People Development
Psychometric Testing

People are often cited as "our most valuable asset" and we agree, developing people's skills and capabilities should be a priority for all organisations. The identification of development needs can come from a variety of sources - appraisals, change projects, management initiatives, business strategy, etc. In our view they should be aligned and prioritised by the organisation's business strategy - see HR Scorecard and Balanced Scorecard. Our People training and coaching programmes are organised into three broad areas see the following table:

NB: A number of sample course outlines are available from the downloads section, if you require further information please don't hesitate to contact us.

We can provide advice, testing and feedback on all of the following psychometric tests from certified practitioners:

Belbin

Over a period of 20 years Dr Meredith Belbin has researched the subject of "Team Roles" - clusters of behaviour that relate to a person's natural tendency in the way they interrelate with others. Dr Belbin's team role model is now used extensively throughout the world to help bring about improvements in individual and team performance.

SDI

The leader of any successful organization understands that their company's success depends upon the quality and effectiveness of the working relationships between its people. Conflicts that arise between people in the workplace can damage a healthy work environment and affect productivity. By providing people with powerful insights into the motivation behind behaviour better relationships both personally and professionally. The Strength Deployment Inventory (SDI) is used around the world to build more effective relationships. Because people remember and identify with the results, they can easily integrate their insights into their lives and improve their relationships.

MBTI

The most widely used personality inventory in the world, the MBTI® instrument provides an accurate picture of a person’s personality type. The MBTI® instrument determines preferences on four dichotomies:

	Extraversion–Introversion:  describes where people prefer to focus their attention and get their energy—from the outer world of people and activity or their inner world of ideas and experiences.
	Sensing–Intuition:  describes how people prefer to take in information—focused on what is real and actual or on patterns and meanings in data.
	Thinking–Feeling:  describes how people prefer to make decisions—based on logical analysis or guided by concern for their impact on others.
	Judging–Perceiving:  describes how people prefer to deal with the outer world—in a planned orderly way, or in a flexible spontaneous way

OPQ
One of the world’s best known personality questionnaires continues to lead the way through continual research and investment. OPQ is seen as the benchmark by developers of other questionnaires and is constantly referenced in Academic journals. SHL continues the research into OPQ, recognising the need to continually evolve thinking and practical use of personality questionnaires as HR practices develop.

FIRO-B

In 15 minutes, the FIRO-B® instrument assesses your client’s interpersonal needs and the impact of that individual’s behaviour in the workplace. Three needs are measured in two dimensions: “expressed” behaviour (how much we initiate behaviour) and “wanted” behaviour (how much we prefer others to initiate behaviour). The FIRO-B® reports enable your client to manage his behaviour, recognize stagnation and conflict and to find possible solutions, and increase productivity through awareness of interpersonal dynamics at work.