Valuing

Strategy
Approach
in
Behavioural
Assessment
Interpretation
 Contents:

1. Introduction

2. Why the need of Psychometrics?

3. Types of Psychometric Assessments

4. Single and Battery of Psychometric assessments

5. Specific Assessment Types

6. Discussion

7. The Assessment World tools gives a Total Analysis of Personality

8. Conclusion
 I. Introduction:
The study of mind and behaviour – PSYCHOLOGY, is a behavioural science and psychologists study human behaviour by observing, measuring,
assessing and arriving at conclusions that are rooted in sound scientific methodology. Psychological knowledge is applied in understanding and
solving issues from different spheres of human activity, hereditary, environmental influences, human perceptions, attention, emotion,
motivation, biological functioning of human mind , behaviour, personality, attitude and relationships.

History of Psychometric Assessments:

The word PSYCHOMETRICS is formed from the Greek words for mind and measurement . Psychometric tests attempt to
objectively measure aspects of individual’s mental ability or personality. Psychometrics factually means "measurement of the mind".
Psychometric assessments rose in popularity throughout the 20th century, and today a psychometric assessment is best described as
a standardised assessment which looks at human behaviour and describes it with scores or categories. Today we have access to a
number of psychometric assessment tools - these can be applied to assess and develop people from different walks of life.

Objective: the intent of our study is to reinforce the application of Battery of psychometric assessments which thereby has
proven to be a key factor in the people optimization, as it offers a holistic means of assessing, qualifying and developing people’s innate
potentials.

II. Why the need of Psychometrics?

Perhaps it could be stated that the Psychometric assessment has become an increasingly important part of individual’s and organization’s HR
tool-kit, assessing the personality, attitudes, and the like has now achieved mainstream acceptance. People are no strangers to the
application of psychometric testing in order to understand, motivate, select, train, coach and develop individuals for various purposes with
respect to work and life. More than a decade under the belts of people they still tend to opt for more conventional psychometric techniques
which are said to be, too old hats!!

Current Psychological articles and Researches suggest people to get more introspective in the application of psychometric assessments to
suit the vast complexity of modern people development endeavors in life. Yet the opinions are polarized as people’s personalities are far more
complex to suit a “one size fits all” approach. As such, it is vital that people from HR and other areas of life adopt the best techniques to
select, retain, train and develop the best people.

Whether the goal is to select, develop deeply talented people, or identify the areas of challenges, the psychometric assessments deliver a
credible, scientifically robust answer
III. Types of Psychometric Assessments:
The two main types of psychometric assessments are:

• Ability Tests and Aptitude Tests

• Personality Tests& Interest Tests

Ability tests are typically timed tests that measure a specific ability or raw talent. These tests are characterized by structured systematic
ways of evaluating how people perform on tasks or react to different situations. Aptitude tests attempt to determine and measure
your ability to acquire [numerical reasoning ability, verbal ability], through future training, some specific set of skills. The tests assume
that people differ in their special abilities and that these differences can be useful in predicting future achievements.

Aptitude tests use standardized methods of administration and scoring with the results quantified and compared with how others have
done at the same tests.

Personality profiles are designed to measure a person’s personality preferences and therefore likely behaviors. Personality questionnaires differ
from ability tests in that they look at 'style' rather than ability. In other words, they examine how you typically prefer to do things, such
as the way you relate to others or how you approach tasks and solve problems.

Personality characteristics typically cover social confidence, anxiety levels and decision-making styles. Personality assessments are
usually untimed assessments and there is no right or wrong answers. Interest tests measure how people differ in their motivation,
values, and opinions in relation to their interests.

Why use Psychometric Assessments?

• Psychometric assessments are often used by organizations and by individuals to assist in the selection and development of people.

• The reason assessments are valuable is that they can uncover information that is not easily found by other traditional methods.

• For instance, assessments are good at uncovering if a person has the potential to do a job they have not yet had any
experience in.
• Well designed psychometric assessments are objective and accurate predictors of individual behaviour and preferences.

We are all interested in what makes people think and how this understanding of psychometric assessments can help solve major
people related issues in the society. The traditional methods of getting to know one’s strengths and weaknesses carry the high risk
of individual bias. Being subjective in nature and such outmoded methods are not comprehensive and hence undermines the effectiveness
of people performance.

The Psychometric Assessments will help beyond flip-a-coin kind of decisions to make real impact on the talent and success quotient of the
businesses. Therefore, Psychometrics is the field of studyconcerned with the theory and technique of psychological measurement,
which includes the measurement of KASH knowledge, abilities, attitudes, skills, personality traits and habits.

