Verbal Ability Test • Numerical Ability Test • Checking Ability Test

Test Publisher :

Country :

• Verbal Ability Test • Numerical Ability Test • Diagrammatic Ability Test

Swift Comprehension Aptitude is designed for use with Supervisors, Professionals and some Entry Level staff to assess their general reasoning skills.

Swift Analysis Aptitude is designed for use with Directors, Senior Managers, and Experienced Managers to assess their critical reasoning skills.

The Verbal Analysis test assesses the ability to evaluate complex written information such as understanding word meanings, comprehension, verbal inferences, material and comparison of arguments.

The Verbal Analysis test assesses the ability to evaluate complex written information such as understanding word meaning, comprehension, verbal inferences and comparison of arguments.

The Numerical Analysis test assesses the ability to evaluate numerical data, using tables, comprehending graphs and comparing data.

The Numerical Analysis test assesses the ability to evaluate numerical data, through understanding tables, graphs, numerical inferences and evaluating quantities.

The Error Checking Ability test assesses the ability to check the correctness of transposed information. This includes the ability to check letters, numbers, codes, and spot mistakes. The assessment measures general reasoning through short verbal, numerical and checking sub-tests, combined together.

The Diagrammatic Analysis measures the ability to evaluate processes represented through diagrams.

Swift Comprehension Aptitude Selection Development • Supervisors • Professionals • Graduates 10 minutes (total time)

Swift Analysis Aptitude

The assessment measures critical reasoning through short verbal, numerical and diagrammatic sub-tests, combined together.

Swift Analysis Aptitude Selection Development • Directors • Senior Managers • Experienced Managers 18 minutes (total time)

Online Paper-based

English

English Arabic

BPS Level A — see page 35

International Middle East

International

• Accredited user reports • IHS Interpretation for Non-Accredited users • For options and prices see IHS Products and Training Price List

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Ability Tests Swift Technical Aptitude Test Publisher :

Country :

• Diagrammatic Ability Test • Spatial Ability Test • Mechanical Ability Test

The Diagrammatic test assesses the ability to evaluate processes represented through diagrams. This includes the ability to understand logical rules, comprehending process diagrams and identifying causes. The Spatial test assesses the ability to recognise the shapes through estimating lengths and angles, recognising rotated shapes and visualising three-dimensional objects. the Mechanical test assesses understanding of mechanical problems, comprehending physical principles and estimating movement of object. The assessment measures practical reasoning through short diagrammatic, spatial and mechanical sub-tests, combined together.

Swift Technical Aptitude Selection Development • Technical

9 minutes (total time)

Test Publisher :

Country :

• Verbal Ability Test • Numerical Ability Test • Diagrammatic Ability Test TalentQ Elements represents a new generation of on-line dynamic assessments. Elements adapts to the candidate as they progress through the test and focuses on the individuals’ level of ability. This allows Elements to be deployed at all organisational levels, rather than choosing from different test batteries. Available to assess Verbal, Numerical and Abstract reasoning, Elements offers considerable time efficiency whilst offering high levels of psychometric rigour. The unique combination of adaptation based on a candidates responses and the in-built randomisation of Elements makes this suitable for un-supervised assessment when a subsequent verification test is used. TalentQ Elements is available online in both English and Arabic.

TalentQ Elements Selection Development • Directors • Senior Managers • Experienced Managers • Supervisors • Professionals • Graduates • Entry-Level 15-20 minutes

Online Paper-based

English

English Arabic

BPS Level A — see page 35

International • Accredited user reports • Non-Accredited user reports • For options and prices see IHS Products and Training Price List

Abilit y Tests

Swift Technical Aptitude is designed for use with technically oriented staff

TalentQ Elements

International • Accredited user reports • Non-Accredited user reports • For options and prices see IHS Products and Training Price List

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Ability Tests Raven’s Progressive Matrices Test Publisher :

Country :

• General ability and cross cultural learning agility

Abilit y Te st s

The Raven’s Progressive Matrices (RPM) is best understood as a general ability measure that is suitable for an international audience due to its lack of reliance on verbally presented information. RPM is regarded as a culture free test and items are presented through a series of shapes and patterns that test takers must understand and make associated decisions. The instructions for the test are available in a variety of different languages. RPM comes in two different difficulty levels: Raven’s Standard Progressive Matrices and Ravens’ Advanced Progressive Matrices. RSPM is suitable for supervisory or entry level management positions and RAPM is suitable for senior management and director level positions. RPM is available in both online or paper based and has timed and untimed versions.

