08.10.2016 Views

humanlogix Epub-en

Transform your PDFs into Flipbooks and boost your revenue!

Leverage SEO-optimized Flipbooks, powerful backlinks, and multimedia content to professionally showcase your products and significantly increase your reach.

tools4tal<strong>en</strong>ts<br />

EXPAND YOUR HORIZONS<br />

1


h


hx<br />

Since 2001, <strong>humanlogix</strong> has developed modern,<br />

high-performance online tools to support the selection,<br />

evaluation and developm<strong>en</strong>t of the best tal<strong>en</strong>ts<br />

in managem<strong>en</strong>t and banking industries. The tool suite<br />

«tools4tal<strong>en</strong>ts» consists of differ<strong>en</strong>t online tools for<br />

id<strong>en</strong>tifying individual behavioural patterns and matching<br />

them with the company’s needs and cultural<br />

settings.<br />

Humanlogix tools4tal<strong>en</strong>ts was proofed by the sci<strong>en</strong>tific<br />

community and in real business practice. It was<br />

one of the winning online applications awarded the<br />

Austrian National Price in 2005.<br />

3


Personality is a decisive factor in today’s human capital<br />

managem<strong>en</strong>t. Humanlogix has developed compreh<strong>en</strong>sive<br />

online-assessm<strong>en</strong>ts that address managem<strong>en</strong>t<br />

functions at all levels and across all industries.<br />

In addition, special online assessm<strong>en</strong>t for the banking<br />

and finance industry has be<strong>en</strong> developed.<br />

The assessm<strong>en</strong>t methodology of tools4tal<strong>en</strong>ts is based<br />

on situational judgem<strong>en</strong>t tests. Humanlogix evaluates<br />

the natural behaviour of candidates in real life<br />

business settings: candidates judge differ<strong>en</strong>t options<br />

in up to 60 day-to-day managem<strong>en</strong>t situations, all of<br />

which are embedded within an <strong>en</strong>gaging narrative.<br />

These situations – we call them micro-cases – chall<strong>en</strong>ge<br />

candidates to make tactical and strategic decisions<br />

and solve operational problems using a problemsolving<br />

cycle. Issues and problems are to be expected<br />

4hum<br />

in strategic managem<strong>en</strong>t, marketing, finance and in<br />

human resources.<br />

This makes <strong>humanlogix</strong> tools4tal<strong>en</strong>ts a valid and motivating<br />

way to evaluate individual behaviour along<br />

the problem solving cycle.


an5


logi<br />

The values and experi<strong>en</strong>ce we accumulate<br />

throughout our lives serve<br />

as a source of individual ori<strong>en</strong>tation<br />

and help us judge and make decisions<br />

in differ<strong>en</strong>t situations. Humanlogix<br />

uses a behavioural model with<br />

a set of 10 behavioural dim<strong>en</strong>sions.<br />

By testing each dim<strong>en</strong>sion in six<br />

differ<strong>en</strong>t cases, in-depth information<br />

can be gained about candidates.<br />

The tools4tal<strong>en</strong>ts were designed<br />

for the managem<strong>en</strong>t of real-life<br />

situations using the problem-solving<br />

cycle. The assessm<strong>en</strong>ts are<br />

well-balanced in order to describe<br />

various situational settings and include<br />

a broad variety of functions<br />

and tasks a candidate may have to<br />

complete. All cases were developed<br />

and approved by experts, s<strong>en</strong>ior<br />

managers and human resource<br />

specialists.<br />

6


does only one personal attribute or an average<br />

of attributes help us to make decisions. More<br />

oft<strong>en</strong>, a combination of complem<strong>en</strong>tary or sometimes<br />

paradoxical attributes and traits assist us in doing<br />

this. The <strong>humanlogix</strong> methodology illustrates this<br />

combination and complem<strong>en</strong>tarity, as well as the t<strong>en</strong>sion<br />

that arises wh<strong>en</strong> someone uses contradictory attitudes<br />

as guiding principles in their behaviour.<br />

ixSeldom<br />

Humanlogix uses value squares to describe the<br />

practice of complem<strong>en</strong>tary and sometimes contradictory<br />

attitudes: a value is combined with a positive,<br />

complem<strong>en</strong>tary antonym, providing a positive stress<br />

ratio. We refer to such a pair as “middle-attributes”.<br />

In addition, <strong>humanlogix</strong> introduces so-called “wingattributes”,<br />

