Professional Documents
Culture Documents
Thomas International is
the world leader in
people assessments
with a wide range of
psychometric tools that
provide accurate, vital
insights into
individual’s personality,
ability and emotional
Argentina
Austria
Australia
Solving your people puzzle Belgium
Botswana
Canada
Denmark
Finland
France
Germany
Presence in more than Greece
60 countries and Thomas Hong
Kong/China
tools are available in India
Indonesia
more than 63 languages Ireland
Italy
Kuwait
Mexico
Working with more than Netherlands
40000 client partners Norway
Poland
across the globe with Portugal
Russia
many of the fortune 500 Singapore
South Africa
companies Spain
Sweden
Switzerland
Turkey
UK
USA
Behavior Trainabili Emotional 360
al ty Intelligen Degree
Inventory Quotient ce Feedback
Competenc Assessmen
y Mapping t/Developm
ent Center
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Recruitment
Internal Promotion
Self-Awareness
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Purpose - HJA is a behavioral description of a
position. This indicates the major behavioral
traits/characteristics expected in the role/function
for successful performance.
Process - The process involves inputs from 3
people (stake holders) within the company. These 3
people should have a detailed understanding of the
job.
Outcome - The inputs by the 3 stakeholders
will be used to create the final job benchmark .
This benchmark will be used to segregate pool of
people and to identify the training needs.
Time – 20 minutes per HJA
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Purpose - PPA is the behavioral description of the
candidate / incumbent. This indicates major
behavioral traits/characteristics possessed by the
candidate.
Process –PPA is a short 7 minutes psychometric
exercise which will be administered online
a re A
p HJ
m s
Co V
P A
P and
y
l it
i
a tib ion
p cis
m
o de
Administer 7 c
k ke
c
e ma
minutes PPA
Ch
Candidate exercise
PPA
Graph
Three candidates have been short-listed, their information is as follows -
Sr.No Details Candidate Candidate Candidate
A B C
1 Education MBA MBA MBA
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Behavioral Requirement :
Sales 1.) He should have drive, assertion and the ability to
Manager
communicate with others in a logical manner.
2.)He should be prepared to meet opposition and resistance to
ideas, and pressurize others when deadlines have to be
met.
3.) He should be comfortable in the environment which is full of
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Recruiter’s Dilemma-Whom to Select ?
Sales Manager
Candidate A Candidate B Candidate C
HJA Candidate 1
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Action steps
Sources Progress Indicat
Training on Decision Making process covering various tools and Train people from
Training techniques, models and frameworks with assessment of current own team or function
decision-making pattern. on the modules
attended.
Organise your thoughts in advance so as to present clear and Take feedback from
persuasive ideas. Look at new ways to approach problem team members
OJT solving on a day-to-day basis.
Follow the recommended steps for all kind of decision-making -
define the true problem, analyze the possible causes, create
options, select the most feasible option, and then implement it.
Maintain Invest
Deselect Re-Align
Low on overall
How Long competency
/ Deselect requirement. Will
need longer time to
train
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Tool: Thomas Emotional Intelligence Quotient
Time: 25 to 30 minutes
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How Emotional Intelligence helps?
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Benefits of Emotional Intelligence
Accurate and objective way to measure emotional
competence in the work place
Enables people to harness the energy of negative
emotions for positive outcomes
Helps people to motivate themselves and others
Gives people the confidence and emotional ability to
manage change, embrace new ideas and procedures and to
Global Traits
•Adaptability
•Self-motivation
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Leadership Development
Executive Coaching
Self-Awareness
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Boss
Self
Vendor
s/ Peers
Custom
ers
Subordin
ate
360 Degree Feedback is a mechanism and a tool that provides each
employee the opportunity to receive feedback from people with whom
s/he works on a regular basis.
360 Degree Feedback is one of the best tools to
capture information about competencies.
“A competency is an observable and/or
measurable knowledge, skill, ability or
behavior that contributes to successful job
performance.”
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To the Organization:
Reinforced corporate productivity by linking
survey
items to organization’s competencies and
values.
Facilitates career development for the employees
Create a pool of Talent
Conduct relevant training
Brings in a culture of openness and trust
Effective Development of Leadership and other
competencies required to perform successfully
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To the Individual:
Perception is reality and this process helps
individuals
to understand how others perceive them
Acts as a trigger point for self-development
Individuals can better manage their own
# 1 Identify #3 Identify
Training 360 Degree level of
Improvemen
Needs Feedback t
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Competency
Funneling
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Analytical Ability
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Process Flow for Development Center
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Tool Summary
An important customer has a meeting to discuss
Customer meeting 1
some major areas of concern. The customer is irate
(Role Play) and needs immediate redressal.
An impromptu media interview where a media
journalist raises concerns about some key
Media Interview confidentiality issues. On the feet thought and
communication critical
Communication pieces, a RFP, Meeting briefs etc
In-tray exercise form a part of the in-tray.
Participant to develop a detailed proposal during
Proposal and the course of day1. Presentation based on this at
presentation end of day 2 will demonstrate commercial
awareness, business orientation etc
A critical meeting to resolve use of a surplus
Internal Department company budget. The need to deploy funds for the
Heads meeting 1 best purpose are juxtaposed with departmental
pressure on expectations.
Structured A Behavioral event based conversation
conversation
A timed exercise consisting of 6 – 8 situations
requiring spontaneous responses to tricky work
Fish Pond meeting situations. Nature of response in terms of originality
and number help understand innovative nature.
Tool Summary
A brief white paper presentation at a
Seminar presentation seminar (both written and oral or only
written)
A review meeting to discuss
Internal Department
improvisation of services to add value to
Heads meeting 2
a client
Final meeting at the end of two days.
Customer Meeting 2 Participant to submit a detailed proposal
(Role play) and make a presentation to a
prospective customer for new business
PPA & GIA will be administered online to
Psychometrics the candidate. (Emotional Intelligence is
optional)
Note: This list of tools and its content will differ depending upon the
position and the competencies to be captured
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Broad outlook of the process
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Illustration of Tool Matrix
Competenc Case Multi- In Group Role Casele Thomas
y Study Role Tray Simulatio Play ts PPA
Play n
Strategic √ √
Vision
Building √ √ √ √
Relationships
Planning & √ √ √
Organising
This table shows which competencies will be measured by which tools. Each
competency is designed to be measured by at least 2 tools.
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Executive Summary
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Feedback:
The process in
which part of the
output of a
system is
returned to its
input in order to
regulate its
further output
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Individual Development Plan:
Competency Name :
Nature of
Target Progress
Development Action Steps to be Others Support
Completion Indicators /
Tool taken by Employee Involved needed from
Date Result
Others
Assignments
/ Projects / In
place
Activities
Educational /
Training
Events
Self – Study /
/ Videos
Mentoring
1.) Scale of handling – We have a band width to handle more than
40 centers in one month
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A
n
al i s
ys ys
is al
An
Detailed description of candidate’s performance on
various competencies
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Contact:
Vaibhav Date
Sr. Consultant
09323135012
vaibhav@thomasassessments.com Back to main