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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

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