Sneak peak at GAPPS4 - GAPPS3 on ProfileSense

8/8/2019 Sneak peak at GAPPS4 - GAPPS3 on ProfileSense

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GAPPS4 – The Evoultion of GAPPS3 on ProfileSense™ Platform

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These materials, concepts and content are the intellectual property of Corporate Edge and/or Active Learning International and are

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copyright holder is a v iolation of copyright.

1

GAPPS3

on the ProfileSense™ Platform

A Sneak peak of GAPPS4

Available 2011

GAPPS4 – The Evolution of GAPPS3 onto the ProfileSense™ Platform by Hirelabs

CONTENTS

Important Notes ....................................................................................................................................................................................1

Evolution of the world’s first dynamic, valid and relaible customized leadership assessment tool ..........................................................2

ProfileSense™ The heart of our assessment services for you ............................................................................................................2

Administrator and Career Coaching training ........................................................................................................................................8

IMPORTANT NOTES

The information/materials contained within this document and other s ubmiss ions are to be used sol ely

for evaluation of our GAPPS4 Leadershi p assessment on the Profi leSense™ Platform from Hirelabs . We

greatly appreciate that you respect our IP and not divul ge any i nformation, format, ideas pra ctices or

phil osophy to parties that are not privy to this i nformation.





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EVOLUTION OF THE WORLD’S FIRST DYNAMIC, VALID AND RELAIBLE CUSTOMIZED

LEADERSHIP ASSESSMENT TOOL – GAPPS4

Corporate Edge Asia Pte Ltd i s a Singapore based Tal ent Management Consul tancy renowned for its effective,research-bas ed assessment and development services.

Our GAPPS3

leadershi p assessment is used extensi vely in Singapore and across the world to ass ess the leadershi p

potential and development needs for manageria l and senior leadership posi tions in busi ness, public sector and the

not-for-profit sector. GAPPS3

remai ns the only comprehensive leaders hip assessment tool vali dated and reliabi lity

tested in Singapore.

In 2010, Corporate Edge Asia Pte Ltd extended its as sess ment services by partnering with HireLabs Inc. a l eading

innovator in pre-employment testing services, util izing the la test research in the HR industry. Together, our goal is to

streamline and si mplify the HR decis ion-making process to maximize tal ent alignment while minimizing company

costs.

At the core of our products lies the Sense System™ that senses the ess entia l attributes of j ob applicants. Our

comprehensive tests are designed to provide an objective fil ter to the hir ing process; an added data point to what i s

unquestionably a difficult decis ion. Our products were developed to make an HR managers li fe easi er whil e saving you

time and money in the process .

Our products are built upon nearly two decades of research. HireLabs works in coll aboration with data coll ected from

the US Department of Labor and Stanford Universi ty to create the next generation in employment as sessments,

Corporate Edge Asia supplements this data with our 16 years appl ied research in Singapore and South East Asi a.

In an effort to cons is tently provide the most effective HR s olutions , HireLabs incorporates a dynamic design in itsproducts util izing Six Sigma s tandards.

PROFILESENSE™ THE HEART OF OUR ASS ESSMENT SERVICES FOR YOU

Profil eSense™ is an employee assess ment tool created to provide HR personnel with powerful data to

make the most accurate hiring decisi ons faster than ever before. Unlike current ass essment products,

Profil eSense™ adapts to your s pecific needs, al lowing you to measure appl icants against your “perfect”

employee.

Profil eSense™ is our flagship product that makes it reall y easy to manage, i dentify and fil ter out the best

of the best from a pool of appl icants applying for a posi tion in your company.

Profil eSense™ makes the difficul t and time consuming process very si mple and at the same time very

effective, providi ng top notch comparative anal ysi s of appl icants in real time, so you can spend more

time doing business than findi ng people.

Our Profil eSense™ service makes sure the appl icants applying for a job are tested in the best pos si ble

way. Tests are desi gned by researchers and subject experts from the top ins titutions of the world to

ensure the highest qual ity standards of the tests. We believe that it is not just the technical ski lls of the

appl icant that matter, but a ls o the personal s kil ls that enable the candi date to be of value to the

company. Thus Profil eSense™ assessments are created based on a number of tests; these are specific to

the job occupation. The HR manager can easi ly select a few s elected tests, set expertise level and create





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an assess ment. Theses assess ments are unique for each j ob descr iption and test candi dates for a perfect

match to adapt to the job requirements and the company cul ture.

