humanlogix Epub-en

tools4talents
EXPAND YOUR HORIZONS
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Since 2001, humanlogix has developed modern,
high-performance online tools to support the selection,
evaluation and development of the best talents
in management and banking industries. The tool suite
«tools4talents» consists of different online tools for
identifying individual behavioural patterns and matching
them with the company’s needs and cultural
settings.
Humanlogix tools4talents was proofed by the scientific
community and in real business practice. It was
one of the winning online applications awarded the
Austrian National Price in 2005.
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Personality is a decisive factor in today’s human capital
management. Humanlogix has developed comprehensive
online-assessments that address management
functions at all levels and across all industries.
In addition, special online assessment for the banking
and finance industry has been developed.
The assessment methodology of tools4talents is based
on situational judgement tests. Humanlogix evaluates
the natural behaviour of candidates in real life
business settings: candidates judge different options
in up to 60 day-to-day management situations, all of
which are embedded within an engaging narrative.
These situations – we call them micro-cases – challenge
candidates to make tactical and strategic decisions
and solve operational problems using a problemsolving
cycle. Issues and problems are to be expected
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in strategic management, marketing, finance and in
human resources.
This makes humanlogix tools4talents a valid and motivating
way to evaluate individual behaviour along
the problem solving cycle.

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The values and experience we accumulate
throughout our lives serve
as a source of individual orientation
and help us judge and make decisions
in different situations. Humanlogix
uses a behavioural model with
a set of 10 behavioural dimensions.
By testing each dimension in six
different cases, in-depth information
can be gained about candidates.
The tools4talents were designed
for the management of real-life
situations using the problem-solving
cycle. The assessments are
well-balanced in order to describe
various situational settings and include
a broad variety of functions
and tasks a candidate may have to
complete. All cases were developed
and approved by experts, senior
managers and human resource
specialists.
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does only one personal attribute or an average
of attributes help us to make decisions. More
often, a combination of complementary or sometimes
paradoxical attributes and traits assist us in doing
this. The humanlogix methodology illustrates this
combination and complementarity, as well as the tension
that arises when someone uses contradictory attitudes
as guiding principles in their behaviour.
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Humanlogix uses value squares to describe the
practice of complementary and sometimes contradictory
attitudes: a value is combined with a positive,
complementary antonym, providing a positive stress
ratio. We refer to such a pair as “middle-attributes”.
In addition, humanlogix introduces so-called “wingattributes”,
which are more distinct or explicit. Many
people make use of all these attributes in a particular
combination.
Using the model of
middle- and wing-attributes,
humanlogix
provides an easy to
understand model of
behavioural attributes.
Its primary advantage
over other
models is that all attributes
are equally
valuable, reducing the
risk of social desirability.
Right or wrong
can only be judged in
terms of suitability for
a task.
Nonetheless, humanlogix
highlights the
risk of exaggerations; making extensive use of one
attribute may lead to unwanted exaggerations and
one-sided behaviour, thereby hampering success.
Being aware of this risk is of great value to those who
wish to employ behavioural attitudes in a deliberate
manner.
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Recruitment
One of the main applications of humanlogix
is using the tools4talents for preassessment
in recruiting situations.
The toos4talents can assist companies
in the selection of candidates who
match a specific position according to
their behavioural attitudes, or by providing
relevant extra information that
can be discussed during interviews.
Staffing
Mismatching of job requirements and
individual attitudes is a primary reason
for underperformance in business.
Accordingly, humanlogix can assist in
finding the right people to work in the
correct environment.
The tools4talents provide a generic
framework for defining behavioural
and attitudinal requirements for knowledge-based
functions. Companies can
define the concept of jobs and functions
according to their own and unique
values and culture. Furthermore, tools4talents
assist in systematically collecting
and assessing data pertaining to
skills and inherent potential, and match
them against pre-set requirements.
Team-Design
Teams require enough heterogeneity to
fully appreciate the scope of the task
assigned to them. They also need sufficient
homogeneity to facilitate communication,
to reach agreements and
to develop cohesiveness. Accordingly,
hx tools4talents can help in the shaping
of productive teams with the required
personalities and diverse range
of skills. Deliberate team structures will
also increase team productivity.
Career-Management
A number of companies need to develop
and groom their own leaders. Using
hx tools4talents for in-house career
management provides a strong approach
for identifying high levels of potential
inside the company.
Development and Coaching
Humanlogix tools4talents assist in
identifying individual development,
training and coaching needs, to assess
behavioural improvements and to develop
people within the correct positions
in a cost efficient manner. These
tools will help you save money by designing
your training and development in
a more focused manner.
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THE ASSESSMENT - HX PROFILER
The centrepiece of the tools4talents is the hx profiler, a comprehensive onlineassessment,
based on a realistic management case that is adaptable to a range
of industries and within day-to-day management situations. Candidates will
judge different options in terms of handling certain situations or making decisions.
Unlike many other situational judgement tests, there is no one best answer.
Thus, the hx profiler evaluates typical performance, as opposed to testing the
correctness of an answer.
Each micro-case has a short description, which is embedded in the overall storyboard
