Catalogue SHL Eastern Europe

Transcription

1 Catalogue SHL Eastern Europe

2 Introduction 02 Cutting edge HR solutions 05 Our Clients 07 References 08 Trainings 10 Ability tests 17 Questionnaires 26 AC/DC exercises 28 PC and Internet solutions 30 Tools available in Eastern European languages

3 Introduction Dear Client! Dear Colleague! If you are looking for scientifically sound, objective measurement tools which have proven their efficiency all over the world, If you wish to combine computer expert systems based on the most recent IT developments with on-line testing solutions, so that you can arrange for the candidates assessment to take place at the same time in different places of the same country, or even different countries of the world, Then SHL is the solution for you. For 30 years, SHL has been assisting companies in the selection of candidates, and especially of managers, with its objective psychological methods. Today SHL is the leading consultancy company in the field, being both the most renowned and most recognised worldwide. SHL Hungary Ltd. was founded in 1992 with the mission of providing Hungarian HR professionals with cutting edge methods for psychological assessment. The company was renewed in 2009: it moved to a new office and became more independent from the international headquarters of SHL yet it succeeded in maintaining the quality of its products and services that have earned SHL its high reputation amongst Hungarian companies and HR professionals. We organise high-level trainings where we teach HR professionals how to use our job profiling, personnel selection, and performance assessment tools. We believe that a synergy of person and work is mutually beneficial for both the employee and the company. This booklet introduces the techniques of SHL Hungary Ltd. Since the information presented here is the subject of constant change and re-evaluation, we suggest you subscribe to our newsletter on shl.hu in order to be kept posted about the latest news and developments. Our products and services are available in a number of Eastern European languages, such as Czech, Slovakian, Romanian, Bulgarian and Serbian. If you are interested in using our tests in your native language, please find out about their availability on page Sandor Klein Senior consultant Julianna Kiss Managing director SHL Eastern Europe 1

4 Cutting edge HR solutions What is SHL? The assessment of people is the cornerstone of HR activity. Personnel selection requires knowledge about the candidate s ability to work in a particular job or adapt to the culture of the organisation. Being informed about the strengths, weaknesses, and potentials of employees is also necessary in order to assist them in their personal development or in planning their career. Finally, an accurate measure of development is a prerequisite for the effective evaluation of performance. What is an objective assessment of competencies? An objective assessment of competencies requires standardized items with which the candidates are tested as well as accurately detailed procedures to analyze and interpret the results. Abilities (verbal, numerical, etc.), personality traits, motivations, and competencies can all be assessed this way. The assessment itself is manifested through paper and pencil tests, PC based or online questionnaires, and work simulation tasks. SHL Hungary Ltd. offers a variety of trainings in English (Occupational Tests / OPQ; Assessment-Development Centres; Competency-based Interviews), in which participants learn to use SHL methods for the objective measurement of competencies. 1,0 PERFECT PREDICTION 0,9 0,8 0,7 0,6 0,5 0,4 0,3 0,2 Ability Tests combined with Structured Interviews Ability Tests combined with Work Sample tests Work Sample tests Assessment Centres (critera = promotion) Ability Tests Structured Interviews Personality Questionnaires Assessment Centres (criteria = overall job performance) Biographical Data References Years of job experience 0,1 0,0 Graphology RANDOM PREDICTION Age -0,1 In: Smith, J. M. Smith, P.: Testing People at Work, BPS, Blackwell, SHL Eastern Europe

5 Cutting edge HR solutions Why would you rely on SHL s products and services? Because SHL tests are constructed specifically for the world of work, and are free from obscure jargon, are nice, user friendly, and make a good impression on the candidate about the company, meet the strictest professional criteria, are cost effective, are available in a variety of languages. Because the candidates assessed by SHL can achieve their best performance in a supportive environment, are the first to receive personal feedback on the result of the assessment. Because SHL has a diverse range of products, provides international service, yet is sensitive to local customs and needs, offers extensive computer support, can provide paper and pencil, PC based, or online testing, depending on the needs of the client, relies on cutting edge technology for competency assessment, which makes it possible for candidates to take the test simultaneously while located at different parts of the world, and have their results delivered through the Internet, uses a Computer Expert System to deliver thorough and detailed reports about the candidates performance. Because the clients of SHL receive counselling, can rely on our hotline service on all working days throughout the year, can choose from a variety of professional norms for the tests, are kept posted about the latest developments, receive invitation to professional events, can participate in high level trainings where they can learn about the most up-to-date selection methods, can rely on the expertise of our consultants who provide solutions that are tailor-made to the clients needs, can order statistical analyses of the candidates success on the job. The advantages of the objective assessment of competencies Better decisions objective assessment tools are better predictors of successful performance on the job, objective assessment tools are reliable and accurate, decisions are made on the basis of objective results rather than subjective impressions, assessment is about the factors most relevant for the job. Fair methods the standardisation procedure ensures that all candidates receive the same treatment, objective assessment counterbalances the subjective factors involved in the evaluation of candidates. Efficiency minimises the possible and costly errors of decision making, helps to find the right job for the individual, decreases the costs of wastage, maximizes the productivity of candidates, identifies exceptionally talented employees. Development potential identifies the candidates strengths and areas of development, makes it possible to focus development on the weakest areas, supports accurate and objective feedback, identifies the competencies which are crucial for the company. SHL Eastern Europe 3

