PPA is the world's first psychometric tool based on the disc theory, which helps to identify individual behavior preferences in different situations.
PPA is neither a clinical tool nor a tool for diagnosing abnormal behavior. Subjects only need 7 to 10 minutes to complete 24 choice questionnaires. The computer software system can also process the results quickly and generate 22 different reports.
PPA doesn't measure what people usually think, such as intelligence, qualifications, experience, personal background and social background. The results of this test and analysis will help people understand how the subjects deal with the surrounding environment, and then help us understand the individual's attitude and possible work performance.
It points out the usual behavior preferences of individuals, their behaviors under pressure, and how to adjust their behaviors to the working environment. It is very helpful to find the positive factors inside and outside the individual and determine the areas of frustration and stress. Personality analysis (PPA) is always combined with job requirement analysis (HJA) of a specific task, position or job. The combination of the two tools will objectively evaluate the suitability of job seekers according to the pre-determined behavioral ability standards.
Job Requirements Analysis (HJA) is completed by relevant personnel familiar with job requirements in the organization. Therefore, the results of this job demand analysis should be completely personalized and completely consistent with each company's unique mission, culture, needs and management style.
On the other hand, Job Requirements Analysis (HJA) is dynamic and should not be static. With the change of business environment, job demand analysis (HJA) should be constantly updated.
Main applications of PPA
Internal and external recruitment of the company
Career management (for individuals)
Sustainable planning (for organizations)
Organizational reorganization and planning
Training demand analysis
Find out the stress and disharmony.
team building
Motivation of sales team
Develop management skills (looking for ambitious people)
interpersonal relationship
Staff selection and training test (TST)
TST provides an accurate, reliable and effective method to determine the speed at which individuals learn and digest new skills and processes.
Academic achievement is undoubtedly one of the factors that must be considered in recruitment and selection, but it can't really measure an individual's psychological ability and potential effectively. As an effective standard to test an individual's learning potential, TST measures an individual's learning ability and his response and speed to training programs. * * It includes five sub-tests: perceptual speed, logical reasoning ability, numerical operation ability and accuracy, working memory ability and spatial imagination ability. It can be applied to test groups with different education levels, focusing on measuring people's "learning ability" rather than the usual "intelligence".
The early version of TST was built in Britain in the mid-1980s. At that time, government departments were a huge testing consumer group, and they needed a reusable testing tool with short testing time, low cost to measure individuals' general ability, especially their learning ability (fluid intelligence).
TST's research and verification work lasted for ten years with nearly one million subjects, which proved to be one of the most reliable ability tests.
TST mainly has the following applications:
Distinguish whether this person can think through the problem.
Determine whether this person can cope with the spiritual requirements of this position.
Distinguish whether this person is an excellent learner and an incumbent.
Identify whether this person is good at solving problems.
Thomas eq test (TEI)
Thomas EQ test questionnaire can accurately and intuitively measure the individual's emotional perception and control ability related to the working environment, and the results describe the detailed characteristics of individual's emotional function from 15 different dimensions.
Thomas EQ test is led by K. V Petrides, Ph.D. in Psychology, University of London, and leads the project team together with Professor Adrian Furnham * * *, and conducts research and questionnaire design in the form of self-rating scale. Its research results are in the leading position in the world.
The questionnaire contains 153 questions, all of which are multiple-choice questions. The options are divided into seven levels: "completely agree" to "completely disagree", which takes about 20-25 minutes to complete on average.
The answer is right or wrong, it doesn't matter whether it is good or bad. It only reflects the matching degree between the emotional intelligence level of the candidate and the position.
A brief history of eq
1920- 1995 early research
The research history of EQ can be traced back to 1920. Psychologist edward thorndike put forward the concept of social intelligence, and began to pay attention to the individual's ability to understand human behavior and manage workplace relations. 1983 Howard gardner, a psychologist at Harvard University, further developed this theory and put forward a model of "multiple intelligences", arguing that individuals need to know not only themselves, but also the emotional states of others.
199 1 year, Yale psychologist Peter Serawi and Joan Meyer of the University of New Hampshire pioneered the word EQ, and then Harvard psychologist Dr. Daniel Gorman made further research, and published the book EQ in 1995, which systematically expounded EQ and became the most influential and influential in the world so far.
Theoretical development since 1995
EQ is generally regarded as the ability of individuals to understand and manage their own and others' emotions. In 2000, Petrides and Furnham proposed that emotional intelligence can be divided into trait emotional intelligence and ability emotional intelligence. The concerns of the two research ideas are completely different. Ability, emotion and intellectual concern should be measured by the highest achievement test; On the other hand, idiosyncratic emotional intelligence reflects the behavioral characteristics related to emotions and the ability of self-awareness, which can be measured by self-assessment.
Commercial application of emotional intelligence test
Usually, EQ is a non-intelligence factor, but through research, we find that successful people often have moderate intelligence, but they have EQ characteristics that match their positions. EQ test can make our recruitment and selection work more efficient, make our management easier, make our managers have the emotional management ability necessary for success, make teamwork smoother, and improve the communication and production efficiency of the whole organization.
The results of EQ test can predict candidates' future job performance, explain people's ability to understand and control their own emotions, and explain how they will interpret and deal with others' emotional performance, which will be used to establish and manage successful interpersonal networks.
Thomas EQ test helps to predict the possible performance of employees/candidates in the following aspects:
determined
Communication ability
Stress management ability
be sure of oneself
Adaptability to the new environment
Persuasive ability
Social and interpersonal skills
Target orientation
Emotional control
Satisfaction with the status quo
optimistic