Raven’s Progressive Matrices Selection Development • Entry level management to Director

42 - 47 minutes (when timed)

Watson-Glaser Critical Thinking Appraisal Test Publisher :

Country :

• General Ability

Watson-Glaser Critical Thinking Appraisal (WGCTA) is the leading critical thinking test used to assess and develop decision making skills and good judgment. Thousands of organizations and schools rely on WatsonGlaser each year to select great managers, develop highpotential professionals, and admit students into challenging programs. • Measures thinking, reasoning, and intelligence • Predicts judgment, problem solving, creativity & more • Classifies individuals as having low, average, or high critical thinking ability • Questions separate “bright” from “exceptional” WGCTA is available online.

Watson-Glaser Critical Thinking Appraisal Selection Development • Senior Management to Directors 35 minutes

Online Paper-based

English (instructions available in many languages)

English

BPS Level A — see page 35

• UK Management Population. • Middle Eastern norm group

• Over 14 different occupational norm groups

• Accredited user reports • IHS Interpretation for Non-Accredited users • For options and prices see IHS Products and Training Price List

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Ability Tests Advanced Numerical Reasoning Appraisal (ANRA) Test Publisher :

Country :

• Advance Numerical Ability

The Advanced Numerical Reasoning Appraisal (ANRA) measures higher-level numerical reasoning and is the equivalent of Watson-Glaser “with numbers.” Abilit y Tests

Numerical reasoning ability is vital for employees who need to make decisions using financial statements, trends and statistics, sales data, performance metrics and other information. ANRA can accurately predict a candidate’s ability to identify the most important information from a set of data, compare complex quantitative information, and break down information into essential parts. ANRA is available online.

Advanced Numerical Reasoning Appraisal (ANRA) Selection Development • Senior Professional 30 minutes

Online

English

BPS Level A — see page 35

• UK occupational norms • Accredited user reports • IHS Interpretation for Non-Accredited users • For options and prices see IHS Products and Training Price List

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Specialised Assessments

Specialised Assessments ‘Why’ do they do it? At times the scope of our work is more specific, and we need assessments for a particular purpose. Maybe it is a special challenge for the business, such as a team that is in conflict? Or a different requirement in the recruitment process? For example, in some industries safety-related concerns are often voiced and one way to encounter this would be to select people that are safety-conscious. Whichever way, our selection of specialised tools can help in a number of situations and across different purposes.

Tips and pointers • Try and avoid a scattered approach when using specialised assessments. Being consistent will bring you a lot more benefits. For example, if you have safety-related concerns and want to assess this, apply it across everyone in the selected group or level. • Some of these tools are narrow in their focus – be sure to talk to us beforehand to ensure your aims are covered!

Symbol Key Purpose

Languages

Job Level

Training Requirement

Time

Norm Groups

Administration

Reports

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Specialised Tools

At IHS, we have sourced a wide variety of specialised psychometric tools that have been successfully implemented in this region and these may be applicable for your particular aims. Further, if there is a specific tool that you have used in the past that you feel was successful, do let us know and we can research it and potentially source it for you.

Specialised Assessments Strong Interest Inventory®

Specialised Tools

Test Publisher :

Country :

Thomas-Kilmann Conflict Mode Instrument (TKI®) Test Publisher :

Country :

The Strong Interest Inventory® provides an in-depth analysis of individuals’ interests, which facilitates a high standard of career development.

The TKI® is a leading conflict management assessment identifying how different conflict-handling styles affect personal and group dynamics.

The assessment of clients’ interests is generated in relation to a broad range of occupations, work and leisure activities and educational subjects.

The TKI identifies an individual’s preferred mode of conflicthandling and provides detailed information about how the individual can use the modes most effectively.

Results describe personality, preferred work environment and general interests. Also described are areas of interest relative to specific occupational settings and preferred style of working, learning, leading, risk taking and team participation.

There are five different modes of conflict handling: competing, collaborating, compromising, avoiding and accommodation. None of these modes is more superior than another, however, each is appropriate depending on the situation.