which are more distinct or explicit. Many<br />

people make use of all these attributes in a particular<br />

combination.<br />

Using the model of<br />

middle- and wing-attributes,<br />

<strong>humanlogix</strong><br />

provides an easy to<br />

understand model of<br />

behavioural attributes.<br />

Its primary advantage<br />

over other<br />

models is that all attributes<br />

are equally<br />

valuable, reducing the<br />

risk of social desirability.<br />

Right or wrong<br />

can only be judged in<br />

terms of suitability for<br />

a task.<br />

Nonetheless, <strong>humanlogix</strong><br />

highlights the<br />

risk of exaggerations; making ext<strong>en</strong>sive use of one<br />

attribute may lead to unwanted exaggerations and<br />

one-sided behaviour, thereby hampering success.<br />

Being aware of this risk is of great value to those who<br />

wish to employ behavioural attitudes in a deliberate<br />

manner.<br />

7


Recruitm<strong>en</strong>t<br />

One of the main applications of <strong>humanlogix</strong><br />

is using the tools4tal<strong>en</strong>ts for preassessm<strong>en</strong>t<br />

in recruiting situations.<br />

The toos4tal<strong>en</strong>ts can assist companies<br />

in the selection of candidates who<br />

match a specific position according to<br />

their behavioural attitudes, or by providing<br />

relevant extra information that<br />

can be discussed during interviews.<br />

Staffing<br />

Mismatching of job requirem<strong>en</strong>ts and<br />

individual attitudes is a primary reason<br />

for underperformance in business.<br />

Accordingly, <strong>humanlogix</strong> can assist in<br />

finding the right people to work in the<br />

correct <strong>en</strong>vironm<strong>en</strong>t.<br />

The tools4tal<strong>en</strong>ts provide a g<strong>en</strong>eric<br />

framework for defining behavioural<br />

and attitudinal requirem<strong>en</strong>ts for knowledge-based<br />

functions. Companies can<br />

define the concept of jobs and functions<br />

according to their own and unique<br />

values and culture. Furthermore, tools4tal<strong>en</strong>ts<br />

assist in systematically collecting<br />

and assessing data pertaining to<br />

skills and inher<strong>en</strong>t pot<strong>en</strong>tial, and match<br />

them against pre-set requirem<strong>en</strong>ts.<br />

Team-Design<br />

Teams require <strong>en</strong>ough heterog<strong>en</strong>eity to<br />

fully appreciate the scope of the task<br />

assigned to them. They also need suffici<strong>en</strong>t<br />

homog<strong>en</strong>eity to facilitate communication,<br />

to reach agreem<strong>en</strong>ts and<br />

to develop cohesiv<strong>en</strong>ess. Accordingly,<br />

hx tools4tal<strong>en</strong>ts can help in the shaping<br />

of productive teams with the required<br />

personalities and diverse range<br />

of skills. Deliberate team structures will<br />

also increase team productivity.<br />

Career-Managem<strong>en</strong>t<br />

A number of companies need to develop<br />

and groom their own leaders. Using<br />

hx tools4tal<strong>en</strong>ts for in-house career<br />

managem<strong>en</strong>t provides a strong approach<br />

for id<strong>en</strong>tifying high levels of pot<strong>en</strong>tial<br />

inside the company.<br />

Developm<strong>en</strong>t and Coaching<br />

Humanlogix tools4tal<strong>en</strong>ts assist in<br />

id<strong>en</strong>tifying individual developm<strong>en</strong>t,<br />

training and coaching needs, to assess<br />

behavioural improvem<strong>en</strong>ts and to develop<br />

people within the correct positions<br />

in a cost effici<strong>en</strong>t manner. These<br />

tools will help you save money by designing<br />

your training and developm<strong>en</strong>t in<br />

a more focused manner.<br />

8<br />

va


lue9


THE ASSESSMENT - HX PROFILER<br />

The c<strong>en</strong>trepiece of the tools4tal<strong>en</strong>ts is the hx profiler, a compreh<strong>en</strong>sive onlineassessm<strong>en</strong>t,<br />

based on a realistic managem<strong>en</strong>t case that is adaptable to a range<br />

of industries and within day-to-day managem<strong>en</strong>t situations. Candidates will<br />

judge differ<strong>en</strong>t options in terms of handling certain situations or making decisions.<br />