Psychometric testing is now used by over 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK.

Information technology companies, financial institutions, management consultancies, local authorities, the civil service, police forces,
fire services and the armed forces
all make extensive use of psychometric testing.

For example, an outgoing person will tend to be more successful in a job that requires frequent INNOVATION and INTERACTION with
other people. On the other hand, a less outgoing person tends to be more successful in a job that primarily involves THINKING and
 independent work. When an organization uses scientific psychometric assessments to match and measure the individual’s Personality
types, competencies, communication skills and the like to the required job, the person will have a platform to reflect, understand
individual strengths and areas of improvement TO LEARN, TO GROW and also TO EMPOWER the success factor in life.

IV. Single and Battery of Assessments:

The world of Psychometric analysis is made of several good instruments. But most of them are single instruments, meaning they are
likely to throw light on only one aspect of life. Single instrument provides - amazing insight into the personality providing tremendous
input about their habits, preferences and strengths. But it is still it carries an incomplete and partial view of the individual.

There are many series of psychometric instruments that harness the power of psychology to help and understand others in building on
their strengths to unlock their potential. Some focus on measuring a specific skill or aptitude, while others look to create a profile on
a subject’s particular traits. Here is an overview of some of the most widely-used psychometric instruments: like MBTI, DISC, FIRO–B, and
the like have all been in the market for long. They are all good in many respects and not-so good in many other aspects, as research shows
over the years.

V. Specific Assessment Types:

Psychometric assessments are designed to measure a single factor (i.e. aptitude) or a variety of factors (i.e. skill level, motivation,
etc.). These are some of the most common psychometric assessments that are administered:

The Advantages & Disadvantages of Jungian Personality Assessment:

1. MBTI :

MBTI assessment is a psychometric questionnaire designed to measure psychological preferences in how people perceive the world and make
decisions.

It is a series of questions, designed to determine whether the person taking the assessment is more extroverted or more introverted, whether
he prefers to make his decisions through thinking or feeling, whether he prefers to gather information through sensing or intuition, and
whether he prefers to organize his sense of the world through perceiving or judging. The assessment assigns a four-letter code to indicate
personality type.

Advantages of the MBTI:

• Help people better understand themselves, their strengths, and their own personal preferences And appreciate individual differences
in others – and their preferences
• Help people learn to use their particular type to their own best advantage in dealing with others Help people become more
effective communicators by understanding personality types better
• Enhance individual performance in the workplace

Disadvantages of the MBTI:

• It may not be very reliable. Adequate knowledge of the theory is necessary to administer and interpret the instrument.
• Simplicity of questions encourages the idea that the typology itself is simple and static rather that multifaceted and dynamic

• People tend to get different results if they take the assessment more than once. This happens 75 % of the time, *according to a review by the
National Academy of Sciences.

2. DISC:
 The four quadrant behavioural model based on the work of William Moulton Marston Ph.D. (1893–1947) to examine the behaviour
of individuals in their environment or within a specific situation (otherwise known as environment). It therefore focuses on the styles and
preferences of such behaviour.

DISC describes an individual’s place only on the 4 parameters.

DISC: Dominance, Influence, Steadiness and Conscientiousness. Our battery of assessments provides with the inputs not just on the four factors
on DISC but also describes innate potentials, skills and strengths of an individual along with the descriptions of the hereditary and environmental
influence on the behavior of the individual it falls short of providing a comprehensive personality overview.

Similar to DISC, the Behaviour and Preferences evaluation assessment (4C Factors of Behaviour) at us measured intrinsic drives and preferences.

This assessment system can help to identify motive behind communication, discover people’s inspiration, maximize personal assets and
improve weaknesses, identify stressors and reduce conflict.

This reflects the style adopted for accomplishing a specific assignment.

Contrasting from DISC which illustrates intrinsic personalities of an individual, The Assessment World tools also provides an insight into Communication
Tendencies such as –

1. Advising
2. Criticizing
3. Empathising and
4. Searching

Managerial Competencies such as –

a) Result Orientation
b) Leadership
c) Managing Change
d) Planning and Organizing and
e) Interpersonal Dynamics, providing a more wholesome perspective of typical behaviour. It therefore focuses on the styles and preferences
of such behaviour.

In short, as one great philosopher said, “When the only tool you know how to use is hammer, every problem looks like a nail. As the majority of
personality assessments were designed to evaluate differences between people — not evaluate and develop people through their lives.

3. FIRO-B:

The FIRO-B® Test measures how an individual typically behaves with other people.

