Saville Consulting Wave Personality Test: Complimentary Webinar from PsyAsia
PsyAsia International invites you to a complimentary webinar on the features of the Saville Consulting Wave Personality Test.
The webinar will run at 6pm Singapore time on 20 December 2010.
At the webinar we will discuss the following:
- Introduction to the Saville Consulting Wave
- What makes Wave a real revolution in personality assessment?
- Comparative validity of Wave with other personality assessments
- Applications of the Wave Framework (selection, team-building, 360 appraisal etc)
- Introduction to the new Wave Leadership and Interview reports
- Overview of other Wave reports
New Leadership Assessment Report from Saville Consulting & PsyAsia features on BBC TV
Professor Peter Saville recently appeared on BBC TV to discuss the Saville Consulting Wave Psychometric Personality Assessment. The BBC’s Technology Correspondent, Rory Cellan-Jones underwent the Wave questionnaire and then received feedback from Professor Saville.
The Leadership Report discussed by Professor Saville is powered by Wave Professional Styles and based on Saville Consulting’s brand new Leadership Model. It has been validated both against theoretical leadership constructs and empirically using international workplace performance and effectiveness criterion data.
It combines styles, situations and underlying leadership potential to assess the impact of leadership on people, tasks and the growth of the organization as a whole. As it is based on the Wave model, the Leadership Report can also distinguish between motives and talents and highlights areas of potential over or under-rating.
The Leadership Report has a wide range of applications including in selection, succession planning, coaching or development and in assessing a leader’s fit to their environment.
PsyAsia International is offering a 15% discount on Saville Consulting Wave training for anybody who registers after viewing this video and before 15 December 2010. Use promotion code BBC when booking your place. The next courses will run in March 2011 in Singapore and Hong Kong. Full details at http://www.psyasia.com/saville-consulting-wave-training-module.php.
Identity Personality Test – New Syle Reports
Identity is a self-perception personality
questionnaire that measures important individual differences
between how people prefer to behave in a workplace setting.
It was developed specifically for the world of work
and is supported by robust research proving its effectiveness
for use in many areas of business and personal development.
The questionnaire is available in English, simplified
Chinese and traditional Chinese.
Developed to be the most comprehensive personality assessment
tool, Identity measures 36 Primary Scales – which
are specific areas of personality related to the world
of work. It is fully validated for making sensitive
selection decisions and found through scientific
research to be more predictive of leadership performance
than even ability tests or interviews.
Sample Cover Page
The PsyAsia logo can be replaced with your corporate
logo if you have your own Identity System. Also note
the PTC logo that confirms Identity is a quality
test registered with the British Psychological Society
Psychological Testing Centre.
Narrative Report
This report is written in second or third person depending
on whether you are using it as a feedback report for
the candidate or for the decision-maker. Text-based
narrative reports are the only type of report available
to untrained users. All other reports/graphics require
a certification.
Quick Look Page
This gives an indication as to the accuracy of the candidate’s
responses and shows you where you need to focus for
additional probing in an interview. For this fake candidate,
the report tells us we need to probe on every competency!
For other candidates you may see “Strong”
and/or “OK” in place of “Further Probing”.
Profile Chart
This is the first page of a 2-page chart which provides
the candidate’s score for each scale in Identity. Labels
and descriptions on either side assist in accurate interpretation
of each scale score.
Pre-Interview Report
This is a sample page from Identity’s Pre-Interview
Report. Personality test reports should be followed
up with a good behavioral interview. This report assists
in this process by providing example questions to ask
the candidate based on their profile.
Derived scales
Assess aspects of the person such as Jungian Type, Learning
Styles, EQ, Team Roles, Leadership Style and so on.
All of these charts come at no additional cost.
The above are just a few examples of
pages from Identity reports. Identity offers a number
of different reports: Pre-Interview, Comprehensive,
Career Focus and Candidate Feedback. Unlike other psychometric
personality tests, clients only pay once for the candidate
rather than for each report generated.
To download full sample reports, please click here
for a candidate for a single fee!)
To view our Identity webpage, please click here
in a substantive personality assessment, you may use
Identity by simply purchasing and reading the manual.