TEST CUSTOMIZATIONAssess ments and tests are customized for cus tomers based on what attributes are i mportant to them, each job has

275 unique descriptors to choose from, al lowing you to as sess your appl icants on a micro level.

After traini ng, your own staff are abl e to cus tomize tests for speci fic positions or jobs.

CREATING YOUR CUSTOM OCCUPATIONAL DNA™

We have micro-ana lyzed individual attributes that compris e the Occupationa l DNA™ for each unique job type, and

from our research know the key di fferentia ting behaviours that distinguish an effective performer from a l ess effective

one i n specific occupation within specific identified organizational cultures and the impact of team leadership role

preferences.

A strand of Occupational DNA™ is di vided into genes – general regions such as behaviours and job specific knowledge,

ski lls , and abilities. These genes are divided into s pecific a ttributes such as emotional resi lience, achi evement

orientation, interpersonal sensi tivity and many more. The rel iable standards are validated on US Dept of Labor data

and our own 16 years pri mary research in Singapore and South East Asia.

Unlike every other assess ment system, customization is both remarkably easy and artifi cially intelligent.

1. The administrator chooses a Job Family – specific job

titles sui table for your organization only can be added to

make this as s traightforward as possible.

2. They then choos e the hierarchical level for the posi tion.

3. When appropriate, they identify an organizational

culture. These are bas ed on our extensi ve research in

Singapore and the region. Unlike other s ystems that rely

on data collected in the USA and Europe, ours is based

on these plus extensi ve primary researc h in Singapore

and South East Asia.

4. Admini strators ca n also choose to fulfi ll a particular team

role. This i s distinct form the job itself and is dependent

Choose Job Family

Choose Job level

• Organizational hierarchy, e.g. SeniorManager/Manager/Supervisor

Choose Organizational Culture

• By Geography/Style

Choose Team Role Required

• Distinct from job role - based on existing team

Choose Tests to include

Behavioural Tests

• System offers top 3 to 6 Behavioural tests knownto be dif ferenti aters for the job, culture, team role

Choose Job Specific Knowledge Skills a ndAbilities

• System recomm ends KSAs most frequentlyrequired for job

Finalize Customization

Add additional qualitative questions

Add Job Descriptions

Allow Free text reponse





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upon the existing team. For example, some teams are

imbalanced lacking an individual who, whil st s pecializing

in a particul ar job, challenges or innovates, comes up

with new ideas to improve processes for example.

5. These choices affect the recommendations of which

behaviours differentia te one candi date from another.

6. The Sense™ System then recommends the key,

differentia ting behavioural tests to incl ude.

Admini strators s hould use these, but they may choose to

exclude any of the recommendations or add other

behaviour tests.

7. The Sense™ System al so recommends job specificKnowledge, Skil ls and Abil ities (KSAs) that are typical ly

used to as sess this job. Admini strators may choose to

incl ude these or not. Additional tests from more than

275 distinct occupations are available as well .

8. Admini strators may add other custom elements to the

ass essment, such as a j ob descri ption, additional

quali tative questions and so on.

The admini strator si mply submits the customized test to the system and the a ss essment is ins tantly created and

avail able to send links to candidates.

PROFILESENSE™ REPORTS

ProfileSense™ Reports are intuitive and provide the user ins tant understanding of the strong areas and vulnerable

spots of each of the candidate. The reports are

formatted keeping i n view the two contrasting needs

most recruiters have: brevity and detai l. Whi le a

summary page gives al l the most cri tical information

about the candi dates, the indi vidual profiles of each

candidate is a lso provided for a comprehensive analys is





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along with the background on the tests standards and val idation. The reports can easi ly be exported to PDF versi on.

A summary recruiter report may be found at the end of this document.





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INTERVIEWER REPORTS

Interviewer, or more correctly, Career Coaches reports, are a summary report with speci fic behavioura l or experience

based questions recommended to probe in each identified behaviour. This enables career coaches to rapi dly ensure

that the candidate has evidence to s upport their profil e report, and enables the career coach to probe any doubtful

areas.

LEADERSHIP STYLE REPORTS

Leadershi p Style reports are avai lable for candidates who complete the full GAPPS3

Leadership assessment – all 15

key leadership behaviours. Customized or job specifi c ass essments that do not util ize all 15 behaviours are unable to

provide a valid leadershi p style report.

