Presents

Thomas International is
the world leader in
people assessments
with a wide range of
psychometric tools that
provide accurate, vital
insights into
individual’s personality,
ability and emotional
 Argentina
Austria
Australia
Solving your people puzzle Belgium
Botswana
Canada
Denmark
Finland
France
Germany
Presence in more than Greece
60 countries and Thomas Hong
Kong/China
tools are available in India
Indonesia
more than 63 languages Ireland
Italy
Kuwait
Mexico
Working with more than Netherlands
40000 client partners Norway
Poland
across the globe with Portugal
Russia
many of the fortune 500 Singapore
South Africa
companies Spain
Sweden
Switzerland
Turkey
UK
USA
 Behavior Trainabili Emotional 360
al ty Intelligen Degree
Inventory Quotient ce Feedback

Competenc Assessmen
y Mapping t/Developm
ent Center
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 Recruitment

Internal Promotion

Self-Awareness

Training need identification

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Purpose - HJA is a behavioral description of a
position. This indicates the major behavioral
traits/characteristics expected in the role/function
for successful performance.
Process - The process involves inputs from 3
people (stake holders) within the company. These 3
people should have a detailed understanding of the
job. 
Outcome - The inputs by the 3 stakeholders
will be used to create the final job benchmark .
This benchmark will be used to segregate pool of
people and to identify the training needs.
Time – 20 minutes per HJA
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Purpose - PPA is the behavioral description of the
candidate / incumbent. This indicates major
behavioral traits/characteristics possessed by the
candidate.
Process –PPA is a short 7 minutes psychometric
exercise which will be administered online

Outcome – PPA will provide information to

ascertain whether the candidate possesses the
characteristics / traits required to be a successful
performer.
Work Mask Behavior Under Pressure Self Image
• Personal Profile Analysis (PPA) module is a simple seven-minute
exercise whereby respondents get profiled on the four basic
behavioral dimensions of DISC – Dominance, Influence, Steadiness &
Compliance.

• It provides an insightful information on an individual’s inherent

behavior, changes – if any – that the individual makes to suit the
current work environment, expected behavior under pressure
situations, factors of self-motivation, inherent strengths & possible
limitations and various other vital characteristics.

• The system throws up 19 different derivative reports that focus the

spotlight on what could be crucial traits at the work-place such as
people orientation, result-orientation, openness & flexibility to
change, process driven…

• It provides information on temporary frustrations and stress within the

candidate (if present) and likely reasons for them.
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 15 minutes to Create
set one HJA inventory of
HJA’s for
HJA various jobs
Graph

a re A
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m s
Co V
P A
P and
y
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i
a tib ion
p cis
m
o de
Administer 7 c
k ke
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e ma
minutes PPA
Ch
Candidate exercise
PPA
Graph
 Three candidates have been short-listed, their information is as follows -
Sr.No Details Candidate Candidate Candidate
A B C
1 Education MBA MBA MBA

2 Work Experience 3 years 2 Years 2years

3 Reference Check Good Excellent Good

4 Previous MNC MNC Indian MNC

Organization
5 Knowledge 3/5 2.5 /5 2.5 / 5

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 Behavioral Requirement :
Sales 1.) He should have drive, assertion and the ability to
Manager
communicate with others in a logical manner.
2.)He should be prepared to meet opposition and resistance to
ideas, and pressurize others when deadlines have to be
met.
3.) He should be comfortable in the environment which is full of

variety and change.

4.) He should have a friendly approach and the ability to
influence and persuade others.
5.) He should be a self-starter, competitive, imaginative,
enthusiastic, self-confident, inspiring, logical, systematic
and precise.

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Recruiter’s Dilemma-Whom to Select ?

Sales Manager
Candidate A Candidate B Candidate C

Software provides you with Search and Select

option to identify candidate who is most
behaviorally compatible with job

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1.) Create a robust and systematic process for
recruitment
2.) Imbibe a scientific approach in your recruitment
process
3.) Provides an option of generating 19 different
types
of report depending upon your requirement
4.) Provides an online assessment option
5.) Is highly scalable across levels and functions
6.) Reports are easy to interpret
7.) Provides an option of generating customized
interviewers guide for each candidate.
8.) PPA is available in 63 different languages
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 Training required to increase
“Dominance”

HJA Candidate 1

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 Action steps
Sources Progress Indicat

Successful Decision Making: A Systematic Approach to Presentation to team/

Complex Problems - Richard Kuehn, Rudolf Grünig, Richard boss / colleagues on
Books Kühn learning’s from the
books.
Decisions Without Mistakes: (Common Sense Decision-Making
Strategies for Today's Managers - Kim D. Ward

Training on Decision Making process covering various tools and Train people from
Training techniques, models and frameworks with assessment of current own team or function
decision-making pattern. on the modules
attended.