For those who require training, we are pleased to offer
a “new report release” special 15%
discount on our 26-27 October training in Singapore
and 29-30 November training in Hong Kong if you register
by 5 October. This discount increases to 20%
if you send 2 or more people. Use discount
codes IDMAIL15 and IDMAIL20 for the 15% and 20% discounts
respectively when registering
here. For clients who are not interested in training
we can offer our psychologist-on-call
service or a very limited text-only report.
To view the Identity Accreditation Course outline, please
click here
Free Online Psychometric Testing System
All qualified users of Identity get a FREE online system
- so, you can set up test sessions and produce reports
whenever you want – even at night and on weekends!
If you would like a copy of our fees list,please email us.
View our multimedia Identity Sales Presentation
Click here to view all current public training course dates
Chinese Personality – Do we need indigenous psychometric tests?
It’s perhaps quite natural to believe that the Chinese personality is so different to others that it requires a special psychometric test to assess it. What better way to sell your new Chinese personality test than to state that it is “high time a test for the Chinese” were developed. However, this throws doubt upon the utility of rigorously developed international psychometric tests of personality.
Given the above, we embarked on a research program to assess whether Chinese people differ significantly comparied to others in terms of personality structure and whether personality tests that purport to assess Chinese Personality are able to predict any more work performance than internationally developed tests have already been proven to do!
You can read our research findings it: personality.cn, our Chinese Personality at Work Research Site.
No time to read the whole site? Here’s a quick summary:
Locally developed psychometric tests which purport to assess “indigenous” aspects of Chinese Personality were found to be less reliable than reputable internationally developed tests of personality. Furthermore, there is a big question as to whether so-called “indigenous” traits are Chinese-specific. Issues such as traditionalism or face also exist in other cultures! Moreover, the research has demonstrated that whatever we choose to believe about Chinese Personality, locally developed (Hong Kong) tests of “indigenous” personality add nothing to the prediction of performance at work that is not already accounted for by reputable internationally developed personality tests.
We present this research in a free HRM webinar which you can watch here. We held a vote at the beginning and end of our webinar whereby we asked attendees if they believed that Chinese Personality is so different that Chinese people need their own personality test. At the beginning of the webinar, the majority of the attendees said yes! By the end of the webinar only one attendee still believed this to be the case! We recommend choosing well designed psychometric tests with high reliability and validity. Personality is a universal construct, thus locally developed tests may have little benefit to the hiring manager!
What do People Want from their Jobs? The Big Five, core self-evaluations and work motivation
If people are differentially motivated on the basis of individual differences, this implies important practical consequences with respect to staffing decisions and the selection of the right motivational techniques for managers. In two different samples (students facing graduation vs full-time employees), the relationships between personality traits and the preference for job characteristics concerning either extrinsic (job environment) or intrinsic job features (work itself) were investigated. Two personality traits [openness to experience and core self-evaluations (CSE)] were consistently found to be positively related to the preference concerning work characteristics, and CSE showed incremental validity with regard to intrinsic work motivation factors (e.g., experienced meaningfulness, autonomy). Furthermore, age was differentially linked to those job characteristics. The results are discussed with regards to the optimal Person-Job Fit and the practical utility of the personality constructs.
The full research paper can be found here: http://www.ingentaconnect.com/content/bpl/ijsa/2010/00000018/00000001/art00003
Personality Tests – customised for Singaporeans?
If the claims of some HR practitioners in Asia are founded, we may need customised Personality Tests for every group out there, Singaporeans included. Is this really the case? Find out what science tells us at PsyAsia’s FREE webinar on Chinese Personality and its assessment for predicting workplace performance. Full details of the webinar can be found by clicking the graphic below:
Register for the Free HRM Webinar
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.
360 Appraisal Online Performance Assessment for Singapore
Singapore and Hong Kong based award-winning PsyAsia International offers 360 Performance Appraisal via the Saville Consulting Performance Culture Framework. The company has recently set-up a new site dedicated to easy understanding of the 360 appraisal process. It’s easy to set up and the cost is very reasonable. Optional services such as feedback from a psychologist consultant or team building and development services can be added to the package. The online performance appraisal system can be used by any organisation worldwide.