Unlike many other situational judgem<strong>en</strong>t tests, there is no one best answer.<br />

Thus, the hx profiler evaluates typical performance, as opposed to testing the<br />

correctness of an answer.<br />

Each micro-case has a short description, which is embedded in the overall storyboard<br />

(macro case), thereby immersing the candidate in their role and the case.<br />

The situational descriptions may be tasks that must be fulfilled, complaints that<br />

need handling, problems that require solving, actions that need to be planned,<br />

etc. Each micro case provides four options for dealing with the situation at hand.<br />

All four options are feasible, but differ in the way in which they address a situation.<br />

The online-assessm<strong>en</strong>t is available 24-hours-a-day, for sev<strong>en</strong> days. The<br />

time required to work through the full version is roughly one-to-two hours. After<br />

completing the assessm<strong>en</strong>t, the candidate and defined experts (coaches) can<br />

instantly access the online-evaluation c<strong>en</strong>tre.<br />

10


ac<br />

developm<strong>en</strong>t programme for an international bank in Asia. They will be attached to<br />

Curr<strong>en</strong>tly, there are two hx profilers available, each for a specific context. Both<br />

profilers are geared toward candidates at all managem<strong>en</strong>t levels or pot<strong>en</strong>tial future<br />

managers and leaders. No special skills are required to complete the assessm<strong>en</strong>t.<br />

HX PROFILER BANKING AND FINANCE<br />

Candidates are put in the role of a managem<strong>en</strong>t associate participating in a tal<strong>en</strong>t<br />

branches and various departm<strong>en</strong>ts throughout the bank. The goal of these attachm<strong>en</strong>ts<br />

is to gain critical experi<strong>en</strong>ce of the bank’s primary functions in preparation<br />

for placem<strong>en</strong>t in future key roles.<br />

HX PROFILER MANAGEMENT AND LEADERSHIP<br />

Candidates will be placed in the role of interim-managers leading a hotel through<br />

a period of change in order to secure its economic survival. In this critical situation,<br />

candidates will have to make tactical and strategic decisions, solve operational<br />

problems and build a basis for sustainable growth. Issues and problems are to be<br />

expected in marketing, finance, process managem<strong>en</strong>t and in human resources.<br />

The idea of choosing a context that all participants have an intuitive understanding<br />

of is to evaluate natural behaviour and to deduce what the candidate thinks will<br />

be the best solution in the described situation. Since a host of situations require<br />

urg<strong>en</strong>t and rapid solutions, natural and spontaneous behaviour is elicited.<br />

11


REPORTS<br />

Interactive reports are<br />

available immediately after<br />

finishing the assessm<strong>en</strong>t. In<br />

consideration of the complexity<br />

of human behaviour,<br />

<strong>humanlogix</strong> has developed<br />

a compreh<strong>en</strong>sive manner<br />

in which to pres<strong>en</strong>t behavioural<br />

patterns using differ<strong>en</strong>t<br />

informational layers,<br />

ranging from overviews and<br />

cockpit views to detailed behavioural<br />

patterns.<br />

BEHAVIOURAL OVERVIEWS<br />

show the most significant<br />

attributes that the candidate<br />

exhibits. The behavioural<br />

overview effects the reduction<br />

of complexity, thereby<br />

highlighting the most important descriptions about the attributes that can be expected<br />

according to the chos<strong>en</strong> behavioural dim<strong>en</strong>sions. Visually easy to understand,<br />

<strong>humanlogix</strong> provides the same information one might gain from knowing a<br />

candidate very well, as it describes the ess<strong>en</strong>tial traits of the candidate according<br />

to their behaviour.<br />

too<br />

12


BEHAVIOURAL PATTERNS assist in creating a differ<strong>en</strong>tiated view of a candidate‘s<br />

dominant attitudes. For each behavioural dim<strong>en</strong>sion, a bl<strong>en</strong>d of diverse and sometimes<br />

also contradictory behavioural attributes are indicated, the likes of which<br />

may be indicated as more or less significant in a particular situation. Humanlogix<br />

is able to distinguish betwe<strong>en</strong> the likelihood of four differ<strong>en</strong>t attributes in each behavioural<br />