6 Cutting edge HR solutions Selection The selection of the best employees and managers is essential for the company in order to be effective and productive. The question is: how? SHL only trusts assessment tools that are designed with scientific rigor, specifically for the world of work. These tests maximise the objectivity of assessment by standardised test-taking conditions, instructions, evaluation, and interpretation. Since these methods were constructed specifically for the world of work, they are valid and job relevant: they indeed measure what they purport to measure. Our assessment battery includes ability tests, motivational questionnaires, and tests that measure those aspects of personality which are relevant at the workplace. Our tests are available in thirty languages, which makes it possible to compare results across countries. The adaptation of SHL tests to Eastern European languages is under continuous development. After a careful analysis of any particular job, we are able to provide a unique battery for the company to measure relevant competencies. We are then able to conduct the assessment, and yield a detailed and unequivocal report. Training In the United Kingdom 2000 people undertake SHL trainings every year, thereby earning the licence to use SHL tests. The participants learn the methods of test administration, evaluation, and the analysis of the results. They also acquire practical skills and experience in using SHL tests. There have been more than 800 participants at the Hungarian Occupational Testing OPQ course and more than 100 people have admitted the course in English at SHL Hungary Ltd. These trainings obviously do not qualify the participants as psychologists, however, they teach them how to administer, analyse, and interpret SHL tests. There is also a specific two-day training in which participants acquire the skills necessary to organise and implement Assessment and Development Centres. Competency is the core of all HR-related activity. Therefore, the third SHL training, Competency design and competency-based interviewing, is recommended to all HR professionals. Besides, SHL is able to provide specific trainings for team building or to enhance abilities, creativity, personality, communication, or emotional intelligence. These trainings are tailor-made to meet the needs of the client. Counselling SHL provides counselling in all areas of work and organisational psychology, from organising work activity to the coaching of managers. SHL counselling usually involves the following areas: supporting organisational change assessment-development centres personality development for managers (involving individual and group techniques) team building: help in selecting an effective team or improving the efficiency of an already existing one interview training: preparing to successfully conduct a competency based interview and to integrate its results with that of the tests, coaching: individual training in support of managerial efficiency, developing competency models: constructing a competency model which is tailored to the characteristics of the company and which can be the basis of later assessment. Only those who have attended these trainings, and have obtained a certificate, are qualified to use SHL tests. This is the means by which we guarantee that SHL tests are always used under the highest professional and ethical standards, and with the greatest possible efficiency. 4 SHL Eastern Europe

7 Our Clients Licenced partners of SHL Hungary Ltd. SHL aims to build a long-term partnership with its clients, therefore it trains HR professionals to get better acquainted with SHL techniques and provides a licence so that they can apply these tools self-sufficiently in order for the companies to select the best candidate for the job. We have provided a list of SHL Hungary Ltd s national and international licensed clients below. Hungary AEGON Magyarország Zrt. ALCOA-KÖFÉM Kft. AstraZeneca Kft. AXA Csoport Magyarország BAT Pécsi Dohánygyár Kft. Budapest Airport Zrt. CIB Bank Zrt. Claas Hungária Kft. Danone Kft. Deloitte Üzletviteli és Vezetési Tanácsadó Zrt. Diageo Business Services Centre Dreher Sörgyárak Zrt. Fővárosi Gázművek Zrt. Grafton Magyarország Kft. Johnson & Johnson Kft. Kereskedelmi és Hitelbank Nyrt. Lombard Lízing Zrt. Magyar Telekom Nyrt. Mars Magyarország Értékesítő Bt. MÁV CARGO Zrt. MÁV Informatika Kft. MÁV-Start Zrt. Morgan Stanley Kft. Next Consulting Kft. Nokia Hungary Kft. Novartis Hungária Kft. Telenor Zrt. Randstad Hungary Kft. SAPA Profiles Kft. Shell Gas Hungary Zrt. Temic Hungary Kft. Tesco Globál Áruházak Zrt. Velux Magyarország Kft. VOCH Zrt. Winningway Kft. Eastern Europe Access Assessment (Slovakia) Adecco (Serbia) Aims Human Capital (Bulgaria) Babes-Bolyai University (Romania) British American Tobacco Beograd SEE d.o.o. (Serbia) British American Tobacco Bulgaria EOOD (Bulgaria) Bulgarian Telecommunication Company Plc. (Bulgaria) Coca-Cola HBC (Romania) Ernst & Young Czech k.s. (Czech Republic) EUREKO Romania (Romania) Forstbach Test SRL (Romania) Grafton Recruitment s.r.o. (Romania) Heineken Slovensko a.s. (Slovakia) Human Capital Solutions SRL (Romania) Reuters Czech Republic s.r.o. (Czech Republic) Slovnaft A.S. (Slovakia) Timken Romania SA (Romania) Vodafone Romania (Romania) Walton International Search Associates (Serbia) Zentiva S.A. (Romania) Other Leoni Wiring Systems (Egypt) MOL Pakistan, Oil and GAS CO. B.V (Pakistan) SHL Eastern Europe 5