DEVELOPMENT REPORTS

Simil ar to the Interviewer reports, development reports are desi gned for HR and certifi ed coaches to quickl y identify

an i ndividual’s development areas. The s ystem li nks di rectly to our powerful onl ine leadership toolbox, with a

complete s eries of tutorials, cas e studies, si mulations, activities and templates.





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SYSTEM SCREEN SHOTS

1Reports Graphical Interface

2Behaviour and KSA Graphs

3Comparitive Analysis





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ADMINISTRATOR AND CAREER COACHING TRAININ G

System administration using our platform is very strai ghtforward. The system has been designed to be eas y to use and

navigate. The Sense™ system’s artifi cial intelligence makes creation and customization of a ss essments very easy. The

systems sends out email s to invi ted candidates with automatic or manuall y driven reminder emai ls .

Report production is s imply a matter of choos ing the report, which candidate to incl ude, a choice of individual or

summary reports.

The system uses an intuitive traffic li ght reporting system to speed up interpretation of resul ts.

The system identifies, as required, the top scoring candi dates, a top percentage of candi dates.

Career Coaching may or may not be the role of the s ystem administrator. Career Coaching training is an

essential ingredient of using our system. Career coaches are often the hiri ng manager, Human Resources

and or candidate interviewers. We refer to this as career coaching rather than i nterviewing because it i s not

just a case of finding out if the candidate fits the role and organization, forward-thinking recruiters al so want

to know how well the organization and role sui ts the individual.

In a development si tuation, career coaches are identifying the strengths and indi vidual potentia l. They need to know

what strengths the indi vidual should leverage to develop weaker areas or to groom them for a specific future role.

TRAINING

Our tra ini ng is experientia l and interactive. Admini strators use a demo of their own l ive system to l earn how to use

and navigate.

Career coaches use real examples of candidate profil es and role play si mulations to share their interpretation.

Admini strators and career coaches have access to our comprehensive onli ne support toolbox. This i ncludes specific

information on each behavioura l construct with examples of impact on the indi vidual and potential , common, i ss ues

associ ated with the behaviour. We have al so identifi ed common l inks to other behaviours or attributes with each

ass essed behaviour.

This knowledge and understanding enables the career coach to probe candi dates for recruitment or to as si st an

indi vidual identify a personal development area.

CONTINUED SUPPORT

Our s upport team are a lways ready and eager to help our cl ients. Our technical desk support any s ystem related

is sues, whilst our certifi ed career coaches and trainers s upport any questions or i ss ues with interpretation and, whenrequired, coachi ng an individual who’s as sessment may have identifi ed a deep is sue that requires direct support and

guidance.



alent Score Card - Aaron Yang Private and Confidential

Management and Leadership Summary

Trusted Manager who likes to work autonomously with a predominant Autocratic Leadership Style

Your assessment shows that:

You are pulled along towards your goals and others offer resources willingly when given the opportunity.

Leadership Behaviours Score Grade

Agaianst

Benchmark Training Interviewer Probing Questions

Developing 3 E Critical How do you make sure that your staff have adequate support?

Empowering 4 D Recommended How do you encourage you staff to solve problems?

Managing resources 4 D RecommendedGive me an example of how you have converted long term goals

into action plans.

Influencing 5 D RecommendedGive me an example of when you persuaded someone to change

their decision.

Intuitiveness 4 C OptionGive me an example of when you went against your intuition and

what were the consequences?

Emotional Resilience 4 C OptionGive me an example of how you maintained focus on a course of

action in the face of personal challenge.

Achieving 4 C OptionHow do you decide between issues and their likely impact of

success?

Conscientiousness 5 B Not neededGive me an example of when you pursued an ethical solution to a

difficult business issue or problem.

Engaging Communications 5 B Not needed What do you do to make yourself approachable and accessible?

Interpersonal Sensitivity 6 A Not neededGive me an example of when you changed your mind to do

somethin after someone su ested an alternate oint of view.Motivating 6 A Not needed

Give me an example of when you continued to pursue your

ob ectives in the face of uestionin .

Strategic Perspective 6 A Not neededWhat do you do to ensure that you are sensitive to stakeholder's

needs?

Critical Analysis and Judgment 6 A Not neededGive me an example of how you discerned the most appropriate

course of action to resolve a problem.

Vision and Imagination 7 A Not neededHow do you adapt your communication to different audiences

about the goals or objectives for the organization/team?

