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We have a number of products that we plan to develop and market as time, resources
and opportunities permit. Each of these products will compliment our current products
and expand sales both for our company and our authorized dealers worldwide. If you would
like to know more about these product concepts or have some ideas that you would like to discuss
with us, please contact us. The
following is a brief description of each of these prospective new products.
TEAM DESIGN AND ANALYSIS PRODUCTS
Our research department at Newland Park Associates Ltd. has
developed a separate
instrument out of the ICES Personality Inventory that examines an individual’s approach
to work and also identifies the individual as one of nine personality team
types, each with its own unique personality profile.
This new Approach to Work test is the foundation for a series of products
that will assist with both team analysis and team design. This line of products
will provide the following kinds of information:
- An analysis of the team types evident in existing teams. The report will identify
the types of tasks or roles for which each team member is best suited. Further, it
will identify the team type of the team leader and review communication issues between
the team leader and the other members of the team.
- Development of a team Benchmark based on the team types evident in successful
teams and comparing an existing team or persons proposed for a new team to the Benchmark team.
- The information described above will be further utilized to build
a separate product to assist in developing a new team to undertake specific
types of functions. The objective of such a product will be to assist management
in recruiting a successful team and reducing the communication problems that are often
encountered in teams.
SCREENING TEST
The Approach to Work Test developed by our researches will also become
the foundation for a series of screening tools. This 52-item questionnaire is
a normative test that will compete directly with MBTI, Thomas and the numerous
other ipsative tests that are generally regarded as unsuitable for selection or
screening decisions. View Assessments screening products will be fully validated for screening purposes.
COMPLIANCE/INTEGRITY PRODUCTS
Our research team has developed a composite scale from the ICES Personality
Inventory that provides information on the likelihood of an individual complying
with rules, regulations and directives. There are numerous applications for the
use of this new scale. It will also form the basis for development of an integrity
measure that will compete with the HPI and other personality measures of integrity/honesty
that are currently available in the marketplace.
View Assessments contemplates the development of a unique honesty/integrity test battery for the
U.S. market combining a typical overt integrity test with the recently developed
compliance/integrity scale. Honesty/integrity testing is used extensively in the
United States and in some other jurisdictions, particularly for entry level screening
in low wage positions.
COMPETENCY ASSESSMENT
This product is based on the recently launched Working Characteristics Report
that forms part of the Prevue 2000 and TotalView Assessments. The information
is derived from a variety of composite scales derived out of the ICES Personality
Inventory. The Working Characteristics Report currently provides information on the
following subjects or competencies:
- Adaptability to Change - This scale distinguishes those who like new experiences
and prefer to organize their own work from those who prefer a predictable environment and
are respectful of routines.
- Focus on Work - This scale provides information on how people value work. It
distinguishes those who “Work to Live” from those who “Live to Work”.
- Willingness to Take Risk - Our research associates have developed four
composite scales that measure various aspects of a person’s responsive reaction
to risk. A major scale measures one’s general preference for, or adversion to,
risk. That major scale is supported by three sub-scales that assess various
facets of risk taking. Amongst other things, these risk scales disclose a person’s
preference for being paid a steady salary versus commission income.
The concept for the new Competency Assessment will provide information on key competencies
for management, sales and other positions. In addition to the subjects covered in the
Working Characteristics Report, the Competency Assessment will address the following:
- Decision Making
- Planning and Management
- Communications
- Team Working
The View Assessments research team has also examined the concept of determining the
Benchmark or standard of honesty/integrity prevailing in any given workplace. The
application of this research will potentially address a long-standing concern with
honesty/integrity testing by providing information on job candidates in the context
of the actual degree of honesty/integrity prevailing in a given workplace.
180° UPDATE SURVEY
This prospective product will provide a report on the discrepancies in understanding
amongst persons in an organization regarding the specific requirements of any particular
job within the organization. Discrepancies in understanding are revealed from a questionnaire
completed by job incumbents, supervisors and senior management requiring that they identify the level
of importance and level of achievement of those aspects of a particular job that are measured
by the ICES Plus Scales, namely the required
abilities, interests and personality traits for the job.
This new product provides direct assistance to management and HR personnel
in clarifying the functions and objectives of any particular job. At the same time it
will examine the Benchmark that will have been established for that job. Further, the
questionnaires completed by job incumbents will provide an assessment of each job incumbent
in relation to the Benchmark of abilities, interests and personality traits derived from
management’s responses to the questionnaire.
Later generations of this product will likely be expanded to include a 360° Survey extending
the questionnaire beyond the organization to co-workers of an incumbent employee and possibly
key customers or suppliers.
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