8 Our Clients Other clients of SHL Hungary Ltd. We are, furthermore, available to conduct assessments without long-term commitment. Upon request, our team is ready to assess candidates in any part of Hungary or Eastern Europe. We have implemented individual projects for the following companies: Hungary 3M Hungária Kft. American Express Magyarország Zrt. Belden-Duna Kábel Kft. Bombardier MÁV Kft. Bossard Hungary Kft. Budapesti Corvinus Egyetem CIB Lízing Zrt. Coca Cola HBC Hungary Kft. Coloplast Hungary Kft. Cooper-Bussmann Kft. Ecolab-Hygene Kft. Egon Zehnder International Kft. Ericsson Hungary Ltd. G4S Készpénzlogisztikai Kft. HP Magyarország Kft. KLM Holland Királyi Légitársaság Kormányzati Személyügyi Szolgáltató és Közigazgatási Képzési Központ Lear Corporation Hungary Kft. Lilly Magyarország Kft. Lindström Kft. Mecanova Kft. Media Markt Saturn Holding Magyarország Kft. Medicover Zrt. Microsoft Magyarország Kft. MKB Euroleasing Nokia Hungary Kft. Novonordisk Magyarország Kft. Hungarocontroll Opel Schiller Kft. OTP Zrt. OTIS Felvonó Kft. Outokumpu Kereskedelmi Kft. Prímagáz Zrt. Provident Pénzügyi Zrt. Regionális Környezetvédelmi Központ Samsung SCA Hygiene Products Kft. Siemens Zrt. Simonyi & Tóth Kft. Sió-Eckes Kft. Syngenta Kft. Tigáz Zrt. Vistas Kft. Vezetőkiválasztó és Személyügyi Tanácsadó Iroda Vodafone Magyarország Zrt. Wavin Hungary Kft. Eastern Europe 3M Cesko s.r.o. (Czech Republic) Astra Zeneca d.o.o. (Croatia) Ecolab Romania (Romania) Eureko Pensions (Romania) KPMG Business Services EOOD (Bulgaria) LEGO Production s.r.o. (Czech Republic) Nis Naftgas Promet (Serbia) Philip Morris Romania SRL (Romania) PricewaterhouseCoopers Slovensko, s.r.o. (Slovakia) Generali Asigurari SA (Romania) Other Abbott Laboratories Europe (France) Belden CDT European Shared Services B.V. (The Netherlands) Bombardier Transportation (Belgium) Ecolab GmbH (Austria) Gates Power Transmission Europe (Belgium) Leadership Quotient Limited (United Kingdom) Modern Times Group MTG AB (Sweden) Outokumpu Pori Tube OY (Finland) Panthea Ltd. (United Kingdom) 6 SHL Eastern Europe

9 References In order to acknowledge our successful partnerships and collaborations over the years, a number of companies have provided us with their references. Johnson & Johnson Ltd. has been using various SHL tests for many years. As part of our regular selection procedure candidates undertake SHL tests, including the ones measuring numerical and verbal ability as well as a personality questionnaire. (The difficulty level of the verbal and numerical tests we choose is the function of the particular position the candidate is applying for.) The results of the personality questionnaire are highly informative about the candidate s level in the competencies that are necessary for the job. Our candidates find the tests both sufficiently difficult and exciting, and when they receive feedback they are usually surprised how accurately the results describe them. Andrea Árvai Logistic Manager Johnson & Johnson Ltd., Hungary We particularly enjoy our tremendously effective cooperation with SHL, because they offer services tailor-made to the needs of their clients. We primarily rely on SHL tests in selection (in particular, we most often use SHL s ability tests and personality questionnaires), but in the long run we hope to be able to use their services in development as well. Zsuzsa Gyarmati Human Relations AEGON Insurance The SHL products that we use enable us to base our selection procedure on objective criteria, such as numerical ability and reading comprehension in English. These products are especially helpful in pre-selection: they make it possible to exclude those candidates who perform well below the ability level required from our future employees. SHL provides us with support in tailoring its general products to meet the specific needs of our company for instance, by offering unique norms or consultation. Annamária Bilinszky Human Resources Morgan Stanley The ability tests of SHL, which we use extensively in our Assessment Centres, provide much help in selecting employees and managers. When we got familiar with the products and services of SHL we decided to include their verbal and numerical ability tests in our already existing battery of job simulations, role plays, and case studies. Our aim was to obtain a more complex and more accurate profile of the candidates abilities in order for us to have a thorough assessment on which we can base our decisions about who to select. The team and products of SHL Hungary Ltd. has been supporting us to achieve this goal ever since. Szandra Szveták HR counsellor Human Resource Management Budapest Airport Ltd. British American Tobacco has been using SHL products in personnel selection for several years. The ability tests and the Assessment Centre exercises, available for various positions at all levels of management, make the mapping of the competencies of candidates much easier. The results of such assessment are not only relevant for selection, but also for the development of employees who have recently joined the company. Réka Magyar HR Executive Development & Recruitment British American Tobacco Hungary SHL Eastern Europe 7