The FIRO-B® instrument was developed by William Schutz, Ph.D. in 1958, based on the theory that b eyond our survival needs – food, shelter, and warmth
– we each have unique interpersonal needs that strongly motivate us.

This tool assesses how an individual’s personal needs affect that person’s behavior towards other individuals. These needs relate to 3 areas
he called Inclusion[recognition, belonging, and participation], Control[influence, leading, and responsibility], and Affection[closeness, warmth,
and sensitivity], each of which shapes our interactions with others. FIRO-B looks only at three interpersonal 'need areas', which again gives a
very limited picture about the individual. FIRO-B analyses the individual’s basic indicators of social behaviour and how one gets along in groups.

Perhaps in the Newsletter #37 from Discover your Personality.com it was stated that “Some advantages of FIRO-B role include increasing the
group's collaboration, making sure the work is evenly distributed, adding new viewpoints to discussions, and helping the group evaluate where it stands.
Potential disadvantages include trying for fairness at all costs, seeing commonalities where none exists, putting people under pressure to
contribute, and attempting to keep a team together that no longer serves a purpose and needs to disband”.

PPC 20 at us comparatively gives a wholesome picture about the individual, which assesses various behavioural factors affecting performance at work.
On the other hand, each of the products with us gives us a Strategic understanding of the individual as it comprises of varied dimensions that affects
behaviour.
 FIRO-B assessment would be ideal for use in one-on-one coaching, small groups only. Assessments at The Assessment World can be used
individually to small as well as large sized groups.

FIRO-B can come across as a little complicated to be interpreted and understood by a lay man who does not have a background on Psychometrics.
The Assessment world tools are easily interpreted and understood by the layman without having the background of Psychology.

VI. Discussion:
Since the individual assessments, can be challenged to provide a holistic approach with the human understanding, then what is the right
solution?
It was discussed that in a strategic interpretation of the assessments one should experience the Full
Power of the Science of Psychometrics:

A limited view does not help in understanding the person whether you wish to recruit, retain, train, develop or promote. You always need
the Battery of Psychometric Analysis and a scientific interpretation to make vital decisions about people. There is an ever increasing
trend for people who can read them all together like a doctor who reads different lab reports so on to help in accurate diagnosis. Perhaps this is a
platform for all researchers, professionals and individuals to learn and gain from the holistic approach that the well-designed Battery of
Psychometric assessments will render. Gone are the days when people used only one psychometric assessment that gave just a partial and
incomplete view. Therefore, it could be stated that the Single assessment tools were used more as a support rather than the developmental tool for
people management endeavours.

But now the world of Psychometrics has opened up the new holistic dimension into understanding people’s Attitude, Beliefs, Values, competency
and personality. Based on the solid work of eminent scientists world over, increasing number of professionals has practically experienced the
full power of empirically tested MULTIPLE PSYCHOMETRIC GEMS - a Battery of assessments which enable people to grow the belief in the
most rational and logical system to date in self- awareness and harn ess one’s true potential. This becomes the right start in measuring gaps
between performance and potential towards success.

Therefore, it can be discussed that the Battery of assessments provides a comprehensive, time assessment, proven scientific and objective
measurement tools. These tools are specifically designed to give a kaleidoscopic insight into behaviours, attitudes, motivation and perceptions
which have a major impact on the bottom line performance across profile. The outcomes offer actionable insights into areas of improvement.

Every individual is a bundle of strengths and weaknesses. Only a minority of the world’s population makes use of their inherent strengths,
and learns to win. But the vast majority of people unknowingly and unintentionally tend to use their weaknesses and end up on the losing
side in their career, life and relationships. Each one of us needs an objective evaluation of our inherent strengths and capabilities so as to ensure
progress and growth in all areas of life.

So, Weakness Fixing Prevents Problems But Strength Building Speeds Up Success!! Psychometric battery of assessments not only
highlights an individual's strengths and weaknesses but show pointers to his or her ideal work style and career from a holistic perspective.

The Battery of assessments correlates on the thought of providing a psychometric horoscope for the test takers with varied areas of improvement
to be identified and dealt. Indeed the multiple assessments combine to form powerful tools for being a Strength Finder and Enabler.

Benefits of Battery of Psychometric Assessments:

1. Deep insight and significance by uncovering all aspects of individuals
2. Holistic understanding of individuals when compared to the similar inputs obtained about a individual from various single psychometric
instruments.
3. Assisting individuals to explore their “blind spots”
4. Providing an objective measure of often hidden abilities and form a robust foundation for making career decisions.
5. Provides an insight into personality and Highlights strengths and weaknesses
6. The expenses are minimal when compared with the costs of high-turnover of people, under-performance, personality and behavioural
upheavals, interpersonal challenges in terms of individual stress and non-performing teams.
7. Cost-benefits in the long term.

