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tools4tal<strong>en</strong>ts<br />
EXPAND YOUR HORIZONS<br />
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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 />
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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 />
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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 />
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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 />
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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 />
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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 />
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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 />
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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 />
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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 />
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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 />
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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 />
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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 />
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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