10 Trainings Trainings on how to use SHL tools Overview We offer to provide proficient training to HR managers of any company on the adequate application of SHL tests, thus enabling companies in the form of a license contract to become self-sufficient in selecting the most suitable applicants for any position at any time using the most up-to-date selection techniques. The trainings take place in Budaörs, at the headquarters of SHL Hungary Ltd., but if there are enough participants we can also provide in-house trainings. The trainings are available in English, Hungarian, Romanian, Slovakian, and Czech. Occupational Testing / OPQ Who should attend? It is suitable for human resource specialists who seek selfsufficient solutions to address assessment and development issues within their organisations, and wish to use SHL tests in the long term, making them part of the organisation s human resource battery. Participants will gain knowledge of SHL s ability tests (including the numerical ability tests, the reading comprehension tests, the technical test battery, and the clerical tests) as well as versions of the Occupational Personality Questionnaire. They will also gain understanding of questionnaires measuring motivation, interests, work style, and competencies. Approach: Test administration, evaluation, and interpretation cannot be learned solely by theoretical instruction. All participants obtain first-hand experience in taking the tests as well as learn to analyse and interpret their own results. We introduce SHL s computer expert system, which supports the evaluation of the results of the personality test. We provide individual training in what is considered one of the most important parts of the assessment procedure: the feedback interview. Finally, even in the theoretical parts of the training, we assume that the delegates would be active participants who influence so that it meets their own interests. A brief course on assessment and development centres will also be part of the training as well as an introduction to SHL s Work Profiling System (a thorough introduction to both are available as separate trainings). Finally, two tests will be covered that do not belong to SHL s test battery: the Raven s Progressive Matrices and the Mill Hill Vocabulary Test. Those who successfully complete the training receive a certificate which enables them to purchase and use SHL tests worldwide. The course will enable delegates to: Participants get to know a wide range of topics. The introductory part involves dealing with the history of psychological testing, the role of nature and nurture, and the types of psychological tests, particularly those that are used in the world of work. We discuss why psychological tests are used in selection and development, how to avoid the drawbacks of personnel selection, and what the reliability and validity of a test means. (An introduction to basic statistical concepts is part of the training and will help the understanding of the course material.) 8 SHL Eastern Europe

11 Trainings Assessment and Development Centres (Design and interpretation) Competency design and competency based interviewing Who should attend? The aim of the training is to introduce participants to the theory and practice of designing, organising, and conducting assessment and development centres. It is recommended for HR professionals who wish to integrate assessment and development centres in their organisation s selection and carrier planning policy, and will use them self-sufficiently in the long term. It is also recommended for HR consultants who aim to broaden their portfolio with assessment centres. The course will enable delegates to: Participants are introduced to designing competency models. They experience and evaluate a wide range of assessment methods, e.g. group exercises, in-trays, fact-finding exercises, presentations, and role play exercises. They learn to train internal assessors and to design a competency matrices and schedules. Participants get to put what they have learned to practice, gaining first-hand experience of the exercises. Approach: Assessment centres and development centres are the most up to date and most reliable methods for career planning and selection. They provide objective assessment techniques to select managers and to identify the areas in which they should develop in order to increase their efficiency. SHL Hungary Ltd. has gained considerable experience in designing and conducting assessment and development centres. It has helped numerous companies to develop their own AC-DC methods, but can also provide them with readily accessible exercises. The training, although containing an introduction to some of the theoretical aspects of assessment and development centres, focuses on practical issues. It is mostly built on SHL exercises, however, our aim is to train participants so that they become able to design and implement their own exercises. We can also provide specific, tailor-made and/or in-house trainings. Who should attend? Suitable for HR professionals who are involved in defining the evaluation of performance as well as the assessment and development of people in terms of competencies, the critical success factors within roles. The course will enable delegates to: The training provides a thorough introduction to the methods of job analysis and work profiling. The drafting of work designs and job descriptions will be covered in detail. The characteristics of appropriate competency models will be discussed. Participants learn how to prepare for an interview: how to survey and evaluate CVs, how to use forms, and how to take notes during the interview. Finally, the very process of interviewing will be discussed in great detail. Approach: In order to be able to design competency models participants learn to evaluate critical information, the method of repertory grids, and the use of competency cards designed for SHL s general competency model. We interpret the interview situation as a kind of social interaction and focus on its communication aspects. Participants will learn interviewing techniques and strategies, including interviews focusing on bio data, critical information, future behaviour and competencies. We discuss the techniques of open and closed questions and how to avoid common mistakes. We emphasis the practical aspects of interviewing so that participants can get handson experience. Finally, we discuss various applications of competency based interviewing: the development and assessment of people, resolving interpersonal problems, or dealing with disciplinary issues. (The application of competency based interviewing techniques does not require a licence.) SHL Eastern Europe 9

