GLOBAL HR SOLUTIONS

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GLOBAL HR SOLUTIONS
ASSESSMENT CENTERS
WHY ?
Studies on management performance have clearly
demonstrated the decisive role of soft skills.
Assessment Centers are the best way of measuring
them.
WHAT FOR ?

• RECRUITEMENT
• MOBILITY
• DEVELOPMENT
• PROMOTION

MEASURES

• RESILIENCE
• VALUES
• EMPATHY
• ETC.

• LEADERSHIP
• COMMUNICATION
• MOTIVATION
• REASONING

TOOLS

• CAPP a scientifically validated ....assessment
  tool (INSEAD, IMD), .multilingual, computer
  based.
• STRUCTURED INTERVIEWS
• ROLE PLAYS

HR FOCUS

• SUBSTANTIAL HR EXPERIENCE
• HUNDREDS OF MANAGERS ASSESSED
• WE WORK IN FRENCH, GERMAN, ....ENGLISH, SPANISH
• MULTI-CULTURAL TEAM

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GLOBAL HR SOLUTIONS
We have implemented assessment centers in the
following companies (sample)
 Our answers to Your questions 
For additional information or a proposal
info_at_hrfocus.ch
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CAPP
GLOBAL HR SOLUTIONS

• CAPP
• Computer Assessment of Personal Potential
• is a leading-edge assessment system, successfully
  used by human resource specialists in large
  corporations world-wide for
• Development - identifying unused potential and
  suggesting courses of action
• Placement - optimizing the fit between
  individuals and available positions
• Recruitment - selecting the best candidate for a
  given job profile
• CAPP functions as a computerized Assessment
  Center. It offers the following advantages to
  human resource specialists interested in using
  professionally developed and scientifically
  validated tools
• Comprehensive assessment (cognitive and emotional
  intelligence, personality, motivation, interests,
  values, and communication skills)
• Innovative test strategies in over 30 individual
  instruments
• Advanced multi-trait, multi-method approach
• Focus on objective skills measurement
• Modular architecture allowing custom-tailored
  application
• Versions in several languages (currently English,
  French, German, Italian, and Spanish)
  guaranteeing standardized assessment across
  cultures
• Multimedia technology
• Enjoyable and challenging learning experiences
  for candidates
• Comprehensive reporting of results, using
  innovative analysis techniques and graphic
  representations 

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CAPP
GLOBAL HR SOLUTIONS
DIMENSIONS Computer Assessment of Personal
Potential CAPP produces a comprehensive profile
of personal potential by measuring the most
important dimensions of a person's traits and
abilities, including Intelligence ? Personality
? Attitudes ? Values ? Motivation Emotionality
Coping ability ? Social skills ? Communication
skills ? Management skillsThe personal profile
produced by CAPP is organized around the
following five dimensions or domains of a
person's traits and abilities, as identified in
decades of research in psychology and
organizational behaviorCOGNITION  DOMAIN
MOTIVATION DOMAIN Cognitive Capacity Need for
achievement Flexibility Need for power
Creativity Need for self-assertion Ethical
standards Need for culture Need for
affiliation EMOTION  DOMAIN INTERPERSONAL
DOMAIN Emotionality Social interaction skills
Energy Leadership skills Excitability
Communication skills Apprehensiveness
Conflict management skills Stress resistance
WORK/TASK DOMAIN Methodical approach
Entrepreneurial approach Managerial efficacy
Responsibility These traits and dimensions are
assessed by means of a variety of measurement
techniques as well as via subjective
self-assessment. It is therefore possible to
contrast the candidate's self-image
with objective test results. In many cases, this
comparison is an extraordinarily valuable tool
for self-insight and the planning of programs for
personal development.  
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CAPP
GLOBAL HR SOLUTIONS

• TESTS
• Computer Assessment of Personal Potential
• CAPP, one of the most comprehensive assessment
  systems available, measures a person's most
  important traits and capacities. Over 30
  individual instruments produce a complete profile
  of personal and professional potential.
•  
• Multiple MeasurementCAPP is the one of the few
  assessment systems based on the renowned
  "multi-trait, multi-method" approach. The great
  majority of the different traits and performance
  skills assessed by CAPP are measured by two or
  more different instruments - thereby increasing
  reliability and accuracy. As shown in the
  illustration below, each trait or ability in the
  list is measured by several techniques and the
  interpretation is limited to results that are
  stable across several methods.
• CAPP measures concrete skills and capacities as
  well as behavioral dispositions and allows
  comparing these objective results to subjective
  self-evaluation. Projective tests are available
  to tap unconscious aspects of the candidate's
  motivation and emotionality. CAPP tests have been
  carefully designed and pretested to control for
  candidates' tendencies to respond with what they
  perceive to be the "right" answer.   