These results enable the individual to discover and acknowledge their interests and consequently develop a plan of action for achieving a satisfying life of work and pleasure. A norm group representing a diverse demographic workforce means this measure can be reliably administered to all participants.

The TKI can be used effectively within an organisation to facilitate and improve team dynamics for development, leadership and coaching. The information provided to participants allows them to see beyond the negatives of conflict and to appreciate the opportunity to accept differing viewpoints, enhance communication and improve productivity.

Strong Interest Inventory®

TKI

Career Development

Conflict Management

• Directors • Senior Managers • Experienced Managers • Supervisors • Professionals • Graduates • Entry-level • College • High School

• Directors • Senior Managers • Experienced Managers • Supervisors • Professionals • Graduates • Entry-level 15 minutes

30 minutes Online Paper-based English

Online Paper-based English

Strong Interest Inventory — see page 40

None

International

• Accredited user reports • IHS Interpretation for Non-Accredited users • Support materials • For options and prices see IHS Products and Training Price List

• Detailed reports • Support materials • For options and prices see IHS Products and Training Price List

20 tools@ihsdubai.com

Specialised Assessments OneTest Work Safety Assessment Test Publisher :

Country :

Workplace safety is increasingly being seen as the responsibility of both the individual and the organisation. The OneTest Work Safety Assessment can be used to predict an individual’s attitudes towards safety during the recruitment and selection process. The results on the assessment show an exceptional link with safety-related accidents/incidents. Specialised Tools

The OneTest Work Safety Assessment measures safety control, risk tendency, drug aversion, attitude towards violence and stress management. This information can be used to minimise ongoing safety issues by hiring people who are identified as most likely to embrace safe work practices. As a result, companies are likely to experience higher productivity and lower absenteeism. This assessment is reliable and valid and based on local normative data.

OneTest Work Safety Assessment Workplace Safety • Directors • Senior Managers • Experienced Managers • Supervisors • Professionals • Graduates • Entry-level 10-15 minutes Online English None International Middle East • Detailed report • For options and prices see IHS Products and Training Price List

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360 Assessments

360º Assessments How do others see ‘performance’? Traditionally employees have been evolved by their line manager. However, in today’s complex working environment, this one-dimensional view makes it difficult to capture an employee’s performance across teams, functions, direct reports and with customers and suppliers. Therefore, the opportunity to comment on and assess performance from different perspectives adds valuable insight and increases the quality of the evaluation. 360o Survey Tools enable us to capture multiple perspectives. They collate feedback from a full circle of different sources that an individual works closely with. The following diagram illustrates this. Manager

Customers Self

360 o Tools

Peers

s Associates

Subordinates s

Tips and pointers • There are numerous rating errors and biases that can influence the accuracy of the 360º ratings. It is strongly advised to run a rater training session to help raters become aware of these. • Feedback is essential. A discussion of the results will help the candidates understand how others see their performance and what they need to do to improve. • 360º Surveys are strictly for development! Using them for appraisals, promotions or any selection decision can have severe negative consequences.

Symbol Key Purpose

Languages

Job Level

Training Requirement

Time

Norm Groups

Administration

Reports

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360º Assessments 360o Survey Tool

EQ360 (360 version of the EQi) o

Test Publisher :

Country :

This is a completely customisable option for gaining multiple perspective feedback from managers, peers, and direct reports within your organisation. The online 360º Degree Survey platform gives you the option to tailor the questions to your organisations competency framework, or other objective criteria. This means you can gather ratings on a manager’s performance against specific indicators that your organisation regards as critical.

360 o Tools

Both qualitative comments and quantitative ratings can be gathered from the different groups and collated into a single report. This along with one-to-one feedback; provides the individual with a full understanding of their strengths and areas for development at work. This can then be used to focus individual development.

Test Publisher :

Country :

The EQ360 is the 360 degree feedback version of the Emotional Quotient Inventory (page 11). It provides a multi-rater perspective on the emotional intelligence of the test taker factoring in the views of peers, managers, direct reports, and other groups as required. Confidentiality and anonymity are strictly protected and extended feedback is recommended so as to facilitate the construction of a developmental action plan arising from the results. The EQ360 is of particular use in coaching and development where an individual’s self perception may need to be challenged. The reports provide a clear comparison between the individual’s view and their raters’ view highlighting any differences and suggesting possible developmental actions. Several different reports exist linking the results to business related development activities.