dim<strong>en</strong>sion.<br />

ls<br />

13


COCKPIT VIEW<br />

In many instances, people t<strong>en</strong>d to focus on one or two behavioural characteristics<br />

or attributes wh<strong>en</strong> describing a person. This may be suffici<strong>en</strong>t for creating a ‘first<br />

glimpse’, but not for understanding the complexity of a person.<br />

The COCKPIT VIEW assists in learning more about a candidate by comparing combinations<br />

of behavioural attributes. With limited training, an experi<strong>en</strong>ced coach<br />

will be able to detect interesting patterns, stress ratios and/or self-reinforcing<br />

interdep<strong>en</strong>d<strong>en</strong>cies.<br />

4<br />

14


REPORTS ON EXPERIENCES, QUALIFICATIONS AND INTERESTS<br />

Not everyone is equally equipped for making decisions, developing something new<br />

or having very close cli<strong>en</strong>t contacts. People differ according to their experi<strong>en</strong>ces,<br />

their qualifications and interests. These items are self-assessed in each micro case,<br />

providing clues to the types of situational clusters a candidate feels comfortable<br />

being in. Evaluation of a candidate’s self-perception of their experi<strong>en</strong>ce, formal<br />

qualifications and interests within differ<strong>en</strong>t functions and situational settings provide<br />

a compreh<strong>en</strong>sive basis for discussion, whether in a recruitm<strong>en</strong>t interview or<br />

during the coaching process.<br />

15


Human behavioural strategies may differ according to the task involved.<br />

This is due to socialized behaviour and individual coping<br />

strategies. The way in which someone analyses a situation may be<br />

differ<strong>en</strong>t to how they make decisions, or how they manage cli<strong>en</strong>t<br />

situations. In many cases, this may be an indication of inconsist<strong>en</strong>t<br />

behaviour; in others, it may indicate situation-specific and purposeful<br />

behaviour.<br />

16tale


nts17<br />

Humanlogix is able to describe behavioural<br />

inconsist<strong>en</strong>cies and variations along<br />

the problem-solving cycle through an<br />

in-depth analysis of differ<strong>en</strong>t behavioural<br />

attitudes exhibited through the managem<strong>en</strong>t<br />

of differ<strong>en</strong>t tasks. By doing so,<br />

additional information can be derived for<br />

a number of functions in which certain<br />

tasks are predominant.


MATCHING THE RIGHT PEOPLE WITH THE RIGHT JOBS<br />

One of the major chall<strong>en</strong>ges in business life is providing the correct jobs to the<br />

right people. Underperformance is a widespread and costly issue in companies<br />

that are unable to <strong>en</strong>sure that this happ<strong>en</strong>s. Such instances may be due to mismatching<br />

job requirem<strong>en</strong>ts and individual attitudes, a lack of interest, qualification<br />

or experi<strong>en</strong>ce, or the inability to make use of hidd<strong>en</strong> tal<strong>en</strong>t and implicit pot<strong>en</strong>tial.<br />

Humanlogix provides a sophisticated matching tool that emphasizes behavioural<br />

attitudes as a key factor of work performance. Being aware of individual behavioural<br />

strategies and attitudes will assist in matching the right people with the right<br />

employm<strong>en</strong>t position.<br />

18ma


est<br />

tch19


BUSINESS-<br />

DRIVEN<br />

real-life cases<br />

from daily business<br />

RELEVANT<br />

focus on the<br />

problem-solving<br />

process<br />

SOPHISTICATED<br />

40 behavioural<br />

attributes<br />

within 10 value<br />

squares<br />

EFFICIENT<br />

cost-effective<br />

alternative to<br />

assessm<strong>en</strong>t<br />

c<strong>en</strong>tres<br />

MOTIVATING<br />

no pass/fail<br />

marks, focus<br />

on behavioural<br />

t<strong>en</strong>d<strong>en</strong>cies and<br />

risks<br />

POTENTIAL-<br />

ORIENTED<br />

best match with<br />

pot<strong>en</strong>tial functions<br />

<strong>humanlogix</strong> ag<br />

www.<strong>humanlogix</strong>.com<br />

contact@<strong>humanlogix</strong>.com

Hooray! Your file is uploaded and ready to be published.

Saved successfully!

Ooh no, something went wrong!