The Saville Consulting Wave is based upon a validation-centric scientific framework known as the Performance and Culture Framework. As part of this framework, Saville Consulting offers the Wave Performance 360 (multi-rater) online assessment of performance at work. Wave Performance 360 online assessment enables a range of relevant individuals to rate a colleague’s performance at work. How an individual perceives themselves and how this compares to other people’s perceptions of them is a powerful feedback tool. 360 assessment enhances self-awareness and provides a great platform for personal development.
Wave 360 provides a unique report where the dual reporting lets the individual being assessed understand on one profile exactly how they were rated and how this benchmarks externally.
The report combines quantitative rating scales with qualitative comment. All raters have the option of contributing narrative text on areas they think the individual does well, could do less of and could improve on. As a further option, Saville Consulting provides a very detailed development report for the individual based on all ratings.
This powerful 360 appraisal can be used on it’s own or in conjunction with Saville Consulting Wave® Styles. When used in combination it can help individuals understand the gaps between their performance and potential as a platform for utilising unused potential and realising critical areas of potential.
Further details at the special site: http://360-appraisal.com
Free Webinar – Amazing Apollo Profile Personality Test
The Amazing Apollo Profile
This free webinar will be facilitated by Mr. Jim Bowden, the developer of the Apollo Profile. The session will be interactive (provided attendees kit themselves out with headphones and a mic!) and Jim will present numerous interesting case studies.
The webinar will cover the following:
• Introduction: The Amazing Apollo Profile- can transform Recruitment, Staff Development, and Organisation Performance –Client example
• Apollo Questionnaire – valid/reliable/comprehensive
• Why is Apollo amazing? Apollo Advantages
• Using and interpreting of Apollo reports with anecdotes
• Recruitment – Accurate, easy, low cost – Case Study using Apollo Best Match in China for filtering 12,000 applicants for 40 Graduate level jobs
• Training and Development – Unique Apollo report PLUS downloadable solutions. Convenient, low cost, motivating
• Organisation Development. Benchmarking: Can analyse and identify current corporate strengths and weaknesses – then create high performing models/culture, identify engagement issues – case studies
• Customising: Develop models that work specifically for your organisation. If your organisation is serious about leadership through people.
• Integrate everything together with flexible multi-purpose Internet Online solutions. Use your own competencies frameworks and vocabulary – examples
• Special Offer – have to listen to Webinar to find out!
Date: Monday, May 17, 2010
Time: 12:30 PM – 1:30 PM SGT
After registering you will receive a confirmation email containing information about joining the Webinar.
System Requirements
PC-based attendees
Required: Windows® 7, Vista, XP, 2003 Server or 2000
Macintosh®-based attendees
Required: Mac OS® X 10.4.11 (Tiger®) or newer
Space is limited.
Reserve your Webinar seat now at:
https://www1.gotomeeting.com/register/522465752
Does Conscientiousness predict performance at Work?
There has been much research conducted examining the relationship between Conscientiousness as defined as one of the dimensions in the “Big Five” Model of personality and job performance. Much of the research has indicated that Conscientiousness is a positive predictor for job performance across a range of job positions. Simply put and what many advocate, is that it appears that people who have been assessed to be higher on Conscientiousness tend to perform better at work. Nevertheless, an article by Tett (1998) highlights some considerations regarding accepting this conclusion and cautions against accepting this at face value.
In this article, a number of examples suggest that Conscientiousness and job performance may not be irrevocably linked as previous research has suggested. It provides two examples of work situations where Conscientiousness may actually hinder the job performance. Firstly, the author highlights situations where being conscientious may result in lower productivity where either tasks require more time to complete or where fewer tasks can be completed. This is illustrated by the example of managers who at times are required to make decisions even when they do not have all the relevant information (Tett, 1998). In such a situation, being high on conscientious may affect the speed at which decisions can be made.
The second example refers to rules and procedures; conscientious individuals tend to adhere to rules and procedures. Tett (1998) highlights that in certain professions, strictly following rules and procedures may affect creativity and innovation. It is proposed that such adherence to rules and procedures can affect productivity as such individuals would be unlikely to develop novel ideas and solutions.
Although Conscientiousness appears to remain as a significant predictor of job performance, it is important to note that there are situations where other factors can play a part.
Tett, R. P. (1998). Is Conscientiousness ALWAYS positively related to job performance? The Industrial-Organizational Psychologist, 36(1)
