Role: Sales Manager Name: Sample SM Candidate Date: 26 June 2012

Transcription

1 Roe: Name: Saes Manager Sampe SM Candidate Date: 26 June 2012

2 :: Introduction This Saes Taent Assessment report is designed to hep you understand the candidate s potentia fit to the seected roe. This report is based on four different types of assessment: Behavioura Stye: The S OPQ32r provides an assessment of the candidate s preferred behavioura stye in the workpace. Preferred behavioura stye offers an indication of the candidate s comfort in performing a specific saes roe. This report focuses specificay on just the factors reevant to the seected roe. Critica Reasoning Abiity: The S Verify Numerica Reasoning Test provides an indication of the candidate s abiity to understand and interpret numerica data. The S Verify Verba Reasoning Test provides an indication of the candidate s abiity to evauate the ogic of various kinds of arguments. Both of these abiities have been identified as key to success in the seected roe. Skis: SaesAssessment.com's Saes Taent Assessment Skis Questionnaire compares the candidate s core functiona (or job) skis to those of a igh-performer in the same roe, as researched and defined by SaesAssessment.com. Motivation: The S Motivation Questionnaire (MQ) focuses on motivators that can infuence effectiveness in the seected roe. Motivation is the force that drives an individua to perform. Motivation can have a significant impact on output, success and retention. Taken together these assessments provide a comprehensive picture of the candidate s potentia fit to the seected roe. This information is aso suitabe for identifying a candidate s strengths and deveopment areas. The information in this report can be appied without specific training or knowedge. When used for seection, this report requires appropriate knowedge of effective seection techniques as we as detais of the job. The report assumes that the user has sufficient knowedge of the job and job requirements to make appropriate decisions with the information in this report. Further evidence from interviews and other reevant assessments shoud be sought during the seection process to determine the appicant s suitabiity. When used for deveopment purposes, this report requires a good understanding of deveopment techniques and interventions. Sampe SM Candidate 26 June 2012 Page 2 of 10

3 :: Behavioura Stye This section identifies the specific competencies which are important to effectiveness in the seected roe. The bar chart indicates the candidate s ikey eve of strength in each area, based on their preferred behavioura stye. Scores outside of the can be seen as indicating a performance risk, but assessing the eve of risk fas outside of the scope of this assessment. igher resuts within the can be considered as greater strengths. The definition for each competency is shown immediatey beow the bar graph, with expansion of the feedback beow. igh scores within the indicate greater potentia for effectiveness in the seected roe. These ratings can identify areas of strength that can be harnessed to improve effectiveness. They can aso identify key areas where targeted deveopment and/or training may improve the candidate s performance in the seected roe. ûû Key imitation Strongy ikey to have a negative impact û ikey imitation ikey to have a negative impact Moderate ikey to have neither a positive nor a negative impact ikey Strength ikey to have a positive impact Key Strength Strongy ikey to have a positive impact eadership Motivates and empowers others in order to reach organizationa goas. ighy ikey to use persuasion when motivating others. Is comfortabe taking charge of a group. Consuts others to a reasonabe degree when making decisions. Is very outgoing and high profie when with others. Panning & Organising Organizes and schedues events, activities and resources. Sets up and monitors timescaes and pans. û Probaby incudes a onger term view when panning. Pays reasonabe attention to detai when panning. ooks fairy criticay at pans for potentia difficuties. Paces ow priority on monitoring pans against deadines. Sampe SM Candidate 26 June 2012 Page 3 of 10

4 Persuasive Infuences, convinces or impresses others in a way that resuts in acceptance, agreement, or behaviour change Is extremey interested in seing and negotiating. ods strong views and is reuctant to change these. ikey to fee fairy confident when formay presenting views. Persuasion of others aided by a very high profie approach. Probem Soving & Anaysis Anayzes issues and breaks them down into their component parts. Makes systematic and rationa judgments based on reevant information. û Generay evauates soutions and potentia difficuties. Effective when anaysing verba information. Tends to enjoy probem soving with numerica data. May occasionay have difficuty anaysing numerica information. Ora Communication Speaks ceary, fuenty and in a compeing manner to both individuas and groups Fees quite confident and at ease when speaking formay. Neary aways uses a persuasive and convincing stye. Is extremey outgoing and sociabe in manner. Good verba reasoning ikey to aid effective ora communication. Commercia Awareness Understands and appies commercia and financia principes. Views issues in terms of costs, profits, markets and added vaue. û Brings a degree of 'competitive edge' to commercia situations. Is very ikey to be motivated by stretching business targets. Brings a strong saes focus to a commercia environment. Not as strong with the numerica aspect of commercia issues. Sampe SM Candidate 26 June 2012 Page 4 of 10

5 Action Orientation Demonstrates a readiness to make decisions, take the initiative and originate action. û ikey to be rather cautious when making decisions. as reasonabe energy reserves with which to initiate action. Very high emphasis on targets ikey to intensify need for action. Wi baance a desire to check detai with a need for action. Interpersona Sensitivity Interacts with others in a sensitive and effective way. Respects and works we with others. û ighy supportive and sympathetic to coeagues in need. Encourages others to contribute to some extent. Finds some difficuty in hoding back criticism of others' views. May enjoy winning but perhaps not against coeagues. Resiience Maintains effective work behaviour in the face of setbacks or pressure. Remains cam, stabe and in contro of themseves. May experience a moderate degree of tension. Deas with criticism easiy and is very unikey to dwe on it. Wi retain a moderate degree of contro over emotions. Is ikey to be moderatey optimistic about most eventuaities. Sampe SM Candidate 26 June 2012 Page 5 of 10