Reports can be generated for different levels of the organisation, including the individual, team and organisation. The results are benchmarked against the organisation’s own performance – providing a powerful comparison for the individual to compare their ratings.

360o Survey Tool

EQ360

Development

• Directors • Senior Managers • Experienced Managers • Supervisors

Variable

Online

English

None

Organisation Benchmarked

• Customised report for targets • Customised report for teams • Customised report for organisations • For options and prices see IHS Products and Training Price List

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360º Assessments Wave® Performance 360 Test Publisher :

Country :

The Wave® Performance 360 is an online multi-rater survey designed for individuals to rate themselves and gather feedback on how others perceive their performance in relation to core competencies proven to predict success in the workplace. This 360º degree tool provides a dual reporting format so that individuals can see how their managers, peers, direct reports, and others rated them, as well as how this relates to an external benchmark. It also has the added benefit of gathering quantitative ratings and qualitative comments on their performance.

360 o Tools

The reports can provide information from the Wave® Performance 360 alone or combined with the Saville Consulting Wave Styles or Aptitude Tests. Incorporating these additional instruments can raise the individual’s awareness of the gaps between their performance and their potential. There are also options for development reports, which include specific suggestions to begin development planning for the individual.

Wave® Performance 360 Development • Directors • Senior Managers • Experienced Managers • Supervisors 12-15 minutes Online English None International Management & Professional Group ® • Wave Performance 360 Report • Wave® Performance 360 Report (with ability) • Wave® Performance 360 Premium Development Report • Wave® Performance 360 Summary Development Report • For options and prices see IHS Products and Training Price List

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Business Simulations

Business Simulations How do they ‘behave’? Business Simulations are exercises based on real-life business experiences. These exercises require the candidate to display knowledge, experiences and skills to achieve an outcome. Business Simulations encompass three different situations: working alone, working one-on-one and working with a group. Exercises are chosen on the basis of their relevance to important criteria (i.e. competencies) and at the level that best represents a match to the candidates’ current or future position. Typically, Business Simulations are combined to form a day of assessment – an Assessment or Development Centre. This is observed by a psychologist or trained assessor, who in turn notes the candidate’s behaviour and compiles it into a report against the specific criteria. At IHS, we have access to over 250 Business Simulations, and we can guide you to choose the combination of exercises that is most suitable for your needs.

• Sometimes choosing industry-related exercises may give an advantage to people with more experience in the field. It is advisable to choose an exercise from another industry to ensure behavioural skills are observed rather than technical knowledge • Training is not required if IHS manage the whole Assessment/Development Centre process for you. This is strongly advised when you first start using observable exercises. • Remember if observable exercises are combined to form an Assessment/Development Centre, it can become a heavy administrative exercise. A venue is required as well as co-ordinated schedules for everyone involved.

Symbol Key Purpose

Languages

Job Level

Training Requirement

Time

Norm Groups

Administration

Reports

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Business Simulation s

Tips and pointers

Business Simulations Group Discussions Test Publisher :

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Group Discussions are business simulations that provide participants with a work-related issue to resolve. Groups of four to six participants are observed working together. There are two different types of Group Discussions. NonAssigned Role Group Discussions are co-operative and unstructured discussions where participants’ teamwork and leadership skills are observed within a team environment. In Assigned Role Group Discussions, participants are provided with a brief allocating them different roles and competing objectives within the organisation.

B us in ess Simulations

Participants are evaluated against criteria which can include: flexibility, oral communication, analytical and decision-making criteria as well as commercial awareness and customer service.

Role Plays Test Publisher :

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Role Plays involve the participant interacting with a role player to simulate one-to-one meetings. Role Plays can be one of two types. In an Internal Role Play, an issue is raised with an internal employee, such as a performance review or a grievance. In an External Role Play, the participant is required to interact with an external party, such as a sales prospect, a vendor negotiation or a customer service situation. Role Plays allow participants to be assessed on various dimensions, including people development, negotiation, persuasion, management control and leadership. Exercises are available for engineering, finance, hospitality, manufacturing and retail sectors. Job type can also be accommodated for, with exercises relevant to customer service, management, production and sales.