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CAPP
GLOBAL HR SOLUTIONS

• RESULTS
• Computer Assessment of Personal Potential
• Computer analysis and scoring
• Since CAPP is administered on a computer, the
  data are immediately analyzed after the end of a
  session.
• Detailed report
• CAPP produces for each candidate an extensive (25
  pages reporting over 150 variables) but
  easy-to-understand report with detailed
  explanations and innovative, personalized color
  charts. CAPP highlights the individuality of each
  candidate by employing modern "relational
  analysis" techniques, rapidly identifying
  strengths and weaknesses. In addition to the
  automatic report, a copy of which is given to the
  candidate, CAPP computes and prints synthetic
  data tables reserved for trained assessors. On
  this basis, assessors can produce integrative
  summaries and recommendations for personnel
  decisions (for the company) and for personal
  development options and career choices (for
  candidates).
• Innovative, personalized graphs
• Among the unique features in the reporting of the
  results for each instrument are CAPP's
  proprietary "personalized profile graphs". In
  these graphs, traits and abilities are rank
  ordered according to the degree to which their
  presence or absence characterizes each candidate.
  On this basis, both candidates and evaluators
  immediately and intuitively grasp the special
  characterstics of the profile and can rapidly
  identify areas of development.
• Comparison with reference groups
• CAPP scores are compared to specific reference
  groups as established through CAPP administration
  to real candidates. Based on the results for more
  than 1'500 persons, six such specific reference
  groups are currently available concretely both
  male and female reference groups for each of the
  following categories
• ? Upper-level managers
• ? Middle-level managers
• ? Administrative and technical personnel  

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CAPP
GLOBAL HR SOLUTIONS

• CAPP VALIDITY
• Computer Assessment of Personal Potential
• The development of CAPP, while respecting the
  needs and constraints of industry and the work
  context, is uncompromisingly based on scientific
  principles and recent research results in applied
  psychology. Therefore, the validation of the
  instruments making up the CAPP system has been
  performed according to strict psychometric
  standards.
• Reliability
• Many tests in the human resource area are
  self-evaluation personality scales and
  questionnaires, consisting of standard items such
  as simple questions or statements. There are only
  very few CAPP instruments of this nature. For
  these, classic item-to-scale reliability has been
  established. However, most CAPP instruments are
  measuring performance skills or employ the
  innovative "fuzzy-set" procedure (see "Tests").
  Since these procedures do not depend on items
  that are combined to scales, the reliability - in
  the sense of stability of the results - for these
  instruments has been established via test-retest
  procedures.
• Construct validity
• A test is considered to be construct-validated
  (in terms of content validity) when its scores on
  certain dimensions correlate significantly with
  other tests that are supposed to measure similar
  dimensions. Under the direction of Prof. Scherer,
  SIGMA has conducted intensive construct validity
  analyses for each CAPP instrument, studying,
  separately for each dimension, both the
  correlations with other CAPP instruments and with
  tests developed by other researchers. The results
  have shown a high degree of construct validity in
  virtually all cases.
• Predictive validity
• Predictive validity refers to the correlation of
  a test result with the concrete behavior or
  achievement of a candidate and thus the test's
  capacity to predict future achievements. Research
  so far has shown high correlations of CAPP
  dimensions with educational achievement and level
  of position in a company. It can also be shown
  that the CAPP profile can predict job
  satisfaction and general "well-being" or life
  satisfaction to an important degree. In addition,
  in a series of research studies in collaboration
  with industry and international organizations,
  validity correlations with peer ratings (360
  degree) have been obtained.