Corporate Assessment Tools
These reports are based upon multiple individuals responding to an internet based survey to get insight into the culture of the organization, team or group. This insight leads to a better utilization of the human capital within your organization. This insight also leads to managerial decisions in several functional areas of the organization - including processes for the hiring and selection of talent.
Below are the different types of reports, brief explanation and downloadable samples of the reports.
Organizational, OD, Cultural, Climate, Opinion, Satisfaction Surveys
These assessments are structurally similar and have the same feedback reports with different titles at the top. The key for these reports is the information provided from an entire organization, division of a large organization, functional group and larger teams or groups of individuals. The feedback is a valuable tool for engaging employees, getting organized or targeted feedback, connecting assumptions or perceptions held to reality, and benchmarking standards for future rollouts of training or processes.
There are different types of reports:
OD Survey Mean Score Report
OD Survey Favorable vs UnFavorable Report
OD Frequency Distribution
T.E.A.M.S.
A specialized assessment for Teams for uncovering the positives and negatives for the group. This assessment is designed to give you specific feedback on four primary categories needed for team success. These include: 1) Processes; 2) Relationships; 3) Work Management; and 4) Leadership. It can be used for small work groups up to entire organizations (usually small organizations as larger organizations use the OD Surveys with more demographic information and customized or selected topics.) Again, the three major types of reports are included for T.E.A.M.S. assessments.
T.E.A.M.S. Mean Score Report
T.E.A.M.S. Favorable vs UnFavorable Report
T.E.A.M.S. Frequency Distribution
360° Mulit-Responder Assessments
The 360° reports are used to give feedback to key individuals in management, leadership or other important performer positions. This usually involves the individual, their boss, direct reports and peers - thus the 360° approach. We have repors that can be customized to the job position requirements or leadership development versions for known leadership criteria. Sample reports can be found below:
360 sample Mean Score
360 sample Favorable vs UnFavorable
360 sample Frequency Distribution
Leadership Development Mean Score
Leadership Development Favorable vs UnFavorable
Leadership Development Frequency Distribution
Benchmarking Jobs
These reports are designed to benchmark a job or position requirements for success. It is a method used to eliminate or reduce the use of biases in the workplace. EEOC rules state that job related benchmarks are perferred over any subjective standard. If consistency in execution of job benchmarks are used within an organization, then it supports the EEOC policies and standards. This step is highly recommended in the selection and placement processes used in HR.
The Job Benchmarking Process
1. Identify the job to be benchmarked
2. Identify Subject Matter Experts
3. Identify Key Accountabilities
4. Prioritize and weigh Key Accountabilities
5. Respond to job assessment individually
6. Create a Multiple Respondent report to combine results
7. Compare the personal talent to the job benchmark
8. Discuss the results and implementation strategy
Below are several types of job benchmarks:
Behavioral - Work Environment
Behavioral - Workplace Behaviors
Motivators - Workplace Motivators
Competencies - DNA Job sample report - What level of Mastery does a person have with competencies?
TriMetrix Job - looks at Behavior, Motivators and Personal Talent Skills in one report
PerformanceDNA - looks at Behavior, Motivators and Competencies in one report
Job Comparison Reports
These reports allow for the combining of job benchmark and a talent report to be compared as to the degree of job matching with the talent. Several options are provided from very basic to the more complex for higher level positions. The TriMetrix reports combine Behavior, Motivators and Personal Talent Skills into one report. The PerformanceDNA reports combine the Behavior, Motivators and Competencies into one report. The GAP Analysis reports show zones for acceptable performance to non-acceptable zone levels - clears the opinions for each candidate relative to job requirements.
TriMetrix Multi-Talent to Job Comparison
TriMetrix Gap Analysis sample report
PerformanceDNA Multi-Talent to Job Comparison
PerformanceDNA Gap Analysis sample report
TriMetrix Coaching Reports
After you have decided which candidate are to be hired for a specific position, then you want a Coaching Report for the new employee. This report is very comprehensive and covers the "how," "why," and "will" the new employee perform in their new position. Having a complete understanding of the natural strengths and weaknesses of a new employee (executive, staff, sales or production) allows this individual to start fast and execute their responsibilities quickly and efficiently. Below you will find samples of these outstanding reports for coaching:
TriMetrix Coaching - Executive Version
TriMetrix Coaching - Sales Version
TriMetrix Coaching - General Employment Version
Specialty Reports
Career Planning Insights
This report gives clear insight into the job positions/titles that an individual is best suited relative to their behavior and personal ideal job requirements. It provides a list of job titles and positions for an individual to pursue for employment. Great tool for the individual that is uncertain as to what jobs could they select for employment and job fit.
Sample Career Planning Insights report
Group or Team Wheel and Summary Reports
These reports are used to summarize the impact of team dynamics for managers to utilize the talents properly of each team member. The information contained in these reports allow for a manager or HR internal consultant to align the manager's expectations of team member performance. Very usualful information discussed to give a full understanding of team dynamics and interaction. We have team reports for both the Behaviors and the Motivators. Remember, these are summaries of the individual reports - so the individual reports must be completed first.