Exercises are available for many industry sectors including finance, engineering, government and retail. Job type can also be accommodated for, with exercises relevant to administration, customer service and management.

Group Discussions Selection Development

Selection Development

• Directors • Senior Managers • Experienced Managers • Supervisors • Graduates • Entry-level

45-60 minutes

Up to 60 minutes

Paper-based

English Arabic

Assessor Skills Workshop — see page 45 Centre Manager Workshop — see page 46

Not Applicable • Customised report written by a specialist • For options and prices see IHS Products and Training Price List

Role Plays

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Not Applicable • Customised report written by a specialist • For options and prices see IHS Products and Training Price List

Business Simulations Fact Find Exercise Test Publisher :

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Fact Find Exercises involve the participant being given a very short summary of the circumstances surrounding an incident, and it is the participants’ task to use effective analytical skills to gather specific information from the resource person. The participant is allocated a small time period to make a decision and recommend the action to be taken, based on the information gathered. The decision is then challenged by the resource person and the participant is pushed to re-evaluate their decision. This task is ideal for assessing stress tolerance, planning, organising, judgment, problem analysis, decisiveness and persuasive oral communication.

Fact Find Exercise

Test Publisher :

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The Analysis Exercise, or Case Study as it is also known, involves the participant being given a large amount of verbal and numerical information regarding a specific work related situation. The participant is required to analyse the data, which includes text, tables and graphs, and produce a report with conclusions and recommendations. This exercise also provides an option to add a presentation to the report which allows the assessor to question ambiguous points and provides more areas for assessment. An Analysis Exercise is ideal for looking at attention to detail, planning and organising, commercial awareness, judgment, problem analysis and decisiveness, among others. The exercise is flexible, catering for many different industry sectors, business functions and job roles.

Analysis Exercise

Selection Development

• Directors • Senior Managers • Experienced Managers • Supervisors • Graduates • Entry-level

50 minutes

50-120 minutes

Paper-based

English Arabic

Assessor Skills Workshop — see page 45 Centre Manager Workshop — see page 46

Not Applicable • Customised report written by a specialist • For options and prices see IHS Products and Training Price List

Business Simulation s

Exercises are available for industry sectors including IT, manufacturing, pharmaceutical and retail, and job types including administration, customer service, management, production and sales.

Analysis Exercise

Not Applicable • Customised report written by a specialist • For options and prices see IHS Products and Training Price List

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Business Simulations In-Basket Exercise Test Publisher :

Country :

Test Publisher :

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The In-Basket Exercise involves the participant being given an in-tray which contains items specific to particular roles with regards to variety, complexity and volume.

In a Scheduling Exercise the participant is provided with background information describing a situation that requires the scheduling of limited resources.

The participant must manage the in-tray which might include letters, staffing issues, customer complaints, projects etc, within a specified time period. Participants can also complete a report form or interview to explain why certain items were not dealt with.

The Participant must analyse the data provided and prepare a plan indicating how the resources will be deployed to achieve a specific objective. Participants will also need to identify tasks which are contingent upon others, and those that can run in parallel. The participant’s responses are then compared to a model answer by the assessor.

This task is ideal to measure delegation, planning, organising, problem analysis, judgment, decisiveness and written communication skills. Exercises are available for industry sectors including IT, finance, manufacturing, government, retail and professional services as well as job types including administration and management.

B us in ess Simulations

Scheduling Exercise

In-basket Exercise Selection Development • Directors • Senior Managers • Experienced Managers • Supervisors • Graduates • Entry-level

Scheduling Exercises are ideal for assessing criteria that relate to planning and organising, problem analysis, judgement and attention to detail. The exercise can also be flexible, catering for many different industry sectors, business functions and job roles.