Hence more and more people are resorting to taking the PSYCHOMETRIC BATTERY OF ASSESSMENTS and not just one assessment
to understand people better. Today, one cannot afford to be left behind with the trend of obtaining individual psychometric horoscope for their
own bright future wherein they learn the art of flexing and optimizing people skills, personality and knowledge . The assessments us make a
distinction in the psychometric industry due to the following:

The tools with us measure behaviour from various perspectives having both heredity-environment influences and provide a more
comprehensive picture of strengths, potential, motivational preferences, learning style and preferences and skills. This is been widely used
by people from varied diversities, races, culture, organizations and institutions. Assessments have been valued in places like Singapore, China,
 Slovakia, Lagos, Nigeria Japan and India. It been applied for people from varied hierarchies in the organization. our tools give a strategic
understanding about the effective learning styles of Students and teachers and parents to reinforce those insights to assess and train the
children’s mind right. This deepens parental and teachers understanding of their children better and enable improved and easier ways to deal with
them.

Battery of Psychometric Assessments, is the solution to all the above, which will help, understand individuals in a scientific manner and
obtain accurate information on people’s abilities, competencies, communications, attitudes and personality. It is useful for training and
selection, with wide range of applications to improve people and their performance.

Thereby Battery of psychometric Assessments gives deep insights into people they are tools that are a great combination of Hereditary & Environmental
influences which contribute to the making of an individual’s personality & competency.

VII. SGOC tools gives a TAP - Total Analysis of Personality:

The main aim of this study was to empower people to gain a Total analysis of them and others through the scientific understanding
of BATTERY OF PSYCHOMETRIC GEMS to understand, measure, analyze, observe and optimize people’s innate abilities.

The TAP significantly improves the quality of interpersonal relationship. Individuals and organizations are in a better position to assess
and develop people based on their real experiences and competency. Their performance and productivity is bound to
go up with this scientific understanding of total personality.

The field of Psychology has emerged to take on the key role in acting as a catalyst to help people to get the best out of their people. FITS,
by Carl Gustav Jung made important contribution in terms of getting to know the heredity type of the person. But by itself it is only partial
view. But when we combine it with research of William Moulton Marston [4C’s] with his focus on the upbringing and environmental
influences, it makes a lot more sense. Since Heredity and environment together influences one’s personality, it is always good to gain a
holistic view.

People are complex and for a good overall understanding we need to study the person from many different angles that makes the total
personality. In this respect it becomes necessary to gain a deeper insight with the likes of Eric Berne and his Transactional Analysis as
well as BF Skinner and his insights into Operant Conditioning or Programming of people’s behavior. The extensive work on Performance
Competency by Boyatzis, David Mcleland, and others [PPC 20] is highly relevant and should always form part of the total analysis of personality.

If one needs to map people with right assignments, careers or specializations it is equally significant to understand their strengths with
respect to Multiple Intelligence assessment as the right way shown by Howard Gardner. The Learning Styles [PRES, CARS, VAK] enable all
types of learners to get the best out of their most preferred learning methods as prescribed by David Kolb, Kurt Levin, Jean Piaget, John
Dewey, Anthony F Gregorc and others.

Hence, we made honest bid to recreate the battery of assessments after extensive research from different individual authors, sources
but is based on the research work of renowned behavioural scientists, Psychologists, educationists and others.
VIII. Conclusions:
Every individual need an objective battery of psychometric analysis of their inherent strengths and capabilities so as to ensure
progress and growth in all arenas of life. Weakness fixing prevents problems but strength building speeds up success.

The finding suggests that the background of psychological knowledge obtained from single instruments is as important
as the knowledge obtained when Battery of Psychometric Assessments is applied. There by this was reported as an objective tool in
assisting people from various endeavors to gain awareness in optimizing and capitalizing on the strengths and powers of
individuals/teams, to progress in life and career.

Therefore, the Battery of Psychometric Analysis is a Strategic approach by scientifically measuring the hidden strengths and discovering
opportunities for self-progress and immediate growth possibilities. Clarity in Self-awareness opens up performance enhancing
competency from within. Battery of Psychometric assessments act as an INFLUENCING AGENT of CHANGE by valuing this strategic
evaluation approach in applying the Battery of psychometric assessments.