Saville Consulting Wave Training Discounts for Singapore and Hong Kong
Saville Consulting Wave® – Highest Validity per 15 minutes of test-time!
The Saville Consulting Wave was developed by the originator of the OPQ and co-founder of SHL, Professor Peter Saville as an alternative to the static assessments available in the market. Wave assesses candidate’s motives and talents within a validation-centric framework. It was validated within 100 separate businesses.
The tool uses both normative and dynamic ipsative questions and has been shown to have greater validity in predicting performance and leadership than any tool it has been compared to in research. Furthermore, the shorter version of Wave, the Focus Questionnaire has more validity per 15 minutes of test-taking time than any comparison questionnaire.
Profile jobs, run 360 performance appraisal, assess personality type for team-building, assess entrepreneurial potential and provide extensive development advice all within one framework
The performance culture framework which underlies the Saville Consulting Wave allows the tool to be used extensively for different HR applications from recruitment/selection through to performance appraisal and development.
Follow the links below for further details:
 Wave Professional Styles |
Performance Card Set |
| Wave Focus Styles |
 Wave Performance 360 |
 Wave Types |
 Wave Development |
 Wave Entrepreneurial |
Wave Culture |
 Wave Job Profiler |
|
Become accredited to use the Wave
with a 25% early-bird discount
Take action now! Your competitors may already be trained to use this century’s revolution in personality assessment. We’ve trained people from the big consulting firms to small local careers advisors to recruitment consultants, government ministries and universities. We want to provide you with an incentive to join the increasing number of professionals who value high validity in selection and support from local psychologists in Asia. PsyAsia International, Asia’s leader in psychometric training, runs the Wave training in Singapore and Hong Kong. We’re offering a 25% early-bird discount for our next courses in those locations:
Wave Conversion Course: 1 Day – View course details
For those with BPS Level B or those who are qualified to use
a substantive personality assessment such as OPQ but not including tests such
as MBTI/DISC/HARRISON etc.
SINGAPORE: 17 June (SG$1200 / SG$900)
HONG KONG: 6 July (HK$6000 / HK$4500)
Wave Module Course: 2 Days – View course details
For those without a qualification in a substantive personality
assessment.
SINGAPORE: 17-18 June (SG$2050 / SG$1538)
HONG KONG: 6-7 July (HK$9888 / HK$7416)
For the early-bird offer (25% discount), please register at http://www.psyasia.com/register
and quote WAVESEB for Singapore courses and WAVEHEB
for Hong Kong Courses. Deadline is 15 May for Singapore and 31 May for Hong
Kong.
Note – delegates on our BPS Level B course in
Singapore always get 50% discount off the Wave Conversion
course which follows their Level B training. More details at http://www.psyasia.com/bpscourses
Course Reviews from Previous Attendees
“Informative, relevant to work, knowledgeable facilitator”
Danny
Hay Group
“Good introduction to the tool and practical session was useful”
Geraldyn Fong
Managing Consultant (Psychologist)
Hudson Global Resources, Singapore
“Insightful and informative. The methodology behind the Saville
Consulting Wave Report is light years ahead of other psychometric tests yet
it is a breeze to use! The interface between motives, competencies and culture
is exactly the missing link that recruiters are looking for.”
Diana Yeo
Ministry of Defence, Singapore
“A highly practical and enjoyable approach to the application
of an extremely useful tool for selection and development – well worth the investment,
highly recommended.”
Neville Pearsall
Director HR
RMIT International University, Vietnam
Not ready for training and accreditation
but still want to use the Wave?
Then please consider PsyAsia’s Psychologist-on-Call™
service instead. Our registered psychologists will take care of the complete process for you, including a call and behavioural interview for your candidates and a feedback session with the decision-maker. More details at http://www.psyasia.com/psychologist_candidate_screening.php.
