PERFORMANCE HOUSE INTERNATIONAL has been associated with assessment tools since the day we opened our doors in 1975. As behavior psychologists have continued to improve their products, we have moved right along with them. For example, today we are able to combine the results of two Assessments -- [A01] and [A02] -- and determine a candidate’s proclivity to seek a third party to represent their interests versus taking the responsible approach of talking to a Manager or a member of the Human Resources Dept. 

The breadth of available Assessments far exceeds the six we have listed here. They are available in English and French. The Assessment developers have a data base of 55,000 Assessments the represent individuals and their positions in over 120 countries. 

Job Analysis Benchmark [Code A01]

We work with Leaders and HR Professionals to develop customized benchmarks for a specific position. Many factors are taken into consideration, such as: the position as it is currently filled, realistic job descriptions, feedback from the customers and vendors of the position, and the desired requirements and unique culture of your organization. Failing available data, we will start by proving a questionnaire to determine the job description/benchmark. 

Individual Assessment and Analysis [Code A02] 

This Assessment will help you, the manager, to determine how well a candidate or employee fits the culture and responsibilities surrounding the position in question. When used with the Job Analysis Benchmark [Code A01] it allows Human Resources and the hiring manager to assess the candidate’s characteristics, attitudes and behaviors to the Job Analysis - thus determining the overall fit or lack of fit for the position. There are many future points of organizational intervention where the Assessments support leadership objectives: 
  • orientation or on-boarding, 
  • selection for advancement/promotion, 
  • reorganization, 
  • succession planning, etc. 
Approximate completion time: 50 mins. Completed on-site or Internet 

Executive Leadership Assessment and Analysis [Code A03] 

Successful leaders aspire to be both creative and effective in the myriad of situations they encounter. Becoming aware of their strengths and areas of development is the beginning of up-grading their leadership skills. The Executive Leadership Assessment and Analysis is designed to illuminate the executives’ inherent potential and present a meaningful approach in moving from potential to performance. 

The Individual Assessment and Analysis [Code A02] is a comprehensive assessment of an individual's behavioral traits, thinking methodologies, and interests. These factors describe specific characteristics, and affect each interaction, decision, and action an executive undertakes. 

An executive has a responsibility to engage people, creatively and jadishly implement policies, collaborate in decisions, and drive developments that advance organizational objectives. This Analysis provides insight into the manner executives approach achieving their responsibilities; and then how to utilize this knowledge to maximize their own talent. This Analysis also offers straightforward, no-nonsense insights toward knowing the leader, the types of activities that challenge and motivate them, the advantages they can leverage, and potential challenges to consider. 

Individual Sales Assessment and Analysis [Code A04] 

There is also an Assessment very similar to the Individual Assessment and Analysis [Code A02] above that is designed for particular use with sales personnel, internal and external sales, retail and customer service. 

Approximate completion time: 50 mins. Completed on-site or Internet 

Managers/Leaders Assessment and Analysis [Code A05] 

It has been proven that good leaders can be developed and leadership does not have to rely on their family gene pool. Likewise the number one development tool is the job that the manager currently holds - this is where on shines or fades. Further the manager cannot delegate their self-development - they own it. This Assessment [Code A02] supports this self-development. 

The manager/leader will learn their characteristics and behaviors that are success factors. These factors can be pushed even further to where they become seen as potential for future steps in one’s career growth. Likewise, you will learn your non-strengths. These factors will likely have shown themselves in recent Performance Discussions. Now you will see them in an objective [non-personal, non-political] manner. The Feedback Repost will identify those factors that you need to work on and provide suggestions on what to do about these factors. Moving non-success factors to success factors will be quickly observed your next-level manager and those you supervise. 

Approximate completion time: 50 mins. Completed on-site or Internet 

Leader - Employee Relationship [Code A06] 

Whether in the for-profit or not-for-profit world every employee, every supervisor and every manager reports to someone who oversees their accountabilities and responsibilities. Assessment of this all-important two-way relationship, by determining the compatibility, between both parties is critical to success. One may have employed a ‘good’ candidate but if the Leader and Employee cannot ‘dig deep’ to establish a sound working relationship -- all of your ‘good’ recruiting maybe for not. 

For a Leader to be successful his/her employee[s] must be willing to ‘follower’. Too voluntarily ‘follow’ requires the Leader to be an effective communicator, design work so that job satisfaction is primary and dissatisfaction is minimal, etc. If their relationship is not built on mutual respect and trust - it will never happen. 

Team Assessment and Analysis [Code A07]

Whether you are leader of a homogeneous team [eg: all production or all sales] or a matrix team [eg: sales production and logistics], the effectiveness of the Team is likely your prime directive. You know from the outset that each Team Member has a set of characteristics, abilities and behaviors that are different from every other member of the Team including yourself [the leader]. For a Team to be effective and efficient, The Team requires its leader to provide:
  • respectful direction, 
  • transparent transactions and 
  • a variety of adult-to-adult behaviors that engender trust. 
Approximate completion time: 15 mins. Completed on-site or Internet


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