Scheduling Exercise Selection Development • Supervisors • Graduates • Entry-level 30-60 minutes

45-60 minutes Paper-based Paper-based English Arabic Assessor Skills Workshop — see page 41 Centre Manager Workshop — see page 42

English Arabic Assessor Skills Workshop — see page 41 Centre Manager Workshop — see page 42 Not Applicable

Not Applicable • Customised report written by a specialist • For options and prices see IHS Products and Training Price List

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• Customised report written by a specialist • For options and prices see IHS Products and Training Price List

Business Simulations Global Leader Test Publisher :

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Global Leader is a range of off-the-shelf candidate assessment and development tools that maximise leading edge design features and provide interconnected exercises that seek to create ‘day in the life’ continuity across assessment components. Candidates are placed in the context of a specific job in a specific organisation and proceed with meetings, one to one interactions and relevant analysis of problems. This format provides greater face validity and has a higher enjoyment factor for the candidate. The portfolio of exercises takes a global perspective, and it is specifically designed for customers that have a multinational presence or work globally rather than nationally. The simulations enable you to measure a wide range of competencies using a variety of popular exercise types. Business Simulation s

Global Leader Selection Development • Middle Management • Senior Management • Experienced Managers • Directors Up to 1 hour 30 mins Paper-based English Arabic Assessor and Centre Manager training from one of the global training providers

• Accredited user reports • For options and prices see IHS Products and Training Price List

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Accreditation

Psychometric tools provide a lot of indepth information about a person. Utilising any psychometric tool requires an adequate level of understanding of the tool to enable you to understand what decisions you can and cannot make as a result of someone’s profile. Therefore, an appropriate accreditation on the psychometric tools that you plan to use is necessary and IHS is licensed to run accreditation programmes on a wide range of tools. The courses offered by IHS are accredited by authorities internationally. This means that the qualification that you obtain locally is the equivalent to those awarded in the UK or US. Our trainers are experienced and continually monitored to ensure that the standards of our delivery match the sterling reputation of our providers.

Tips and pointers • All the accreditation courses are provided on an ongoing basis. For dates and availability, please contact us on info@ihsdubai.com or +971 4 390 2778. • Courses are regularly held in Dubai, Abu Dhabi, Doha and across the Middle East. • If there are a number of people in one organisation that want to get accredited on the same tool, IHS can run a special in-house program.

Accreditation tools@ihsdubai.com 33

Accreditation

MBTI Step I & II Certification Programme Test Publisher :

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The MBTI® Certification Programme helps you understand unique personality characteristics in order to offer others insight and appreciation for their strengths and development needs. It also gives you the opportunity to learn more about your own personality and how to use the MBTI results to enhance your effectiveness and to improve productivity and performance. Ethics of the use of the tool are also covered. ® The Step II programme allows you to master the more detailed MBTI results obtained from this version of the questionnaire.

The skills learned during the course are transferable to training, team building and communication. The workshop is intense and highly interactive and focuses on understanding the MBTI and applying the tool in the workplace. Experienced MBTI trainers are there to assist you throughout the course.

Accreditatio n

MBTI Certification Programme Course Objectives:

Accreditation and best practice application of the MBTI.

Course Duration:

4 days

Course Entry Requirements:

None

End-of-Course/ Certification Requirements:

34 tools@ihsdubai.com

• Pre-course reading. • Homework during the course. • Exams on each day of the course.

Accreditation

British Psychological Society (BPS) Level A Test Publisher :

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The Level A accreditation course is designed to enable delegates to: • Appreciate the differences across a wide range of published ability tests and interest inventories. • Evaluate and select appropriate ability tests for use within their own organisations. • Run professional test administration sessions and effectively interpret and feedback test results. At the end of the course, successful delegates become eligible for the BPS Certificate of Competence in Occupational Testing Level A. Level A is available through a blended online learning platform or as a face to face 2.5 day course.

Level A Course Objectives:

Course Duration:

Gives access to a range of ability tests for use in applications such as selection, potential identification and promotion. 1– 2.5 days*

Course Entry Requirements: End-of-Course/ Certification Requirements:

Accreditatio n

*Level A is run with Level B (page 42) as a ‘combo’ course.

None, although knowledge of statistics is useful. • Pre-course reading. • Homework during the course. • International standard test at the end of the course. • Active participation in the exercises during the course designed to ensure ethical and professional use.

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Accreditation

British Psychological Society (BPS) Level B Test Publisher :

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The Level B course will enable delegates to: • Gain a critical appreciation of personality theories and assessment methods. • Achieve proficiency in administering, interpreting and feeding back a specific personality questionnaire, including written feedback reports. • Understand how to introduce and apply personality questionnaires in selection, development, counselling and team building situations. • Relate the specific personality questionnaire to competencies. • Employ personality questionnaires appropriately to ensure organisational benefit. • Become familiar with the latest research findings in personality assessment. At the end of the course, successful delegates become eligible for the BPS Intermediate Level B qualification.

