Our innovative solutions address most people challenges and deliver outcomes that seamlessly align with human capital management strategies. This approach allows our clients to sustainably enhance performance levels of their talent and over time create company specific benchmarks as on-going realisation of their true inherent potential.
Moving to a remote region for the benefit of a job will take its toll on some people and their support systems more than on others. Adjusting to these isolated environments where the boundaries between work and life are blurred requires a certain set of personal qualities and coping strategies. The Remote Living Questionnaire (RLQ) aims to assist with defining these qualities and identify acclimatising strategies to ensure successful integration and on-boarding of people.
Work-life-integration is becoming increasingly important for organisations to attract and retain talented people. The challenge is more complicated when one is required to live and work in the same environment; even more so when that environment is situated remotely. The RLQ is relevant to companies in the mining, agricultural, manufacturing, farming and meteorology industries deploying people in isolated areas. Moreover, it is invaluable to multi-national companies deploying employees in isolated geographical areas other than their home country.
Competencies, such as leadership, are complex to understand and assess in a pragmatic manner. However, measuring abilities such as delegation, problem solving and priority management is critical for leadership development.
To date, assessment centres have been used as a manual and time-consuming process to provide a comprehensive and balanced evaluation of a person’s skills. The new e-Basket tool-set, in combination with a tailored 360 assessment - all done online and in real time - accurately measures the levels of proficiency on six specific leadership competencies. State-of-the-art methodologies simulate high-level leadership scenarios fast and accurately. Focused, talented leadership development follows from here.
The incremental value of combining data analytics is the new way of identifying talent for the future: taking statistics from a variety of psychological test sources and integrating these into one report, creates new insights. This approach takes assessment results and combines them in a variety of ground-breaking permutations, which can easily be interpreted by managers. The integration of the assessment results in the Matrix establishes whether a person is a good fit for a specific position or environment. These combined results indicate the ability to acquire the skills and responsibilities associated with the key performance indicators of a job. By the same token they assist in identifying talent for accelerated management development.
In its simplest form, candidates are plotted on a 4-quadrant matrix: each of the four quadrants guide on how to manage, develop and retain talent allocated in that part of the matrix.
THE POWER OF PEOPLE DATA
For the creation of the Matrix we utilise a series of assessments ranging from behavioural profiles and emotional intelligence to cognitive and values assessments. Our synthesising methodology is so pliable that the Matrix can be enhanced by including additional assessments and performance measures, to reflect a third or even fourth dimension to the current two.
The Matrix can be applied at all levels in the organisation. It ultimately identifies the right person for the job, be it for recruiting, succession planning, promotion, change management programs and / or restructuring.
JOB MATCHING & PROFILING
Job Profiles are designed to specify the requirements of a job according to the dimensions of our psychometric tools. Job specific benchmarks are created against which candidates are measured and compared.
The job matching report measures an individual against the job profile. It highlights the person-to-position compatibility and areas of development.
Utilising a series of tasks, assessments and activities, InterACT can design an assessment centre to suit your needs. Our assessment centres aim to simulate different aspects of the work environment, providing opportunities for managers to demonstrate core competencies required to be effective in their business roles
Values drive the accepted norms set by the organisation and indicate the passions that motivate people. It is the internal driving force that engages people to actively contribute and participate in their work each day. Without values, we bypass understanding the hearts and minds of people. Values that are fully integrated into the fibre of an organisation can provide powerful insights into employee motivation, ensuring compliance with the organisational standards and value expectations. This insight becomes the compass that the organisation uses to select staff members, reward and recognise employee performance, and guide interaction among employees. It aligns the organisational value commitment to the external environment and shareholders.
PERSONAL VALUE PROFILE
Every person is driven by their own unique set of values. The Personal Values Profile (PVP) is a self-report questionnaire designed to identify the comparative importance of a series of 21 pre-defined work values to a person in their job, work environment and career.
This analysis identifies which values are most important and which values are least important to the individual, providing insight to leaders on where and how to target engagement initiatives.
CORPORATE VALUES PROFILE
The Corporate Values Profile (CVP) is the companion to the PVP. While the PVP looks at values from the vantage point of the individual, the CVP looks at values from the job perspective. Corporate values set the standards for teams, jobs and employees in the organisation. The CVP utilises the same work values as the PVP, but ranks the importance of these values in relation to the requirements and expectations of the function, team or organisation while indicating which values are important for ultimate success in that particular business domain.
PVP / CVP MATCH
The true power of gaining insight into the values of the individual and the job environment lies in the comparison of these two (PVP and CVP) metrics. Organisations that strive for a sense of community and to create a sense of belonging, will find the Values Match Report of particular significance. The level of congruency can guide individual, departmental and organisational strategies from performance and reward to change management and restructuring.