TA expert system includes a wide selection of cognitive tests, personality, professional interests and work values questionnaires as well as specialized questionnaires for identification of high potential individuals and key personnel. Separate assessment tools are provided for assessments in a controlled (on-line assessment with restricted access) or supervised environment (supervised assessment in the presence of a HR expert).
Batteries of assessment tools are adapted according to key characteristics and difficulty of tasks associated with a particular post in order to successfully differentiate between candidates or employees at said post. Our expert staff in fields of psychometric assessment and occupational psychology is fully available to our clients in order to resolve any questions or issues related to the use of provided assessment tools.
These tests include assessment of verbal ability and deductive reasoning, speed of processing, working and short-term memory, procedural memory, memory retrieval, vocabulary range, general knowledge, abstract reasoning and verbal fluency.
Non-verbal cognitive ability tests
These tests include assessment of ability of mental rotations, sequence processing, attention, solving of non-verbal problems, understanding and deductive or inductive reasoning based on non-verbal and numeric information, speed of mental perception, ability of spatial orientation and visualization, as well as emotional intelligence (EQ).
The personality questionnaire assesses individuals’ key personality traits as defined by the Big 5+2-factor model (Opačić-Knežević, 2007): Destructive potentials (H), Extroversion (E), Disintegration (D), Openness to experience (O), Neuroticism (N), Conscientiousness (C) i Agreeableness (A).
Reliability: Cronbach coefficients of internal consistency alpha for individual dimensions: H=0,778; E=0,935; D=0,914; O=0,779; N=0,921; C=0,941; A=0,794.
The professional interests questionnaire is based on the Holland model (RIASEC OK, Opačić-Knežević) and differentiates between following types: Realistic (R), Investigative (I), Artistic (A), Social (S), Enterprising (E) and Conventional (C).
The questionnaire assesses individual’s professional value system based on the Occupational Reinforcer Patterns model and by taking into account a two-way exchange of needs and expectations between the organization and the individual. It distinguishes 6 categories of professional values.
The questionnaire is based on the COPE theory of strategies related to dealing with stress factors (Lazarusa, Folkman). It differentiates between eight basic coping strategies.
The Dealing with conflict questionnaire
The questionnaire is based on the »Rahim Conflict management Theory« model and differentiates between 5 types of behavior in conflict situations.
The Leadership style questionnaire (TTL)
The questionnaire is based on the theory of multi-factorial leadership (MLQ) (Bass & Avolio). It comprises 9 scales that measure three fundamental leadership styles: Trasformational (T), Transactional (T), Laissez-faire (L). It distinguishes efficient leaders from inefficient ones and measures efficiency of organization’s leadership.
Information obtained through psychometric assessment is available via automatically generated (yet adaptable) reports. The system offers a variety of reports such as the comprehensive Individual’s Professional Profile Report and a selection of detailed reports related to individual fields of assessment (i. e. the Detailed Personality Report), which should be interpreted by individuals with professional expertise in the field of psychology, as well as the Report on Individual’s Potential for Development of Professional Competencies which is suitable for independent use by any HR expert or decision maker involved with the personnel selection and development activities.
PREDICTING FUTURE WORK PERFORMANCE AND PROFESSIONAL BEHAVIORS
TA Expert system serves clients in their effort to predict individuals’ professional performance and behaviors by analyzing collected data with statistical and other methods.
Aside from using data available via the localized ONET statistical database, company-specific predictive modeling can be reinforced by using data collected via psychometric assessment, structured employment interview and work performance reviews.
Psychometric profile of a work post provides insight into importance of specific psychological characteristics for achieving desired//expected work performance at this particular post.
In the introductory phase of the system use, when required company-specific empirical data related to work performance and psychometric profiles of its employees is yet to be collected, the psychometric profile of a particular work post can be defined either on the basis of:
a. company’s HR experts’ particular instructions or;
b. data provided via the localized version of the ONET*Online statistical database.
Once the company-specific data is obtained by systematically tracking employees’ work performance and assessing their psychometric profiles, the process of creating company-specific psychometric work post profiles becomes based on a comprehensive data analysis by employing machine-learning methodology the expert system is equipped with.
Competency profile of a work post provides insight into importance of an individual behavioral competency for achieving expected work performance at this particular post.
In the introductory phase of the system use, when required company-specific empirical data related to work performance and psychometric profiles of its employees is yet to be collected, the competency profile of a particular work post can be defined on the basis of:
a. company’s HR experts’ specific instructions;
b. expert analysis of company’s competency model, if already in place (see: Informatization of the comeptency model), and data provided via the localized version of the ONET*Online statistical database.
Once the company-specific data is obtained by systematically tracking employees’ work performance and assessing their psychometric profiles, the process of creating company-specific work post competency profiles becomes based on a comprehensive data analysis by employing machine-learning methodology the expert system is equipped with.
Psychometric profiles of individual professional competencies define the influence of the elements of candidates psychometric profile in the recruitment process, or the existing employee on his long-term potential for the development of specific competence.
Longer systematic use of the expert system enables the preparation of customized psychometric profiles of individual competencies based on psychometric profiles and analysis of the development of individual competencies of existing contracting companies, where specific competence is crucial for the workplace, and the candidate / employee has enough time to develop specific competence.
Assessment of employee’s overall business performance over a period of time is comprised of assessment of his/her realization of set business goals and of reached level of behavioral competencies required at his/her work post.
The Total Assessment expert system enables HR experts to estimate individuals’ short and long-term overall business performance at a specific work place.
Individual’s short-term potential for business performance is estimated on the basis of comparison of:
a. assessed current level of professional competencies (based on performed structured behavioral interview or the TA360 degree evaluation method) with
b. the specific work post competency profile.
Individual’s long-term potential for business performance is estimated on the basis of comparison of:
a. individual’s psychometric profile (based on assessment with the TA psychometric assessment tools) with
b. the specific work post psychometric profile.
Expert system allows adjustment of individual psychometric and competency work post profiles to any client’s specific requirements.
Assessment of an individual’s potential for development of professional competencies provides relevant and actionable information required for strategical planning and management of company’s personnel in accordance with present and estimated future needs.
Assessment of an individual’s potential for development of professional competencies is based on comparison of:
a. his/her psychometric profile with
b. a psychometric profile of every professional competency relevant for a specific work post.
Expert system allows adjustment of psychometric profiles of professional competencies to any client’s specific requirements.
BUILT-IN TA7 COMPETENCY MODEL
The TA7 competency model is based on the outcomes of a study performed at the Texas A&M University titled »A meta-analysis of the criterion-related validity of assessment center dimensions« (Arthur, W., Jr., Day, E. A., McNelly, T. L., & Edens, P. S.; 2003). Through meticulous comparison of 168 dimensions related to professional behaviors and business performance which appear in various competency models worldwide and by establishing correlations with empirical psychometric data the study identified 7 key behavioral competencies which encompass all of the above mentioned dimensions.
Individual competency defines the level of understanding and command an individual has over a certain group of related behaviors which allow him/her to successfully perform in his/her work environment.
Clients who choose to adopt the built-in competency model can continuously upgrade the initial version by configuring individual competency profiles on the basis of collected employee data.