12 Ability tests Overview SHL has developed a portfolio of tests to assess abilities in virtually all kinds of jobs, from manual labour to senior managers. There are more than 30 tests in the battery, ensuring that one can always find a test measuring the skills most relevant for the kind and level of the given job. The tests are the result of several years of psychological research and are therefore psychometrically sound, that is, they are both reliable and valid. One of the primary considerations during the development of the tests was to have high face validity. Another imperative was to avoid unnecessary technical jargon. Both local and international norms were obtained in order to make comparisons possible. Using SHL ability tests is very cost-effective: for a relatively low price one can avoid mistakes that can result in large-scale losses for the company. Suitable for Test battery Abilities measured Page number Directors and Senior Managers Managers and Professional Graduates Information Technology Staff Engineers Technical Staff Technical Staff Administrion and Clerical Staff Sales, Customer Service and Call Centre Staff Production and Semi-Skilled Staff Advanced Managerial Tests (AMT) Management and Graduate Item Bank (MGIB) Information Technology Test Series (ITTS) Applied Technology Series (ATS) Technical Test Battery (TTB) Personnel Test Battery (PTB) Customer Contact Aptitude Series (CCAS) Work Skills Series Production (WSSP) and Manual Dexterity Verbal Numerical Verbal Numerical Verbal Numerical Syntax checking Diagrammatic reasoning Spatial reasoning Verbal Numerical Mechanical comprehension Spatial checking Diagrammatic thinking Verbal Numerical Visual estimation Mechanical comprehension Fault diagnosis Spatial recognition Verbal Numerical Text checking Classification Verbal Numerical Verbal Numerical Visual checking Manual dexterity Comments: 1. The test of Procuctive Thinking (page 12) is not part of any test battery. 2. SHL Hungary Ltd. also distributes the Raven s Progressive Matrices (page 16), which is not an SHL test. 10 SHL Eastern Europe

13 Ability tests Advanced Managerial Tests (AMT) Selection These tests measure the verbal and numerical skills necessary to interpret business data, reports, and statistics. Suitable for Directors and Senior Managers VERBAL APPLICATION (VMT1) Available in: English, Hungarian This test measures the ability to understand the meaning of words, logic within sentences and the use of grammar. Items consist of sentences with two or three words omitted. The candidate s task is to choose the combination of words which best completes the sentence. The test also measures the understanding of complicated written text. This test is part of the Advanced Managerial Tests (AMT) battery which measures verbal and numerical skills that are necessary for managers. Time Limit: 20 minutes NUMERICAL REASONING (NMT2) Available in: English, Hungarian Designed to test the ability to solve business-related numerical problems involving decimals, percentages, averages, ratios, tables, and graphs. The main use of this test would be to establish a manager s competence in handling basic business data. Calculators are allowed. This test is part of the Advanced Managerial Tests (AMT) battery, which tests measure verbal and numerical skills that are necessary for managers. Time Limit: 25 minutes VERBAL ANALYSIS (VMT3) Available in: English, Hungarian The Verbal Analysis test consists of a series of verbal passages, and assesses verbal analytic ability. In order to answer the questions one has to be able to understand and interpret high level written information such as complex written reports, policy documents, and complicated texts in general. Time limit: 35 minutes NUMERICAL ANALYSIS (NMT4) Available in: English, Hungarian, Czech The test measures the ability to make correct inferences and decisions from business-related numerical data presented in the form of graphs, charts and tables of figures. Combining data from two or three graphs, charts or tables is typically required to solve each question. The test assesses the ability to interpret and use complex numerical information presented in graphs and charts. Calculators are allowed. Time limit: 35 minutes Management and Graduate Item Bank (MGIB) Selection SHL s arguably most widely used test battery, the Management and Graduate Item Bank measures logical reasoning with business-related verbal and numerical tasks. MGIB can be used in selection as well as development and promotion. Suitable for: Managers and Professional Graduates VERBAL CRITICAL REASONING (VMG1) Available in: English, Hungarian, Romanian, Czech, Slovakian, Serbian, Bulgarian Measures the ability to evaluate the logic of various kinds of arguments by asking the candidates to interpret written texts. Both the type of tasks and the materials used are related to business-contexts and leadership roles. After reading passages, the task is to decide whether a statement made in relation to the given information is true or untrue, or whether there is insufficient information to judge. Time limit: 25 minutes. NUMERICAL CRITICAL REASONING (NMG1) Available in: English, Hungarian, Romanian, Czech, Slovakian, Serbian, Bulgarian Measures the ability to make correct decisions or inferences from numerical data presented in graphs and charts. The tasks set and data presented are SHL Eastern Europe 11

