OVERVIEW

“Business profile-2” testing complex is intended for measuring professional potential of adult people. You may wish to use testing complex for the following purposes:

• General analysis of motivation, personal traits and intellectual abilities;
• Analysis of the respondent’s potential in either manager or professional capacity in the particular organisation.

APPLICATION

Business profile can be used by HR-departments providing complex assessment of both employees and job applicants.

STRUCTURE

Testing complex “Business profile” consists of three blocks:

• The first block consists of 66 paired comparison items and measures professional motivation (STM-2a questionnaire); 12 motivational factors are assessed and overall score on the scale “Intrinsic – extrinsic motivation” is calculated.
• The second block consists of 72 items and is intended for measuring various intellectual abilities ("TIPS-5" test); this block includes 6 scales and the 7^th one – an integral scale measuring overall score.
• The third block consists of 50 items and measures personal traits (Big Five, questionnaire survey); 5 basic factors are measured.
The first and the third blocks have no time limitations; time for the second block is limited to 40 minutes (50 to 70 seconds per item depending on the test scale). There is an opportunity for the respondent to take not all, but one or two test blocks.

TEST RESULTS REPRESENTATION

Test results can be presented either as “Business report” or as “Professional report”. There are three possible test interpretations: business interpretation (for “Business report”); “classic” test interpretation for the counselor and test interpretation for the test taker (for “Professional report”).

BUSINESS REPORT (download an example in Russian)

”Business report” consists of the following information blocks:

1. Professional potential – this block lists professional activities suitable for the test taker and activities that are not recommended to the respondent. The full list of activities embedded in the testing complex is listed below:

• Work with documents disposition to work with documents: preparation, get-up, storing)
• Promotion (disposition to work with customers: goods and services sales, negotiations, customer service)
• Analysis and planning (disposition to data collection and analysis, investigation, forecast making, etc.)
• Decision making (disposition to decision making, control of decision realisation and execution)
• Development (disposition to creation of new products and services)
• Process support (disposition to maintenance of office or organisation processes: purchase, calls management, technical service and maintenance)
• Support (disposition to integrative communication: teamwork, customer support, education, etc.)
• Control, audit (disposition to control of other’s work in different fields)
• Production and technologies (disposition to work in industry, goods and services technology)

Verbal interpretation is provided for 3 scale levels:

• From 1 to 3.5. scores – no potential (marked by the «-» before the scale name): it is not recommended to take positions in the given field for those who score in this zone;
• From 6.5 to 8.4 scores – moderate potential (marked by the «+» before the scale name): the respondent is in general capable for the positions in the given field, but there may be some weaknesses that are worth paying attention to;
• From 8.5 to 10 scores – high potential (marked by the «++» before the scale name): the respondent is obviously capable for the positions in the given field.

The range from 3.6 to 6.4 scores is the mean zone and is not interpretable.

The program also provides the text comment on all the activities that are recommended or not recommended for the respondent.

2. Management style – description of the management style typical for the respondent (and indication of the atypical styles):

• Producer (goal-oriented, zealous, hard-working specialist)
• Administrator (controls whether the work is done and the decisions are implemented; works out and sticks to effective norms, rules, and procedures; disciplined and well-organized)
• Entrepreneur (offers new ideas and decisions; monitors changes in the environment, strong and weak points of the organisation, defines organisational strategy; ready to take risk)
• Integrator (creates cooperative atmosphere, tries to unite different ideas and opinions, pools resources and finds compromise decision).

3. Team potential – team roles typical for the test taker and conflictability prognosis including the description of typical behaviour in conflict situations.

The “Conflictability prognosis” block measures conflictability of the test taker (low / moderate / high) and describes typical behaviour patterns in conflict situation.

The «Team roles» block measures similarity of the test taker to the 9 basic team roles as defined by R. M. Belbin. The team roles are as follows:

Plant

• Contribution: solves difficult problems, produces original ideas.
• Traits: creative, imaginative, unorthodox.
• Weakness: ignores details, unable to foresee difficulties in the practical realization of the bright ideas.

Resource Investigator

• Contribution: explores opportunities, develops contacts.
• Traits: communicative, optimistic, flexible, enthusiastic.
• Weakness: over-optimistic, loses interest once initial enthusiasm has passed.

Specialist

• Contribution: provides knowledge and skills.
• Traits: dedicated, single-minded, self-starting, curious, attentive.
• Weakness: contributes on a narrow front, dwells on technicalities.