(macro case), thereby immersing the candidate in their role and the case.
The situational descriptions may be tasks that must be fulfilled, complaints that
need handling, problems that require solving, actions that need to be planned,
etc. Each micro case provides four options for dealing with the situation at hand.
All four options are feasible, but differ in the way in which they address a situation.
The online-assessment is available 24-hours-a-day, for seven days. The
time required to work through the full version is roughly one-to-two hours. After
completing the assessment, the candidate and defined experts (coaches) can
instantly access the online-evaluation centre.
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development programme for an international bank in Asia. They will be attached to
Currently, there are two hx profilers available, each for a specific context. Both
profilers are geared toward candidates at all management levels or potential future
managers and leaders. No special skills are required to complete the assessment.
HX PROFILER BANKING AND FINANCE
Candidates are put in the role of a management associate participating in a talent
branches and various departments throughout the bank. The goal of these attachments
is to gain critical experience of the bank’s primary functions in preparation
for placement in future key roles.
HX PROFILER MANAGEMENT AND LEADERSHIP
Candidates will be placed in the role of interim-managers leading a hotel through
a period of change in order to secure its economic survival. In this critical situation,
candidates will have to make tactical and strategic decisions, solve operational
problems and build a basis for sustainable growth. Issues and problems are to be
expected in marketing, finance, process management and in human resources.
The idea of choosing a context that all participants have an intuitive understanding
of is to evaluate natural behaviour and to deduce what the candidate thinks will
be the best solution in the described situation. Since a host of situations require
urgent and rapid solutions, natural and spontaneous behaviour is elicited.
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REPORTS
Interactive reports are
available immediately after
finishing the assessment. In
consideration of the complexity
of human behaviour,
humanlogix has developed
a comprehensive manner
in which to present behavioural
patterns using different
informational layers,
ranging from overviews and
cockpit views to detailed behavioural
patterns.
BEHAVIOURAL OVERVIEWS
show the most significant
attributes that the candidate
exhibits. The behavioural
overview effects the reduction
of complexity, thereby
highlighting the most important descriptions about the attributes that can be expected
according to the chosen behavioural dimensions. Visually easy to understand,
humanlogix provides the same information one might gain from knowing a
candidate very well, as it describes the essential traits of the candidate according
to their behaviour.
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BEHAVIOURAL PATTERNS assist in creating a differentiated view of a candidate‘s
dominant attitudes. For each behavioural dimension, a blend of diverse and sometimes
also contradictory behavioural attributes are indicated, the likes of which
may be indicated as more or less significant in a particular situation. Humanlogix
is able to distinguish between the likelihood of four different attributes in each behavioural
dimension.
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COCKPIT VIEW
In many instances, people tend to focus on one or two behavioural characteristics
or attributes when describing a person. This may be sufficient for creating a ‘first
glimpse’, but not for understanding the complexity of a person.
The COCKPIT VIEW assists in learning more about a candidate by comparing combinations
of behavioural attributes. With limited training, an experienced coach
will be able to detect interesting patterns, stress ratios and/or self-reinforcing
interdependencies.
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REPORTS ON EXPERIENCES, QUALIFICATIONS AND INTERESTS
Not everyone is equally equipped for making decisions, developing something new
or having very close client contacts. People differ according to their experiences,
their qualifications and interests. These items are self-assessed in each micro case,
providing clues to the types of situational clusters a candidate feels comfortable
being in. Evaluation of a candidate’s self-perception of their experience, formal
qualifications and interests within different functions and situational settings provide
a comprehensive basis for discussion, whether in a recruitment interview or
during the coaching process.
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Human behavioural strategies may differ according to the task involved.
This is due to socialized behaviour and individual coping
strategies. The way in which someone analyses a situation may be
different to how they make decisions, or how they manage client
situations. In many cases, this may be an indication of inconsistent
behaviour; in others, it may indicate situation-specific and purposeful
behaviour.
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Humanlogix is able to describe behavioural
inconsistencies and variations along
the problem-solving cycle through an
in-depth analysis of different behavioural
attitudes exhibited through the management
of different tasks. By doing so,
additional information can be derived for
a number of functions in which certain
tasks are predominant.

MATCHING THE RIGHT PEOPLE WITH THE RIGHT JOBS
One of the major challenges in business life is providing the correct jobs to the
right people. Underperformance is a widespread and costly issue in companies
that are unable to ensure that this happens. Such instances may be due to mismatching
job requirements and individual attitudes, a lack of interest, qualification
or experience, or the inability to make use of hidden talent and implicit potential.
Humanlogix provides a sophisticated matching tool that emphasizes behavioural
attitudes as a key factor of work performance. Being aware of individual behavioural
strategies and attitudes will assist in matching the right people with the right
employment position.
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BUSINESS-
DRIVEN
real-life cases
from daily business
RELEVANT
focus on the
problem-solving
process
SOPHISTICATED
40 behavioural
attributes
within 10 value
squares
EFFICIENT
cost-effective
alternative to
assessment
centres
MOTIVATING
no pass/fail
marks, focus
on behavioural
tendencies and
risks
POTENTIAL-
ORIENTED
best match with
potential functions
humanlogix ag
www.humanlogix.com
contact@humanlogix.com