Sneak Peak at GAPPS4

GAPPS4 – The Evoultion of GAPPS3 on ProfileSense™ Platform

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GAPPS3 on the ProfileSense™ Platform

A Sneak peak of GAPPS4 Available 2011

GAPPS4 – The Evolution of GAPPS

3 onto the ProfileSense™ Platform by Hirelabs

CONTENTS

Impor tant Notes ....................................................................................................................................................................................1

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

ProfileSense™ The hear t of our assessment services for you ............................................................................................................2

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

IMPORTANT NOTES

The information/materials contained within this document and other submissions are to be used solely

for evaluation of our GAPPS4 Leadership assessment on the ProfileSense™ Platform from Hirelabs . We

greatly appreciate that you respect our IP and not divulge any information, format, ideas practices or

philosophy to parties that are not privy to this information.






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

LEADERSHIP ASSESSMENT TOOL – GAPPS4

Corporate Edge Asia Pte Ltd is a Singapore based Talent Management Consultancy renowned for its effective,

research-based assessment and development services.

Our GAPPS3 leadership assessment is used extensively in Singapore and across the world to assess the leadership

potential and development needs for managerial and senior leadership positions in business, public sector and the

not-for-profit sector. GAPPS3 remains the only comprehensive leadership assessment tool validated and reliability

tested in Singapore.

In 2010, Corporate Edge Asia Pte Ltd extended its assessment services by partnering with HireLabs Inc. a leading

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

streamline and simplify the HR decision-making process to maximize talent alignment while minimizing company

costs.

At the core of our products l ies the Sense System™ that senses the essential attributes of j ob applicants. Our

comprehensive tests are designed to provide an objective fi lter to the hiring process; an added data point to what is

unquestionably a difficult decision. Our products were developed to make an HR managers l ife easier while saving you

time and money in the process.

Our products are built upon nearly two decades of research. HireLabs works in collaboration with data collected from

the US Department of Labor and Stanford University to create the next generation in employment assessments,

Corporate Edge Asia supplements this data with our 16 years applied research in Singapore and South East Asia.

In an effort to consistently provide the most effective HR solutions, HireLabs incorporates a dynamic design in its

products util izing Six Sigma standards.

PROFILESENSE™ THE HEART OF OUR ASSESSMEN T SERVICES FOR YOU

ProfileSense™ is an employee assessment tool created to provide HR personnel with powerful data to

make the most accurate hiring decisions faster than ever before. Unlike current assessment products,

ProfileSense™ adapts to your specific needs, allowing you to measure applicants against your “perfect”

employee.

ProfileSense™ is our flagship product that makes it really easy to manage, identify and fi lter out the best

of the best from a pool of applicants applying for a position in your company.

ProfileSense™ makes the difficult and time consuming process very simple and at the same time very

effective, providing top notch comparative analysis of applicants in real time, so you can spend more

time doing business than finding people.

Our ProfileSense™ service makes sure the applicants applying for a job are tested in the best possible

way. Tests are designed by researchers and subject experts from the top institutions of the world to

ensure the highest quality standards of the tests. We believe that it is not just the technical skil ls of the

applicant that matter, but also the personal skil ls that enable the candidate to be of value to the

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

the job occupation. The HR manager can easily select a few selected tests, set expertise level and create






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an assessment. Theses assessments are unique for each job description and test candidates for a perfect

match to adapt to the job requirements and the company culture.

TEST CUSTOMIZATION

Assessments and tests are customized for customers based on what attributes are important to them, each job has

275 unique descriptors to choose from, allowing you to as sess your applicants on a micro level.

After training, your own staff are able to customize tests for specific positions or jobs.

CREATING YOUR CUSTOM OCCUPATIONAL DNA™

We have micro-analyzed individual attributes that comprise the Occupationa l DNA™ for each unique job type, and

from our research know the key differentiating behaviours that distinguish an effective performer from a less effective

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

preferences.

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

skil ls, and abilities. These genes are divided into specific attributes such as emotional resilience, achievement

orientation, interpersonal sensitivity and many more. The reliable standards are validated on US Dept of Labor data

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

Unlike every other assessment system, customization is both remarkably easy and artificially intelligent.

1. The administrator chooses a Job Family – specific job

titles suitable for your organization only can be added to

make this as straightforward as possible.

2. They then choose the hierarchical level for the position.

3. When appropriate, they identify an organizational

culture. These are based on our extensive research in

Singapore and the region. Unlike other systems that rely

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

on these plus extensive primary research in Singapore

and South East Asia.