14 Ability tests highly relevant to a range of management level jobs. Since calculators are allowed, the emphasis of the tests is put on understanding and interpreting rather than mental arithmetic. Time: 35 minutes TEST OF PRODUCTIVE THINKING (TPT) Available in: English, Hungarian Reasoning is necessary but not sufficient in most jobs: one needs original ideas as well. In many cases it is creativity that differentiates the outstanding and the average manager. This version was designed primarily for recent graduates and junior managers. The test is widely used as part of an Assessment Centre. The test measures in a structured way how creative the candidate is when facing problems, and how much they are able find solutions and explanations. Based on the answers of the candidate one can draw inferences about the fluency, diversity, and originality of their ideas. The test is similar to tests of creativity used by psychologists, however, the problems in this test are workrelated, therefore performance on the test reflects not creativity in general, but creativity needed in management in particular. The test booklet can be used only once. Time limit: 32 minutes Information Technology Test Series (ITTS) Selection The Information Technology Test Series is appropriate for the selection, development and promotion of staff working in information technology. The tests measure specific skills and abilities necessary for various IT-tasks. Suitable for: Information Technology Staff NUMBER SERIES (NIT2) Available in: English, Hungarian Measures high level numerical reasoning skills rather than skill in computational work. In particular, it assesses the ability to recognise the relationships between numbers, therefore the test is appropriate for any IT job where the recognition of numerical relationships or sequences is important. Calculators are not allowed. Time limit: 15 minutes COMPUTER CHECKING (CIT3) Available in: English, Hungarian This is a test of speed and accuracy in the checking of character strings made up of letters, numbers and symbols. These are important basic skills in any area of programming and especially important for computer data entry staff. Time limit: 7 minutes SYNTAX CHECKING (CIT4) Available in: English, Hungarian Similarly to CIT3, this test also measures speed and accuracy in the checking of strings of letters and numbers, but in this case the candidate has to decide whether a line from a computer programme complies with a set of rules. A highly relevant test for any jobs that include any form of coding, programming or software checking. Time limit: 10 minutes VERBAL REASONING (VIT1) Available in: English, Hungarian Measures the ability to evaluate the logic of written information. The test samples a range of computer relevant material such as user manuals, technical manuals, computer text books and computer press articles. The task of the candidate is to decide for a list of statements if they are true or false in the light of the information contained in the passage. The test is not knowledge based but designed to measure whether the candidate has the ability to understand and interpret written material. Time limit: 25 minutes DIAGRAMMING (DIT5) Available in: English, Hungarian This test primarily requires logical reasoning. To solve the test candidates must follow a set of instructions to manipulate a series of figures. 12 SHL Eastern Europe

15 Ability tests This test simulates the ability to handle multiple and interdependent commands, an important ability in most IT jobs. Time limit: 20 minutes DIAGRAMMATIC REASONING (DIT6) Available in: English, Hungarian, Czech In this test candidates have to infer a set of rules from a flow-chart and apply these rules to new situations. This test is a high level measure of symbolic reasoning ability and is especially relevant in jobs that require the capacity to work through complex problems in a systematic and analytical manner, for example, in systems analysis and programme design. Time limit: 35 minutes SPATIAL REASONING (SIT7) Available in: English, Hungarian Measures a candidate s ability to visualize spatial relationships. Specifically, it measures the ability to visualize and manipulate shapes in three dimensions given a twodimensional drawing. The test discriminates at a high level and measures spatial ability relevant for engineers, designers, draughts people and IT staff working with graphics. Time limit: 20 minutes Applied Technology Series (ATS) Selection Tests of this battery measure abilities necessary for engineers and technicians. Suitable for: Engineers, Technical Staff NUMERICAL ESTIMATION (NTS2) Available in: English, Hungarian, Czech Measures the ability to estimate quickly the answers to numerical calculations. Knowledge of fractions and percentages is required as well as that of basic arithmetic. The task is to select the best estimate from a number of options. Calculators are not allowed in this test. Time limit: 10 minutes FAULT FINDING (FTS4) Available in: English, Hungarian, Romanian, Czech Assesses the ability to identify faults in logical systems. The test requires the candidate to locate what element in an arrangement of colour coded symbols is not functioning. No specialist knowledge, but visual and reasoning ability are required. The test is appropriate in many applications including operating machinery, when quick fault finding is necessary. Time limit: 20 minutes SPATIAL CHECKING (STS5) Available in: English, Hungarian, Czech Measures the ability to locate differences between complex designs rotated and reversed in two or three dimensions. This ability is likely to feature in the checking and design of electronic systems, engineering components and in some applications of computer-aided design (e.g. CAD). Time limit: 15 minutes Technical Test Battery (TTB) Selection Tests of this battery measure various abilities, therefore it is easy to find a relevant test for any kind of job. Suitable for: Technical Staff VERBAL COMPREHENSION (VT1.1) Available in: English, Hungarian, Romanian Measures vocabulary and basic verbal skills using language which reflects the requirements of technical occupations. Tasks include sentence completion, analogies, finding synonyms, and finding acronyms. Time limit: 12 minutes SHL Eastern Europe 13