Accreditatio n

Level B

36 tools@ihsdubai.com

Course Objectives:

Qualifies individuals to purchase and interpret personality profiles for use in a wide range of selection and development applications.

Course Duration:

2.5 days**

**Level B runs after Level A as a ‘combo’ course.

Course Entry Requirements: End-of-Course/ Certification Requirements:

BPS Level A • Pre-course reading. • Homework during the course. • International standard test at the end of the course. • Active participation in the exercises during the course designed to ensure ethical and professional use. • Follow up skills assessment.

Accreditation

Level B Conversion Course Saville Consulting Wave Test Publisher :

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The Level B conversion course is available to those holding the BPS Level B certificate.. The conversion course will enable delegates to: • Achieve proficiency in administering, interpreting and feeding back the Wave Professional Styles. • Understand how to introduce and apply the Wave Professional Styles in selection, development, counselling and team building situations. • Relate the questionnaires to the measurement of competencies. • Employ the questionnaires appropriately to ensure organisational benefit. • Qualify to register as a Saville Consulting user.

Conversion Course Saville Consulting Wave Qualifies Level B trained individuals to purchase and interpret Saville Consulting Wave personality profiles for use in a wide range of selection and development applications.

Course Duration:

1 day

Course Entry Requirements:

BPS Level B from another test publisher

End-of-Course/ Certification Requirements:

• Skills assessment during the course.

Accreditatio n

Course Objectives:

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Accreditation

Hogan Accreditation Training Test Publisher :

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The Hogan Assessment Certification Workshop teaches participants to use the Hogan Personality Inventory (HPI), Hogan Development Survey (HDS), and the Motives, Values and Preferences Inventory (MVPI). This suite of tools are ideal to use in any selection and development setting to better understand the reported strengths and areas for development that the candidate reports. The Hogan Assessment Certification Workshop enhances each participantâ&#x20AC;&#x2122;s interpretive skills through advanced case studies, applied feedback, and coaching. Participants will conduct detailed interpretation and analysis of assessment results. In addition, participants will experience providing feedback on the HPI, HDS, and MVPI in group and individual settings.

Accreditatio n

Hogan Accreditation Training Course Objectives:

Accreditation and best practice application of the Hogan Assessment Tools.

Course Duration:

2 Days

Course Entry Requirements:

None

End-of-Course/ Certification Requirements:

38 tools@ihsdubai.com

â&#x20AC;˘ Successful demonstration of data interpretation and feedback proficiency will lead to documented certification on the Hogan inventories.

Accreditation

Strong Interest Inventory® Accreditation Test Publisher :

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This course gives a detailed understanding of the Strong Interest Inventory® and how to apply it when working with individuals seeking career direction. The RIASEC Model, the most established career model, is covered, along with the basics and practical side to giving feedback. The Strong accreditation covers the following areas: • Introduction to interest inventories and high level applications. • Introduction to Reliability, Validity, and Research basis. • How the tool is structured (GOTs, BISs, Oss, PSSs). • Administering the Strong Interest Inventory®. • Fundamentals of Feedback. • Applying the Strong Interest Inventory® in career counselling, career development, and career change. • Understanding the relationship to measures of job fit.

Strong Interest Inventory® Qualifies individuals to purchase and interpret the Strong Interest Inventory® for use in career development.

Course Duration:

1.5 days

Course Entry Requirements:

None

End-of-Course/ Certification Requirements:

Accreditatio n

Course Objectives:

• Reading the Strong Manual and accompanying material.

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Accreditation

FIRO-Business™ Training Test Publisher :

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The FIRO-Business® (Fundamental Interpersonal Relations Orientation – Business) Training provides the skills to administer and interpret the assessment competently and ethically. The course also looks at how to apply the FIRO-Business® in the workplace, including individual; team; and leadership development. Once qualified, individuals are able to purchase the tool. The two-day programme includes presentations and key readings as well as theory, real-life examples and activities. Participants will also get a chance to use the tool and provide feedback on others’ profiles. At the end of the course there is a short multiple - choice exam which, along with successfully completing feedback, will enable participants to obtain the qualification. Prior to the course participants are required to complete the FIRO-Business questionnaire. They will receive a: program workbook; the FIRO-B® Technical Guide, FIRO-Business® instrument results, FIRO-Business™ Report, and a copy of the Introduction to the FIRO-Business® Instrument booklet. Following the course, participants are strongly encouraged to practice using the tool in the workplace.