A General Family of Limited Information Goodness-of-Fit Statistics for Multinomial Data
Our extension provides general conditions under which quadratic forms in linear functions of cell residuals are asymptotically
chi-square. The new statistics need not be based on margins, and can be used for one-dimensional multinomials. We also provide
theory that explains why limited information statistics have good power, regardless of sparseness. We show how quadratic-form
statistics can be constructed that are more powerful than X
2 and yet, have approximate chi-square null distribution in finite samples with large models. Examples with models for truncated
count data and binary item response data are used to illustrate the theory.
- Content Type Journal Article
- DOI 10.1007/s11336-010-9165-5
- Authors
- Harry Joe, University of British Columbia Department of Statistics British Columbia Canada
- Alberto Maydeu-Olivares, University of Barcelona Faculty of Psychology P. Valle de Hebrón, 171 08035 Barcelona Spain
- Journal Psychometrika
- Online ISSN 1860-0980
- Print ISSN 0033-3123
Replace Psychometric Tests in Singapore?
Last week the Singapore-based Straits Times published an article which reported a study carried out at NUS linking testosterone to advantages in leadership. PsyAsia’s Dr. Graham Tyler was asked to comment on the reasearch and he was asked if biological testing might replace psychometric testing in the future! A copy of the article can be downloaded here:
There are a number of limitations in the above thinking. Not least the fact that the study was carried out on students – hardly real-world organisational leaders! Also, given that this was a correlational analysis it cannot be inferred that testosterone increases leadership skills. It might actually be the opposite. Finding oneself in leadership scenarios may cause the body to produce more testosterone!
Biological testing is certainly not about to replace psychometric tests in Singapore or anywhere else. Not only is the area contentious it would also bring legal issues into play. We know already that biology plays a role in many aspects of who we are from personality traits to ability and more. However, we also know that the environment, access to resources and simply luck (ie where we find ourselves, who our teachers/mentors are) also play a huge part. Psychometric tests should never be used on their own to inform decision-making processes and neither should any other form of assessment – biological testing, interviews and so forth. However, the use of highly valid tools used in conjunction with each other is a good thing.
Note: In the article, there is a mention that aptitude tests can predict between 9-36% of performance. This is incorrect. The journalist asked about personality tests and was told that traditional personality tests can predict about 9-36% of performance. Aptitude tests are able to predict more than this and more modern personality assessments such as Identity or the Saville Consulting Wave do an even better job than traditonal personality tests!
Just in Time Hiring – Is Your Recruitment Software Ready For It?
In today’s knowledge economy, most companies are more dependent on their human resources than the companies in the traditional economy. A high percentage of employee turnover mean you find equally good or better replacements, that too in a very short time.
Pre Employment Screening Reduces Post Employment Problems
You own a small restaurant and want to hire a dishwasher/busboy. You find a nice college boy for the job, and things are fine until he assaults one of your waitresses after closing. You then find out that he has never attended college, has a long history of physical crimes and is a known drug user.
The Future of Work is Sharing the Talent Pool
Promotion at work and new professional development opportunities could look very different for future generations in the workplace. The concept of a talent pool was started in Europe and now is being adopted by large corporations.
10 Wisdom Keys to Keep Employees Longer
Employees are the greatest asset to be treasured by every employer and yet we loose them regularly. It is one thing to hire the one you want, the one who fits the role well and yet another thing to keep them long enough to fulfill the vision of the organization while they also remain fruitful and fulfilled. Learn a few pointers that will help you preserve the assets you have in your people
Assess Prospective Employee With Public Records of Employment
What are employment public records? These are pieces of information that can be publicly accessed and have something to do with the details of an individual’s previous job’s history.
IRS Crackdown on Classification
Over the past year, various federal and state agencies have indicated they will begin to more seriously investigate employee classification issues. Understand more about employee classification.
Fraud Protection in Small Business – Affordable Pre-Employment Screening
Ever employed someone who has let you down? Has a trusted employee stolen from you? Perhaps sensitive information has been leaked to competitors? Pre-employment screening can help prevent this occurring again.