Organise your thoughts in advance so as to present clear and Take feedback from
persuasive ideas. Look at new ways to approach problem team members
OJT solving on a day-to-day basis.
Follow the recommended steps for all kind of decision-making -
define the true problem, analyze the possible causes, create
options, select the most feasible option, and then implement it.

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 TST has been researched
Intelligence has been shown to be and validated for over 10
the best predictor of individual years with 20,000
differences in ability and potential, subjects
and is one of the most
the more complex the job the more
reliable ability tests
important intelligence is. available.

The dominant use of intelligence tests was as a predictor of

academic success, from which we get the definition Intelligence
Quotient (IQ). This is an age related measure of intelligence
level, where a person’s mental age (as determined by a
standardised test) is measured against their chronological age.

Modern intelligence tests attempt to measure intelligence as a

general ability factor - “g” which can be further subdivided into
fluid ability - “gf” and crystallised ability “gc”.

Fluid intelligence is pure intellectual speed, reflecting the

efficiency of the flow of information through the brain and is
assessed by the ability to solve novel problems efficiently.
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Purpose – TST / GIA is a normative test that measures
mental ability of an individual. It measures the ability of an
individual to reason and solve problems on the spot, a skill
NOT dependant on one’s past experience. It measures Fluid
intelligence which involves short-term memory, abstract
thinking, creativity and reaction time.
Process – TST / GIA is a psychometric test, it takes 35
minutes.
Outcome – GIA will reveal –
1.) Can the candidate think on his / her feet?
2.) Can the candidate take in information and arrive at a logical
conclusion ?
3.) Can the candidate negotiate?
4.) Can the candidate cope with high levels of concentration and
a high mental work load
5.) Is the candidate good problem solver?
6.) Candidates comfort level in handling numbers?
7.) Can the candidate learn complex tasks and procedures?
8.) Is the candidate too bright to get bored and take risks
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High

Maintain Invest

Deselect Re-Align

Low Mental Ability High

 Ready to take
higher
Invest responsibility
Jobs.
/
Investable
resource.
Has learned behavior
but needs training

Maintain before taking higher

responsibility

Projects Self well but

Re-Align delivers less. Needs to
be coached keeping in
Coach mind next level.

Low on overall
How Long competency
/ Deselect requirement. Will
need longer time to
train
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Tool: Thomas Emotional Intelligence Quotient

What it captures: Emotional Intelligence is an

individuals’ capacity to understand and control
their own emotions, and recognise and manage
those of others so that they and others around
them can be as effective and productive as
possible.
Process: This tool is administered online

Time: 25 to 30 minutes

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 How Emotional Intelligence helps?

 Emotionally Intelligent Leaders have the ability

to manage everyone’s emotions and therefore
positively impact performance
 When leaders drive emotions positively, they
bring out everyone’s best
 Emotionally Intelligent Leaders create the
environment for “star performers” to flourish

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 Benefits of Emotional Intelligence
Accurate and objective way to measure emotional
competence in the work place
Enables people to harness the energy of negative
emotions for positive outcomes
Helps people to motivate themselves and others
Gives people the confidence and emotional ability to
manage change, embrace new ideas and procedures and to

welcome change as a step forward towards continuous

improvement and development
Improves communication through better interpersonal
skills and understanding
Equips managers and their teams to cope with obstacles
and disappointments better
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 Thomas Emotional Intelligence measurement produces
global EI score

Global Traits
•Adaptability
•Self-motivation

The Four Factors

Well being Self control Emotionality Sociability

Optimism
Emotion regulation Empathy Emotion
Happiness
Impulse control Emotion perception -management
Self-esteem
Stress Emotion expression Assertiveness
management Relationships Social awareness

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Leadership Development

Executive Coaching

Self-Awareness

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 Boss

Self

Vendor
s/ Peers
Custom
ers

Subordin
ate
360 Degree Feedback is a mechanism and a tool that provides each
employee the opportunity to receive feedback from people with whom
s/he works on a regular basis.
360 Degree Feedback is one of the best tools to
capture information about competencies.
“A competency is an observable and/or
measurable knowledge, skill, ability or
behavior that contributes to successful job
performance.”

Knowledge - familiarity with the job and the requirements to

perform the job.
Skills – Every job and every task requires a certain set of skills to be
possessed by incumbent.
Behaviors – Every job requires the incumbent to possess certain
behavioral characteristics to perform successfully
To the team:
Increases communication between team members

Builds higher levels of trust and camaraderie

among team members.

