Assessment

Excellerate

The Excellerate Program assists your organization with determining how current high-potential employees might perform if given the opportunity to advance within the company.  Using the Lominger Competency Model, HRMC conducts research to identify the competencies and skills existing top performers share.  Your company then provides high-potential employees who participate in an intensive process that results in targeted feedback included in an Individualized Development Plan.

The Excellerate process identifies opportunities for development across all competencies.

Example:  High-performing sales managers are interviewed to determine the competencies (e.g., communication, command skills, leadership ability, etc.) needed to be effective in sales management positions.  Your organization identifies several sales representatives who have shown management potential.  After attending the Excellerate Development Program, the individuals and their managers are given reports identifying the competencies they currently meet, as well as those that need to be developed further to be truly effective in the sales manager role.

The method chosen to accomplish this is based on assessment center methodology that has been shown to be an effective, valid, and reliable way to observe behavior in a simulated "day-in-the-life" of a particular position, and evaluate the effectiveness of that behavior.

After the Excellerate day is conducted, each participant will receive a personalized Feedback Report containing psychometric assessment interpretation, observations and feedback, and strengths and developmental recommendations.

Psychometrics

HRMC has wide and deep experience in identifying, administering, and interpreting a large number of psychometric assessments.  These instruments, completed online, are used in a variety of circumstances, such as coaching, training, succession planning, developing bench strength, identifying development areas, and so forth. 

HRMC offers a full range of self-assessment instruments including, but not limited to, the following:

16PF - Facilitates personnel selection and development by identifying personal qualities that influence behaviors in work settings, such as problem-solving and interpersonal style.  The assessment also offers an in-depth interpretation of normal personality factors from a clinical perspective, enabling presenting problems to be placed in the context of the total personality.

Birkman Method – Assists with gaining insight into unique interests and work styles and how they fit with over 150 different professions.  With the assistance of a consultant, individuals can start making their life and future everything they want it to be.

Career Anchors Inventory – Helps individuals think through career options and gives a clear understanding of their work orientation, motives, values, and talents.  This assessment provides a systematic way of exploring how individuals perceive themselves based on their experiences.

CPI (California Psychological Inventory) - The CPI provides a detailed personal portrait of an individual by describing personality characteristics across 3 structural scales, 20 folk scales, and 13 special purpose scales.  The instrument presents dynamic, objective insights into personality and is used to recruit and develop successful employees, prepare qualified leaders, create efficient and productive organizations, and promote teamwork.

EQ (Entrepreneurial Quotient) – A scientific, research-based system designed to extract latent, innate strengths and characteristics for any field.  The EQ gets to the heart of what makes entrepreneurs and executives tick.

FIRO-B (Fundamental Interpersonal Relations Orientation-Behavior) – Helps individuals explore and expand their understanding of the leadership style they use in organizations and how others might perceive and react to it.

HDS (Hogan Development Survey) - The HDS provides an analysis of 11 behavioral tendencies that can derail career success and is often used as a selection and development tool.

HPI (Hogan Personality Inventory) - The HPI has a successful 25-year track record in predicting employee performance and helping companies improve bottom-line business results such as reducing turnover, absenteeism, shrinkage, and poor customer service.

MBTI (Myers-Briggs Type Indicator) - Offers a foundation for understanding individual differences and applying that understanding to the ways people think, communicate, and interact.  This assessment is used to develop individuals, teams, and organizations to meet today's challenges in such areas as communication, team building, leadership, and career management.

MVPI (Motives & Values Preference Inventory) – Formulates strategies for clarifying the areas of interest individuals should pursue.  The MVPI also assesses the fit between employees and organizational culture.

SPA (Sales Performance Assessment) - This instrument provides feedback on  practices and behaviors that need to be sustained, strengthened, or modified to enhance sales effectiveness.  It also provides feedback on motivations or drivers that characterize the individual’s unique approach to his/her sales role.

Strong Interest Inventory - Helps organizations attract and retain the brightest talent and guides individuals in their search for a rich and fulfilling life of work and leisure.

TKI (Thomas-Killman Conflict Mode Instrument) - Participants discover which of five conflict handling styles is their preferred "mode."  Interpretation and feedback materials help respondents learn about the most appropriate uses for each mode and how to increase their comfort level with those that are less used.

Simulations

Bench strength can be developed utilizing a number of different behavior simulations.  Creating a program that provides real-world feedback can provide powerful insight that can be used to fashion a development plan for each participant.

For more information, contact us at 314.962.9400 (1.800.844.HRMC) or info@hrmcglobal.com.