Monitor, Evaluator

• Contribution: sees all options, judges accurately, chooses the best decision.
• Traits: sober, strategic, discerning.
• Weakness: lacks drive and ability to inspire others.

Coordinator

• Contribution: clarifies goals, promotes decision-making, organizes processes and sets time limitations, divides tasks.
• Traits: mature, confident, delegates well.
• Weakness: manipulative, offloads personal work.

Shaper

• Contribution: brings drive and courage to overcome obstacles and move forward, inspires and motivates people.
• Traits: goal-oriented, challenging, dynamic.
• Weakness: prone to provocation, offends people’s feelings.

Teamworker

• Contribution: listens, builds, averts friction.
• Traits: cooperative, mild, perceptive, diplomatic.
• Weakness: indecisive in crunch situation, manipulative.

Implementer

• Contribution: turns ideas into practical actions.
• Traits: disciplined, reliable, conservative, efficient.
• Weakness: inflexible, slow to respond to new possibilities.

Completer, Finisher

• Contribution: completes tasks, searches out errors and omissions, delivers on time.
• Traits: painstaking, conscientious, anxious.
• Weakness: inclined to worry unduly, reluctant to delegate, too strict to people.

4. Motivation – an individual list of motivating and demotivating factors for the test taker.

PROFESSIONAL REPORT (download an example in Russian)

”Professional report” consists of three blocks: “Motivation”, “Intelligence”, “Personality” and the list of the most suitable professions for the test taker. Every scale is divided into 5 zones according to expression of a factor. For each zone a verbal interpretation is provided. Test scores are presented in stens (from 1 to 10).

Average scores (from 4.5 to 6.5 stens) are interpreted as a normal expression of a factor. Usually about 40% of respondents receive scores in that zone. The extremes (both high and low) point to an excessive or over-excessive expression of the personal traits corresponding to the pole. Low (from 2.5 to 4.4 stens) and high (from 6.6 to 8.5 stens) zones contain about 24% of respondents each. And approximately 6% of respondents score in each of the remaining zones: extreme low (from 1 to 2.4 stens) and extreme high (from 8.6 to 10 stens). The test interpretation corresponding to the test score received by the respondent is presented on the screen.
There are two forms of test interpretation:

• «For the respondent» (feedback for the test taker, contains results description and practical recommendations about the development and usage of the personal resources);
• «For the psychologist» (contains more “strict” report for the professional counselors, psychologists, and test administrators).

The scores on all the scales form a factor profile that can be understood as an individual psychological portrait of the test taker. Factor profile is compared to the “ideal” profiles of different professions. The comparison results are presented as a list of the most similar professions with the corresponding similarity coefficients ranging from 0 to 1 (where 1 states for full similarity).

 

The test is based on subtests that showed good performance in measuring motivation, personal, and intellectual parameters. The “Business Profile” complex was created in 2007 by the group of “HR Lab” developers. This method is essentially a modification of a well-known test “Profconsultant” (С) 2001-2007 "Human Technologies", developed under the lead of Prof. A.G. Shmelyov.

Ideal profession profiles were created using the expert scaling method (similarity of expert judgments ranges from 0,64 to 0,74 for various profession groups). A number of our career consultants have contributed to the profiles development: O.E. Lukianova, O.N. Ivanova, S. K. Balayan, A.A. Mukhina, M.S. Minevich, V.B. Vysotsky.

Currently we assess the representativeness of the test norms while collecting data for the “Business Profile” within the “Independent Applicant Expertise” service framework.

The alternative processing and business interpretation structure for the method was developed in 2007 by O. N. Ivanova with inputs from T.A. Presnova and A.V. Gorbachev. While developing the report structure the authors used the most frequent expert requests as a basis and tried to maximise the usage of complex testing features and capabilities.

In this test the scales related to “Professional Report” are psychometric and the scales related to “Business Report” are expert ones (they are based on the HR Lab model describing the connection between basic psychometric scales and prognosis of professional potential and style features of a respondent).

The second version of the test was released in 2008. As the result of practical application of the method the primary graphic profile was replaced by a new one (professional potential). Representativeness of test norms was confirmed by the independent applicant examination procedure. Statistical norms for the last version have been computed in 2009 based on the sample of 200 applicants who took the test as a part of independent applicant examination.

In 2009 the list of recommended professions in “Professional Report” was complemented by brief descriptions of the professions.

 

We can schedule the demonstration either in the customer’s office or in our demonstration hall.
Kutuzovsky prospect, 36-3-3, office 306, Moscow.
Tel. (495) 514-3115, 502-9394.
Website: http://www.ht.ru
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