4. Administrators can also choose to fulfi l l a particular team

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

Choose Job Family

Choose Job level

• Organizational hierarchy, e.g. Senior Manager/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 known to be differentiaters for the job, culture, team role

Choose Job Specific Knowledge Skills and Abilities

• System recommends KSAs most frequently required 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, whilst s pecializing

in a particular job, challenges or innovates, comes up

with new ideas to improve processes for example.

5. These choices affect the recommendations of which

behaviours differentiate one candidate from another.

6. The Sense™ System then recommends the key,

differentiating behavioural tests to include.

Administrators should use these, but they may choose to

exclude any of the recommendations or add other

behaviour tests.

7. The Sense™ System also recommends job specific

Knowledge, Skil ls and Abilities (KSAs) that are typically

used to assess this job. Administrators may choose to

include these or not. Additional tests from more than

275 distinct occupations are available as well. 8. Administrators may add other custom elements to the

assessment, such as a job description, additional

qualitative questions and so on.

The administrator simply submits the customized test to the system and the assessment is instantly created and

available to send links to candidates.

PROFILESENSE™ REPORTS

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

spots of each of the candidate. The reports are

formatted keeping in view the two contrasting needs

most recruiters have: brevity and detail. While a

summary page gives all the most critical information

about the candidates, the individual profiles of each

candidate is also provided for a comprehensive analysis






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along with the background on the tests standards and validation. The reports can easily be exported to PDF version.

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 specific behavioural o r experience

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

that the candidate has evidence to support their profile report, and enables the career coach to probe any doubtful

areas.

LEADERSHIP STYLE REPORTS

Leadership Style reports are available for candidates who complete the full GAPPS3 Leadership assessment – all 15

key leadership behaviours. Customized or job specific assessments that do not util ize all 15 behaviours are unable to

provide a valid leadership style report.

DEVELOPMENT REPORTS

Similar to the Interviewer reports, development reports are designed for HR and certifi ed coaches to quickly identify

an individual’s development areas. The system links directly to our powerful onl ine leadership toolbox, with a

complete series of tutorials, case studies, simulations, 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 CA REER COACHING TRAINING

System administration using our platform is very straightforward. The system has been designed to be easy to use and

navigate. The Sense™ system’s artificial intelligence makes creation and customization of assessments very easy. The

systems sends out emails to invited candidates with automatic or manually driven reminder emails.

Report production is simply a matter of choosing the report, which candidate to include, a choice of individual or

summary reports.

The system uses an intuitive traffic l ight reporting system to speed up interpretation of results.

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

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

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

and or candidate interviewers. We refer to this as career coaching rather than interviewing because it is not

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

to know how well the organization and role suits the individual.

In a development situation, career coaches are identifying the strengths and individual potential. They need to know

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

TRAINING

Our training is experiential and interactive. Administrators use a demo of their own live system to learn how to use

and navigate.

Career coaches use real examples of candidate profiles and role play simulations to share their interpretation.

Administrators and career coaches have access to our comprehensive online support toolbox. This includes specific

information on each behavioural construct with examples of impact on the individual and potential, common, issues

associated with the behaviour. We have also identified common links to other behaviours or attributes with each

assessed behaviour.

This knowledge and understanding enabl es the career coach to probe candidates for recruitment or to assist an

individual identify a personal development area.

CONTINUED SUPPORT

Our support team are always ready and eager to help our clients. Our technical desk support any system related

issues, whilst our certified career coaches and trainers support any questions or issues with interpretation and, when

required, coaching an individual who’s assessment may have identified a deep issue that requires direct support and

guidance.

Talent 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

something after someone suggested an alternate point of view.

Motivating 6 A Not neededGive me an example of when you continued to pursue your

objectives in the face of questioning.

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

Unvi ersity of Beijing

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

Copyright ©2010 CELSIM and ProfileSense – All Rights Reserved

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 challenge or criticism.

Commonly, Emotional Resilience is considered to be a person’s ability 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 not able to perform consistently under pressure nor adapt your behaviour appropriately.

You are little able to perform consistently under pressure or adapt your behaviour appropriately.

You are able to perform fairly consistently under pressure and adapt your behaviour somewhat appropriately.

You are able to perform consistently under pressure and adapt your behaviour quite appropriately.

You perform consistently under pressure and adapt your behaviour appropriately.



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 achieving may be connected. Do they have a personal goal? Can they envision

a future when such obstacles have been overcome?

Impact of Emotional Resilience level Very low Emotional Resilience can lead to a person “giving up” on themselves, their career,

even life. 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 Resilience. 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 considerations Common 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 few

changes 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 studies

4+ 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