Self-Awareness 6 A Not neededGive me an example of how you deliberately make specific

attempts to change your own mood.

Talent Score Card

You are likely at the unconsciously competent stage of your learning. You make adjustments to your behaviour continuously without much effort.

Qualifications

BSc. Hons Business Mang 2002

Unviersity of Beijing

eport Generated 05 December 2010 By John Kenworthy - CELSIM Powered by ProfileSense



Copyright ©2010 CELSIM and ProfileSense – All Rights Reserved





Interpreting GAPPS Reference Manual

Copyright © Dr. John Kenworthy –all rights reserved www.celsim.com

Emotional Resilience What is Emotional Resilience?

Emotional resilience is the capability to perform consistently in a range of situations

under pressure and to adapt behaviour appropriately.

It is the capability to balance the needs of the situation and task with the needs and

concerns of the individuals involved.

The capability to retain focus on a course of action or need for results in the face of

personal challengeor criticism.

Commonly, Emotional Resilience is considered to be a person’s abil ity and desire to get up

again after being knocked down. Can they take the knocks that life will give them.

Useful quote for those who are in a state of ‘self -pity’: M. Scott Peck says “Life is difficult”.

Who told this individual that it was meant to be easy?

Levels of Emotional Resilience

Emotional Resilience Questions

What coping strategies do you have for a particularly challenging or difficult task.

Give me an example of how you coped in a particularly challenging or difficult task.

When you were last criticized for something, tell me what you do.

Give me an example of how you maintained focus on a course of action in the face

of personal challenge.

You are notable toperform

consistentlyunder

pressure noradapt yourbehaviour

appropriately.

You are littleable toperform

consistentlyunder

pressure oradapt yourbehaviour

appropriately.

You are ableto perform

fairlyconsistentlyunder

pressure andadapt yourbehaviour

somewhatappropriately.

You are ableto performconsistently

under

pressure andadapt yourbehaviourquite

appropriately.

You performconsistentlyunder

pressure andadapt your

behaviourappropriately.





Emotional Resilience links to:Emotional Resilience is closely linked to personal motivation levels and foundational belief

systems. What motivates this individual? What do they believe for themselves and/or about

others?

Low levels of achievingmay be connected. Do they have a personal goal? Can they envision

a future when such obstacles have been overcome?

Impact of Emotional Resilience levelVery low Emotional Resi lience can lead to a person “giving up” on themselves, their career,

even l ife. In acute cases it can lead to clinical depression. Usually this is when someone has

genuinely faced very serious obstacles repeatedly and has been getting back up each time,

now they simply feel they have “run out of energy”.

Very high Emotional Resil ience. Such individuals often have a desire and personal motivation

far beyond their real capabilities –most often these individuals have overcome a serious

hardship (many are disabled) or gone through a very traumatic experience and come

through. They have a “zest for life” beyond the normal. The potential danger is that this

person does not know when “giving up” (not words they ever use together) is actually the

more sensible option.

An individual with a need for high levels of safety and security is unlikely to have high

Emotional Resilience as well.

Low Emotional Resilience typical issues and considerationsCommon low Emotional Resilience issues Counselling considerations/tools and techniques

Little or no self -esteem. Establish root cause, potentially abuse, being

bullied, and stature?

Poor attitude towards work and others Perceptual positions work

Tendency to blame others for all problems Being at cause or effect

Creative and survival cycles of behaviour

Can flare to anger, even violence Uncover root causes

Job or career fit

Considering self-employment? Typically this needs very high levels of Emotional Resilience

or plenty of money saved.

Leadership roles with “hard to manage” staff doing tough jobs (very often such areas are

strongly unionized), requires high levels of Emotional Resilience.

Low levels of Emotional Resilience require jobs that are steady, often repetitive, with fewchanges in the organization or industry.





Development Links

Level

suitability

Title Format/Method

2+ Developing Resilience – just how do you

“keep on keeping on”?Six part e-Course

4+ Thriving in tough times Case studies4+ Bouncing Back – the game of resilience Game-based Simulation

1+ Where’s my mojo gone? Seven part e-Course

1+ Why I can’t be bothered –dealing with

depression

Seven part e-Course and

assessment

5+ Who’s your caddy? Finding new solutions to

difficult problems

Perceptual Positions activity

6+ From here to wow Assessment and 12 part e-

Course

Documents

Sneak peak at GAPPS4 - GAPPS3 on ProfileSense