16 Ability tests NUMERICAL COMPUTATION (NT2.1) Available in: English, Hungarian, Romanian Measures basic numeracy, with an emphasis on understanding numerical relationships and operations as well as the ability to perform basic calculations. The proficient application of the four basic rules of arithmetic is essential. The use of calculators is not allowed. Time limit: 10 minutes MECHANICAL COMPREHENSION (MT4.1) Available in: English, Hungarian, Romanian, Czech, Serbian Measures the understanding of basic mechanical principles and their applications to a number of devices, including pulleys, gears and levers. A core skill relevant in many technical jobs. The problems are presented to the candidates as three-dimensional drawings, hence the test measures knowledge of physics to a lesser degree than similar tests. Time limit: 18 minutes NUMERICAL REASONING (NT6.1) Available in: English, Hungarian, Serbian Measures simple reasoning skills with numbers, with an emphasis on understanding, reasoning and recognising short-cuts to reach solutions. Since problems are expressed within the context of technical work, the test appropriately measures the numerical skills of trained staff. Calculators are allowed. Time limit: 12 minutes FAULT DIAGNOSIS (FT7.1) Available in: English, Hungarian, Czech Assesses the ability to identify faults in logical systems. No specialised knowledge is required. The test requires an individual to locate which element in an arrangement of coded symbols is not working as specified. FT7.1. is recommended for bot technicians and engineers. Time limit: 18 minutes SPATIAL RECOGNITION (ST8.1) Available in: English, Hungarian, Romanian Measures the ability to recognise shapes in two dimensions. The choices are often rotated relative to the given pattern, but ever mirrored. The ability measured by the test is essential in numerous jobs including mechanical jobs and design. Time limit: 10 minutes Personnel Test Battery (PTB) Selection This popular test battery is designed for selection in clerical jobs. The tests are suitable for people with any educational background. Suitable for: Administrion and Clerical Staff (e.g. Secretaries) BASIC CHECKING (CP7.1) Available in: English, Hungarian, Czech Measure speed and accuracy of checking at a basic level: for each item, a string of numbers (or letters) is presented and exactly the same string must be chosen from a number of alternatives. Principally for use with clerical staff whose job includes routine checking. Time limit: 10 minutes Customer Contact Aptitude Series (CCAS) Selection Tests of the Customer Contact Aptitude Series measure the core reasoning abilities related to jobs within sales and customer service. These tests can be optimally combined with the Customer Contact Style Questionnaire (CCSQ) which measures the relevant personality dimensions. Suitable for: Sales, Customer Service and Call Centre Staff VERBAL INTERPRETATION (VCC1) Available in: English, Hungarian, Romanian The candidate has to read texts, the content of which is based on written material relevant for customer service jobs, and decide whether certain statements are true, false, or whether there is insufficient information in the passage to say. Measures the ability to understand straightforward written texts and to highlight the most important information in order to arrive at reasoned conclusions. Time limit: 12 minutes 14 SHL Eastern Europe

17 Ability tests NUMERICAL INTERPRETATION (NCC2) Available in: English, Hungarian, Romanian, Czech Measures the ability to understand and use numerical data presented in tables and graphs. The data and the questions have been designed to simulate the kind of numerical information which might feature in sales and customer service jobs. Calculators are permitted, since the emphasis is on reasoning with data rather than computation and arithmetic. Time limit: 20 minutes NUMERICAL EVALUATION (NCC4) Available in: English, Hungarian, Bulgarian This test measures the ability to make inferences and deductions from numerical data laid out in the form of tables or graphs. The test is appropriate for any job involving analysis or decision-making based on numerical facts, but the nature of the data presented makes the test particularly relevant for sales and customer service work. Calculators are allowed. (NCC4 is longer and more demanding than NCC2.) Time limit: 30 minutes Work Skills Series Manual Dexterity (WSSD) Selection The two tests of the series assess manual dexterity. Candidates have to assemble structures consisting of various component parts under time limit. Hence these tests can be interpreted as straightforward job simulations. Suitable for: Production and Semi-Skilled Staff FINDEX Available in: English, Hungarian, Romanian, Czech MANDEX An easily administered test of fine dexterity required to assemble small structures. The candidate is required to insert thin steel rods into small holes and secure them with the aid of a screwdriver; both hands need to be used to complete the task. Time limit: 7 minutes Available in: English, Hungarian, Romanian, Czech Measures manual dexterity required in the assembly of mechanical objects. The candidate is presented with a pre-assembled structure, consisting of six steel plates joined together by an assortment of nuts, bolts, washers and spacers. Using this as a model, the task is to build an identical assembly using the set of plates and fixings provided. No other tools are necessary. Scoring is achieved by awarding marks for the correct selection and assembly of plates with account also being taken of the number of fittings correctly assembled. Time limit: 15 minutes SHL Eastern Europe 15

18 Ability tests RAVEN S PROGRESSIVE MATRICES AND MILL HILL VOCABULARY SCALES Selection Raven s Progressive Matrices and Mill Hill Vocabulary Scales purport to measure the two major components of general intelligence, eductive and reproductive ability, respectively. The tests are easy and fast to administer, and the items are appealing both for the candidate and the test administrator. The tests have high validity: they are among the best predictors of performance in jobs requiring cognitive effort. RPM scores are relatively independent from verbal ability, therefore one can compare the performance of employees with various cultural background. Recently, parallel versions of the original tests were developed, which can be particularly useful when having to retest candidates within a short time frame, so that the candidates are likely to remember the items of the original test. The Raven s Progressive Matrices and Mill Hill Vocabulary Scales are not SHL products. The licensed distributor of the Hungarian versions is Edge 2000 Kft., but the tests can be ordered from SHL Hungary Ltd. as well. These tests can be purchased without completing the training Occupational testing / OPQ. Who are the tests suitable for? The CPM and the CPM parallel are recommended for children aged 3-6 and for adults with mental retardation. SPM and SPM parallel are designed for children aged 7-14 and for adults whose highest educational qualification is elementary school. SPM Plus is recommended for high school students and adults who have finished high school, while APM is suitable for university graduates. The Mill Hill Vocabulary Scales are optimal companion tests for the Progressive Matrices (apart from CPM and CPM parallel). Standard Progressive Matrices (SPM) There are five sets of increasing difficulty, with 12 items in each. The candidate has to choose the correct answer from eight alternatives. No time limit Standard Progressive Matrices, Parallel version (SPM par.) New test, equally difficult as the SPM. No time limit Standard Progressive Matrices Plus (SPM Plus) A test with the same structure as the SPM but with more difficult items. No time limit Advanced Progressive Matrices (APM) The tests consist of 36 items of increasing difficulty. It also contains a practice set of 12 items (Set 1). Not time limit or 40 minutes Mill Hill Vocabulary Scales The test is a companion to the Raven s Matrices which measure nonverbal intelligence. It contains words that an intelligent person would probably know yet would not be necessarily aware of their meaning. The candidate has to choose the synonym of the words from a list of alternatives. Time: 20 minutes Coloured Progressive Matrices (CPM) There are three sets of 12 items, arranged in increasing difficulty. The colourful design of the task helps to maintain the interest of the testees. No time limit. Coloured Progressive Matrices, Parallel version (CPM Par.) New test, equally difficult as the CPM. No time limit. 16 SHL Eastern Europe