Accreditatio n

FIRO-B® Qualifications Programme Course Objectives:

Accreditation and best practice of FIRO-Business®

Course Duration:

2 days

Course Entry Requirements:

None

End-of-Course/ Certification Requirements:

40 tools@ihsdubai.com

• Successful completion of an individual feedback activity and achieving a pass-mark on the end-of-course exam

Accreditation

Assessor Skills Workshop Test Publisher :

Country :

The course aims to achieve a balance between theory and practice, so delegates complete and mark Assessment Centre exercises on each day of the course. By the end of the course, delegates will be able to: • Explain the key principles of Assessment Centres. • Recognise the relevance of competencies and explain how they manifest themselves in different Assessment Centre exercises. • Demonstrate their ability to effectively act as an Assessor using the Behavioural assessment process. • Describe their role during the Assessment process. This course is recognised internationally, giving participants the necessary qualification to use Assessment tools as part of more robust assessment exercises.

Assessor Skills Workshop Course Objectives:

Course Entry Requirements:

None

End-of-Course/ Certification Requirements:

Accreditatio n

Course Duration:

Develop assessing skills in a range of typical assessment centre exercises. 2 Days

• Prework. • Homework. • End of course test.** ** Participants cannot purchase exercises until they have completed the Centre Manager Workshop.

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Accreditation

Centre Manager Workshop Test Publisher :

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The course aims to achieve a balance between theory and practice, so delegates are asked to select appropriate Assessment Centre exercises based on job analysis and design Assessment Centre timetables amongst other practical activities. By the end of the course, delegates will be able to: • Describe different job analysis techniques and how these can be used to assist choosing appropriate exercises for an Assessment Centre. • Plan and describe the components of an Assessment/Development Centre event. • Implement all components of an Assessment/Development Centre event. • Demonstrate how to brief, coach, train and support Assessors through the process.

Accreditatio n

Centre Manager Workshop Course Objectives:

Develop skills in managing the process of designing and conducting assessment centres. This course qualifies users to purchase and responsibly use assessment material.

Course Duration:

2 Days

Course Entry Requirements:

Assessor Skills Workshop

End-of-Course/ Certification Requirements:

42 tools@ihsdubai.com

• Prework. • Homework. • End of course test.

Accreditation

Emotional Quotient Inventory Accreditation (EQi) / EQ360 Test Publisher :

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The BarOn EQI accreditation course focuses on developing professional interpretation and feedback skills using the EQi. With a developmental focus, the course explores the 15 scales in depth, and places an emphasis on the special attention one must place on issues such as: • Personal impact of results • Developmental action planning • Development of self awareness/impact on others • Appropriate levels of challenge during feedback The course focuses on the BarOn model of Emotional Intelligence and examines its theoretical underpinnings and practical applications. The tool has been extensively researched and has been found to have clear predictive links with leadership performance and success. An additional day following the EQi course introduces the EQ360 questionnaire, which involves a multi-rater perspective (e.g. manager, colleagues, reports) of emotional intelligence to compare against self ratings.

EQi/EQ360 Accreditation Certification and best practice usage of the EQi/EQ360 instruments in a professional context.

Course Duration:

EQi 2 days EQ360 1 day

Course Entry Requirements:

None

End-of-Course/ Certification Requirements:

Accreditatio n

Course Objectives:

• Submission of 1 EQi/EQ360 feedback report written by delegate

Call us on +971 4 390 2778

Dubai Office #G05 - 08, Block 3 Ground Floor, Knowledge Village, PO Box 502271, Dubai, UAE T: +971 4 390 2778 (Dubai)

Abu Dhabi

T: +971 2 495 0500 (Abu Dhabi)

Office #122

F: +971 4 366 4664

LLJ Business Centre

E: tools@ihsdubai.com

P.O. Box 26573, Abu Dhabi