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Report: MFS UCF Feedback Report with Development Tips

MFS UCF Feedback Report with Development Tips

Constructive feedback is increasingly recognized as a key to enhancing managerial effectiveness. This report provides the focus with detailed feedback on their skills, abilities, personal attributes and other job relevant characteristics, as seen from a number of different perspectives. It is based on the analysis of responses to the Universal Competency Framework questionnaire which you and these other people completed recently. This report will also provide guidance to the focus on actions they could take for improving on areas where they have received low ratings (development tips) and suggestions on improving further on their strengths (leverage tips). The tips are linked to each behavioral statement within the competency framework

Report: MFS UCF Performance vs. Potential Report

MFS UCF Performance vs. Potential Report

This report compares perceptions of the focus’ current performance, provided via 360 degree feedback, against an assessment of the focus’ likely potential. This report is based on the focus’ responses to two forms of assessment: The Universal Competency Framework (UCF) 360-degree instrument; The 360-degree feedback process provides an accurate snapshot of perceived performance in the focus’ current role The Occupational Personality Questionnaire (OPQ); provides information on how the focus’ preferred style or typical way of behaving at work is likely to influence the focus’ potential on the selected competencies.

Report: PJM Development Report

PJM Development Report

The Person-Job Match Report is unique in that it matches the performance potential of the individual to the job’s specific competencies. This provides you with a comprehensive and insightful understanding of person-job fit. The PJM Development report is written to support competency focused development of an individual. In a development context, this report can be used: To identify specific areas of strength and weakness that may impact on the individual’s performance. As the basis for identifying areas for development and development planning. For discussing fit to future roles and career planning.

Report: PJM Development Report (Short Form)

PJM Development Report (Short Form)

The Person-Job Match Report is unique in that it matches the performance potential of the individual to the job’s specific competencies. This provides you with a comprehensive and insightful understanding of person-job fit. The PJM Development report is written to support competency focused development of an individual. In a development context, this report can be used: To identify specific areas of strength and weakness that may impact on the individual’s performance. As the basis for identifying areas for development and development planning. For discussing fit to future roles and career planning.

Report: PJM Development Report with Interview Questions

PJM Development Report with Interview Questions

The Person-Job Match Report is unique in that it matches the performance potential of the individual to the job’s specific competencies. This provides you with a comprehensive and insightful understanding of person-job fit. The PJM Development report is written to support competency focused development of an individual. In a development context, this report can be used: To identify specific areas of strength and weakness that may impact on the individual’s performance. As the basis for identifying areas for development and development planning. For discussing fit to future roles and career planning.

Report: PJM Selection Report

PJM Selection Report

The PJM Report provides a clear indication of each candidate’s degree of fit? to a role. Provides targeted assessment results that match individuals with jobs . Links the essential/desirable competencies for a specific job with an individual’s competency potential. Provides an overall Match (or fit) Score useful in ranking/sorting candidates for selection and/or development (e.g. Talent Audit). It provides a highly visual profile of a candidate’s strengths and limitations against identified required competencies. Includes a summary table that enables prioritisation of action planning for development of critical competencies for an individual (by tabling Competency Potential against Job Importance for the role). It includes highly descriptive statements about a candidate’s strengths and development needs/limitations. The extended report versions include proposed competency-based interview questions to enable probing of specific situations in which the candidate might have demonstrated critical job behaviours. The PJM Report is designed for use by line managers and HR professionals in selection and development situations. It is valuable for identifying an individual’s overall fit as well as likely areas of strength and weakness relative to their behaviour at work. In a selection context, this information can be used: For making interviewers aware of the areas that may need further probing. As a basis for suggesting and creating relevant interview questions. For identifying the relative strengths and weaknesses of shortlisted candidates.

Report: PJM Selection Report (Short Form)

PJM Selection Report (Short Form)

The PJM Report provides a clear indication of each candidate’s degree of fit? to a role. Provides targeted assessment results that match individuals with jobs . Links the essential/desirable competencies for a specific job with an individual’s competency potential. Provides an overall Match (or fit) Score useful in ranking/sorting candidates for selection and/or development (e.g. Talent Audit). It provides a highly visual profile of a candidate’s strengths and limitations against identified required competencies. Includes a summary table that enables prioritisation of action planning for development of critical competencies for an individual (by tabling Competency Potential against Job Importance for the role). It includes highly descriptive statements about a candidate’s strengths and development needs/limitations. The extended report versions include proposed competency-based interview questions to enable probing of specific situations in which the candidate might have demonstrated critical job behaviours. The PJM Report is designed for use by line managers and HR professionals in selection and development situations. It is valuable for identifying an individual’s overall fit as well as likely areas of strength and weakness relative to their behaviour at work. In a selection context, this information can be used: For making interviewers aware of the areas that may need further probing. As a basis for suggesting and creating relevant interview questions. For identifying the relative strengths and weaknesses of shortlisted candidates.

Report: PJM Selection Report with Interview Questions

PJM Selection Report with Interview Questions

The PJM Report provides a clear indication of each candidate’s degree of fit? to a role. Provides targeted assessment results that match individuals with jobs . Links the essential/desirable competencies for a specific job with an individual’s competency potential. Provides an overall Match (or fit) Score useful in ranking/sorting candidates for selection and/or development (e.g. Talent Audit). It provides a highly visual profile of a candidate’s strengths and limitations against identified required competencies. Includes a summary table that enables prioritisation of action planning for development of critical competencies for an individual (by tabling Competency Potential against Job Importance for the role). It includes highly descriptive statements about a candidate’s strengths and development needs/limitations. The extended report versions include proposed competency-based interview questions to enable probing of specific situations in which the candidate might have demonstrated critical job behaviours. The PJM Report is designed for use by line managers and HR professionals in selection and development situations. It is valuable for identifying an individual’s overall fit as well as likely areas of strength and weakness relative to their behaviour at work. In a selection context, this information can be used: For making interviewers aware of the areas that may need further probing. As a basis for suggesting and creating relevant interview questions. For identifying the relative strengths and weaknesses of shortlisted candidates.

Report: Talent Simulation Development Report

Talent Simulation Development Report

This report is for the hiring manager or line manager and is intended for onboarding and development planning. It provides developmental narratives on strength and weakness for the areas measured in the assessment.

Report: Talent Simulation Interview Report

Talent Simulation Interview Report

This report is for the hiring manager or recruiter and is intended to provide a framework for a structured interview. It provides behavioral-based items for each area measured in the assessment along with situation/behavior/outcome follow up questions. The report also includes general guidance about conducting a structured interview.

Showing 121 - 130 of 130 results

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