Supports teamwork by involving team members

in the development process Increased team
effectiveness

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To the Organization:
Reinforced corporate productivity by linking
survey
items to organization’s competencies and
values.
Facilitates career development for the employees
Create a pool of Talent
Conduct relevant training
Brings in a culture of openness and trust
Effective Development of Leadership and other
competencies required to perform successfully
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To the Individual:
Perception is reality and this process helps
individuals
to understand how others perceive them
Acts as a trigger point for self-development
Individuals can better manage their own

performance and careers

Quantifiable data on soft skills
Enhances Self-Awareness
Ascertains if impact on others within the
organization
is in the desired manner / direction
 #2
Provide
Trainin
g

# 1 Identify #3 Identify
Training 360 Degree level of
Improvemen
Needs Feedback t
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Competency
Funneling

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Analytical Ability
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&

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Process Flow for Development Center

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 Tool Summary
An important customer has a meeting to discuss
Customer meeting 1
some major areas of concern. The customer is irate
(Role Play) and needs immediate redressal.
An impromptu media interview where a media
journalist raises concerns about some key
Media Interview confidentiality issues. On the feet thought and
communication critical
Communication pieces, a RFP, Meeting briefs etc
In-tray exercise form a part of the in-tray.
Participant to develop a detailed proposal during
Proposal and the course of day1. Presentation based on this at
presentation end of day 2 will demonstrate commercial
awareness, business orientation etc
A critical meeting to resolve use of a surplus
Internal Department company budget. The need to deploy funds for the
Heads meeting 1 best purpose are juxtaposed with departmental
pressure on expectations.
Structured A Behavioral event based conversation
conversation
A timed exercise consisting of 6 – 8 situations
requiring spontaneous responses to tricky work
Fish Pond meeting situations. Nature of response in terms of originality
and number help understand innovative nature.
 Tool Summary
A brief white paper presentation at a
Seminar presentation seminar (both written and oral or only
written)
A review meeting to discuss
Internal Department
improvisation of services to add value to
Heads meeting 2
a client
Final meeting at the end of two days.
Customer Meeting 2 Participant to submit a detailed proposal
(Role play) and make a presentation to a
prospective customer for new business
PPA & GIA will be administered online to
Psychometrics the candidate. (Emotional Intelligence is
optional)

Note: This list of tools and its content will differ depending upon the
position and the competencies to be captured

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Broad outlook of the process

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 Illustration of Tool Matrix
Competenc Case Multi- In Group Role Casele Thomas
y Study Role Tray Simulatio Play ts PPA
Play n

Strategic √ √
Vision

Managing √ √ √ This will

Change Provide
Individuals’
Coaching & √ √ √ detailed
Developing behavioral
others aspects

Building √ √ √ √
Relationships

Planning & √ √ √
Organising

This table shows which competencies will be measured by which tools. Each
competency is designed to be measured by at least 2 tools.
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 Executive Summary

Detailed description of candidate’s performance on various

competencies

Thomas PPA Report-Psychometric

Report Template 1 Report Template 2 Report Template 3

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Feedback:

The process in
which part of the
output of a
system is
returned to its
input in order to
regulate its
further output

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Individual Development Plan:
Competency Name :
Nature of
Target Progress
Development Action Steps to be Others Support
Completion Indicators /
Tool taken by Employee Involved needed from
Date Result
Others

Assignments
/ Projects / In
place
Activities

Educational /
Training
Events

Self – Study /
/ Videos

Mentoring
1.) Scale of handling – We have a band width to handle more than
40 centers in one month

2.) Band Width - We have completed assessment and feedback of

more than 400 candidates in one month.

3.) Accurate Assessment – More than 150 Trained Assessors

across the country brining Multi-industry / Multi-Functional
experience. Invariably helped corporate in differentiating Good
Performers and Poor Performers.

4.) Reach - Parallel ACs/DCs conducted for corporate across

locations like Mumbai, New Delhi, Chennai, Bangalore,
Hyderabad, Kolkata

5.) Customization of the Process – Customized Assessment tools

for various corporate for various functions and various levels.

6.) Track Record / Experience – We have been conducting AC/ DC

M-CAP

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A
n
al i s
ys ys
is al
An
Detailed description of candidate’s performance on
various competencies

Thomas Personal Profile Analysis Report

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Contact:

Vaibhav Date
Sr. Consultant
09323135012
vaibhav@thomasassessments.com Back to main