19 Questionnaires PERSONALITY, MOTIVATION, AND COMPETENCY QUESTIONNAIRES Overview SHL questionnaires are the most widely used and most scientifically sound personality tests in the world of work. Since they were developed with a clear emphasis on measuring those personality dimensions that are relevant at the workplace, SHL personality questionnaires are the optimal assessment tools for all walks of personnel work, including selection, development, and consultancy. The majority of personality questionnaires as well as the motivation questionnaire rely on self-report. Competency questionnaires make it possible for other people than the candidate (their managers, friends, relatives etc.) to be involved in their assessment. These socalled 360 methods obviously provide a more detailed assessment of the candidate, however, they can seldom be used for selecting new employees. OPQ 32 ipsative OPQ 32 normative Customer Contact Style Questionnaire Images Work Styles Questionnaire Motivation Questionnaire Inventory of Management Competencies Perspectives on Management Competencies Selection of Managers and Professionals Development of Managers and Professionals Selection of Professional Graduates Selection of Junior Managers Selection of Administrative and Clerical Staff Selection of Customer Service Staff Selection of Sales Staff Selection of High School Graduates SHL Eastern Europe 17

20 Questionnaires OPQ 32 ipsative OPQ 32 normative Customer Contact Style Questionnaire Images Work Styles Questionnaire Motivation Questionnaire Inventory of Management Competencies Perspectives on Management Competencies Career Support for Junior Professionals Career Support for Senior Professionals Selection of Production and Semi-Skilled Staff Page Number Very effective Effective The tests marked with asterisk can be used for 360 assessment (see page). SHL S PERSONALITY, MOTIVATION, AND COMPETENCY QUESTIONNAIRES ARE Up to date Effective Scientifically sound Easy to interpret Designed for the world of work Available in different versions 18 SHL Eastern Europe

21 Questionnaires OCCUPATIONAL PERSONALITY QUESTIONNAIRE (OPQ 32) Selection This is probably the most widely used and certainly the most informative assessment tool provided by SHL. It relies on the assumption that the majority of healthy adults are able and willing with a little help to construct a realistic image of themselves. The test assesses 32 personality dimensions as well as secondary traits calculated from a combination of primary dimensions. (OPQ32 builds on the strength of the previous versions of the Concept Model, 4.2 and 5.2). It is absolutely necessary that the candidate receives detailed feedback on the results of the personality assessment in a feedback interview. Occupational Personality Questionnaire, Ipsative Version (OPQ32i): In this version of the test the candidate has to make forced choices, that is, they have to indicate which in a block of four statements is most and least like them. The ipsative method ensures that the candidates cannot bias the result of the assessment. The test cannot be hand scored. Time: approx. 45 minutes Occupational Personality Questionnaire, Normative Version (OPQ32n): In the normative format of OPQ32 individuals indicate the extent to which they agree or disagree with a series of statements on a scale of five, ranging from completely agree to I do not agree at all. Its uncomplicated language and straightforward structure make the test accessible for everyone, however, due to its normative nature, we recommend it primarily for training and development purposes. Time: Approximately 35 minutes Secondary scales of the OPQ 32 Emotional intelligence This narrative report yields an overview of the candidate s emotional intelligence (EQ). It is primarily intended for developmental purposes, but only following a feedback from someone trained by SHL. Leadership / Reporting style This scale describes which leadership or reporting style is likely to be typical of the candidate. This information is most appropriate when a leader with an already developed leadership style is looking for an employee, or when the characteristics of the job or the culture of the workplace determine the preferred leadership style. Preferred team type Following Belbin s theory of teams, the report describes which roles the candidate prefers to fulfil. Most appropriate when building new teams, assigning new jobs, and for trainings with the purpose of team building. Management competencies This section of the report describes the candidate s strengths and areas of development along 16 dimensions of management competencies. It can be used both for assessment and development. (Narrative reports generated from the results of the OPQ by SHL s EXPERT system are further described on page 28). The PC based evaluation of OPQ results A major advantage of OPQ is that it can be administered and analysed on a computer or online, with a software generating the reports (see page 28). Fast The report can be generated within a few minutes following test administration. Multiple languages Reports can be generated in any language according to the needs of the client, regardless of the language in which the test was taken. Objectivity The results are fair and do not depend on the subjective judgement of any assessor. Modules Reports can be tailor-made to meet the clients needs, and contain only those sections that are relevant for any particular assessment. SHL Eastern Europe 19