6 :: Critica Reasoning Abiity This section identifies the candidate s critica reasoning abiity. Cognitive abiity (numerica, inductive and other forms of critica reasoning) has been shown to be the most effective singe predictor of future performance in many different jobs. owever, many other factors aso pay an important roe in predicting job performance. Numerica Reasoning and Verba Reasoning abiity have been identified as most reevant to the seected roe, and the bar chart beow shows the candidate s critica reasoning abiities compared to those of a igh-performer in the seected roe. Scores outside of the can be seen as indicating a performance risk, but assessing the eve of risk fas outside of the scope of this assessment. igher resuts within the can be considered as greater strengths. Numerica Reasoning This provides an indication of the candidate's abiity to understand and interpret numerica data Verba Reasoning This provides an indication of the candidate's abiity to evauate the ogic of various kinds of arguments Sampe SM Candidate 26 June 2012 Page 6 of 10

7 :: Skis This section identifies groups of Skis which are important to effectiveness in the seected roe. The bar chart indicates the candidate s ikey eve of strength in each area, based on detaied anaysis of their stated capabiities: it shows whether or not the candidate s skis are generay within the across each ski group. Skis that are beow the coud be seen as performance risk factors, whereas those above the Optima Range indicate that the candidate s skis may be higher than those required for the seected roe. igher resuts within the can be considered as greater strengths. The definition for each Ski group is shown immediatey beow the bar graph. These ratings can identify genera areas of strength that can be harnessed to improve effectiveness. They can aso identify key ski groups where targeted deveopment may improve performance. For detaied resuts, pease see the accompanying Saes Taent Assessment Detaied Skis Report. Communicating and Working With Peope These skis are about activey communicating with others, and working with peope in business teams. Deivering and Innovating These skis are about taking action to deiver something to a stakehoder, customer, or partner (externa or interna) using new approaches where necessary. Understanding and Managing in Business These skis are about adding vaue to the business by understanding the business context of everything you do. Benefits Reaization This covers the skis required to reaize the business benefits for customers and your company. This incudes managing teams, customers, bids and assignments. It means making business happen. Organization and Peope Change This area covers the skis required for heping organizations and peope change as their business requires. Sampe SM Candidate 26 June 2012 Page 7 of 10

8 Business Panning and Strategy This covers the skis required for improving business performance through process improvement, financia management, business strategy formuation and transation and business panning. Managing the Customer Engagement Process This covers the skis required to ensure that the vaue of each engagement with the customer is maximized for the benefit of a stakehoders. Sampe SM Candidate 26 June 2012 Page 8 of 10

9 :: Motivation The conditions present at work that drive an individua s motivation are caed motivators. Motivators describe what infuences an individua s drive and determination to succeed. The bar charts beow indicate how effective each motivator can be in driving the candidate s behaviour. The definition for each motivator is aso presented. This report identifies specific motivators and the extent to which they are ikey to drive Sampe SM Candidate. They do not represent a measure of overa motivation. Identifying motivators that are effective for an individua provides an opportunity to understand what is ikey to drive their performance and therefore, how best to motivate them. Not Motivating Very Motivating Money Monetary and materia rewards Competition Opportunities to win against coeagues and competitors Achievement aving cear goas and situations where persona performance is key Pace An environment with thriving activity and busy schedues Socia contact aving to dea with other peope throughout the work day Recognition An environment where one receives penty of praise and recognition of good work Growth aving the opportunity for deveopment and earning of new skis Autonomy Being without tight supervision, having freedom to structure own work Commercia Outook Working in an environment driven by commercia success Power Working in an environment that gives them scope to infuence and exercise authority Sampe SM Candidate 26 June 2012 Page 9 of 10

10 :: About This Report This report was generated using information from S s Onine Assessment System and the SaesAssessment.com Saes Taent Assessment Skis Questionnaire. It incudes information from the OPQ32r. The report herein is generated from the resuts of a series of questionnaires answered by the respondent and substantiay refects the answers made by them. Due consideration must be given to the subjective nature of questionnaire-based ratings in the interpretation of this data. This report has been generated eectronicay the expert user of the software can make amendments and additions to the text of the report. SaesAssessment.com imited, S Group imited and their associated companies cannot guarantee that the contents of this report are the unchanged output of the computer system. We can accept no iabiity for the consequences of the use of this report and this incudes iabiity of every kind (incuding negigence) for its contents. Saes Manager Report: 5.0 CNS 8 SaesAssessment.com imited 2011 S Group imited S, MQ and OPQ32r are trademarks of S Group imited. This report has been produced by SaesAssessment.com imited for the benefit of its cient and contains both S and SaesAssessment.com inteectua property. As such, S and SaesAssessment.com permit their cient to reproduce, distribute, amend and store this report for their interna and non-commercia use ony. A other rights of S and SaesAssessment.com are reserved.