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Behavioral Assessment

We have the acumen and experience to provide our clients with Behavioral Assessment. Rendered in a timely manner, these services are used for power planting components at many industries. Special checking of tools and equipment are done in order to maintain the optimum performance of the machines.

Candidate Risk Profiler
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Candidate Risk Profiler

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An organization is only as good as its employees.
The best product or service means little if you entrust it in the hands of the wrong people. Experts estimate that up to 30% of job applicants lie or distort the information on their resumes. Ignoring these lies can turn out to be an expensive mistake for companies, with fallouts like incompetence, workplace violence, substance abuse at workplace etc.

Human limitations and tight deadlines may make it difficult for the HR department to understand the behavior of the candidate in depth. However, such behavioral aspects which may escape the filter of eye or experience, cannot escape the Candidate Risk Profiler. Designed by an expert team at Psyft, the CRP aims to assess how aptly the band fits the finger.

Candidate Risk profile is an assessment tool built around the idea of judging the suitability of a prospective candidate for a particular designation and for the organization as a whole. More importantly the CRP helps assess the presence and degree of counterproductive workplace behavior. The test is particularly helpful while hiring graduates fresh out of school with little or no work experience.

The CRP validates the alignment of the candidate profile with that of the organization or the lack of it. In addition, it also determines the degree of such an alignment. The test is therefore a tool to augment the hiring efficiency of the organization. The analysis also ensures a low turnover rate in the future.

In a nutshell, the Psyft CRP helps safeguard the interests of the organization while hiring new talent.

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Emotional Intelligence
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Emotional Intelligence

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Emotions are often the most significant driving force behind human behavior. Emotional intelligence, often referred to as EI or EQ, refers to our capacity to effectively reason about emotions and to use emotions to enhance thought and solve problems. People with high levels of emotional intelligence (EI) use the right combination of head and heart. They are usually better than others at perceiving, identifying, understanding and managing emotions in themselves and others, ultimately making them more effective at taking decisions, achieving goals and managing people.

Emotionally intelligent people:

  • Communicate effectively with colleagues and customers
  • Respond appropriately to others emotions
  • Manage their own and others emotional reactions and
  • Are less likely to experience negative emotions

So, being aware of your existing and potential workforce’s Emotional intelligence levels can lead to more effective leadership, greater productivity and higher customer satisfaction. As the corporate world begins to acknowledge the importance of emotional intelligence in the work area, assessment of EI is gaining greater importance both in the recruitment and development processes.

TEI is a comprehensive EI assessment that measures the extent, form, shape and degree of EI among the respondents and analyzes its probable impact on their work performance. It draws from Daniel Goleman’s theory of Emotional Intelligence.

It scores an individual on:

  • Self Awareness
  • Self Management
  • Social Awareness
  • Relationship Management

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Personality
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Personality

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Almost every day we describe and assess the personalities of the people around us. Whether we realize it or not, these daily musings on how and why people behave as they do are similar to what personality psychologists do. While our informal assessments of personality tend to focus more on individuals, personality psychologists instead use conceptions of personality that can apply to everyone. Thus, effective recruiters use personality assessment to enhance their decision making about the potential of applicants. The more information available, the more efficient and accurate a recruiter can be with referrals.

Personality assessments identify clear patterns between individual characteristics and dimensions of job performance. With such tests, it has become possible to screen candidates who are efficient, effective and good team players. When organizations use personality tests in combination with ability tests, they can achieve a more accurate prediction of job performance.

Research has shown that personality predicts contextual performance and some task performance. Personality is the set of characteristics that cause individuals to respond in a consistent manner across situation. For example, an extroverted person is more likely to be friendly and talkative during social situations.

Benefits of doing personality assessments at the workplace are:
  • Helps in understanding the traits of the employees
  • Helps them see where the employee might best fit in the organizational setting
  • Identifies characteristics critical for contextual job performance

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Motivation
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Motivation

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What do people want from their jobs?
Everyone values different things in their job, which make them feel satisfied and fulfilled. For some, it may be money, power, fame or freedom of expression. For others, it could be the job itself, work environment or independence. By understanding the career motivation of their workforce, employers can create an environment that fosters high performance; while it can help individuals plan a more fulfilling and productive career.

The phrase “feel good factor” has acquired a new meaning in the modern organization. A satisfied individual is always motivated to perform at his optimal level thereby giving the employer an opportunity to get the best from his staff. ToM-Pro is an assessment tool which can help organizations to understand if their employees are satisfied with their job, to what extent are they satisfied and what are the most probable causes of dissatisfaction.

The test is loosely based on the Motivation – Hygiene theory proposed by Frederick Herzberg. Herzberg recognized motivating factors as entirely separate and distinct from factors that lead to dissatisfaction at work. The opposite of satisfaction is no satisfaction, while the opposite of dissatisfaction is no dissatisfaction. Simply remedying the causes of dissatisfaction will not create satisfaction; neither will addition of motivating factors eliminate dissatisfaction. The two have to be tackled independently.

ToM – Pro is a unique assessment, which requires respondents to actually respond to everyday workplace scenarios rather than simply asking them to subjectively rate themselves. The result is a more accurate and objective assessment of a person’s motivation. It consists of 100 questions, which typically takes a person about 45 minutes to complete.

It is recommended for both selection and development purposes, more so at senior executive levels.

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