Why Assessment?
The overall purpose of assessment is to provide a backdrop against which specific competencies and desired behaviours can be measured in order to facilitate change in employees, be it a focus on development, role change or organisational restructure.
Assessments, particularly those that include psychometric evaluations, are the most effective and efficient methods for investigating and understanding the abilities, capabilities, interests, personality, potential, values and skills of employees in the workplace. They also provide a sound indicator of future performance.
The Benefits
The benefits of conducting assessments are that they provide a quick, cost effective and scientific way of determining a prospective employee’s interests, abilities, aptitudes, personality and competencies. Assessment results can be used for selection purposes, career development, training and development and coaching. In terms of selection, assessments allow us to select the most appropriate person for a position enhancing employee retention, job fit, employee satisfaction and motivation.
Our Value Add - What differentiates REC?
- We have a strong record in large-scale delivery with the requisite quality assurance processes
- We have an extensive national footprint with the ability to assess countrywide
- We only use instruments and tools that have been approved of by the Psychology Board of the Heath Professions Council of South Africa (HPCSA), which certifies the tools for use in the South African context, as per the Employment Equity Act.
- Our services are highly customised, focusing on the individual's level of competence within the greater work context, to ensure that our clients get the maximum benefit from our interventions
- Our intellectual strength comes from our well qualified, trained consultants who have both business experience and understanding of people
- We offer an ethical, robust and comprehensive methodology and process
- We conduct a legally defensible process with added fairness, as we employ multiple evaluation tools, which are then integrated to provide a holistic view of the individuals' competence
- In addition to determining levels of competence, we are able to predict future performance and provide a multi faceted view of the person assessed
- We take great care in being sensitive and aware of the natural anxiety and fear that any assessment context creates and ensure that we do all we can to make the experience as pleasant as possible
Our resources
REC has a fully equipped test facility at our head office in Johannesburg. The facility has a permanent staff of experienced senior psychologists, psychometrists and administrators. Currently, we also have 35 consulting psychologists on the team. Resolve Encounter regularly conducts large-scale assessments.
The Business
Competency development is an integral part of the consulting services at Resolve. Apart from the traditional use of assessment results, Resolve Encounter Consulting also utilises these results in mentoring and coaching interventions. Resolve Encounter Consulting has the expertise to develop competency frameworks across all the managerial levels and functional areas.
Resolve Encounter Consulting has a fully equipped test facility at our head office in Johannesburg. The facility has a permanent staff of experienced senior psychologists, psychometrists and administrators. Currently, we have 35 psychologists on the team. Resolve Encounter Consulting regularly conducts large-scale assessments. Up to 200 employees have been assessed in a single day.
Assessment Processes
When conducting competency and psychometric assessments the process could include a number of or all the following steps:
- Contracting with and sensitising the organisation and candidates
- Conducting a structured interview process to establish key competencies
- Developing competency frameworks
- Identifying and developing appropriate assessment tools (to measure abilities, potential, attributes, values, skills, knowledge and behaviour styles for different roles and levels within the organisation)
- Co-ordinating and conducting comprehensive assessment sessions
- Identifying developmental gaps and personal development plans
- Writing comprehensive individual integrated feedback reports
- Providing feedback to individual candidates
- Statistical analysis of the assessment results of groups of candidates
- Providing composite reports to the contracting organisation
For executive and senior management, we prefer a multi-faceted assessment process that utilises a number of different assessment instruments as this provides a complete view of the individual and is a good predictor of future performance. For other levels of management and specialists we will select the competency-based methodology best suited to meet the client's requirements.
Assessment Constructs and Methods
Which constructs do we assess?
Most assessments are a combination of a number of constructs. The following figure presents and overview of the most important constructs that we assess.
Which assessment methods do we use?
360 Degree leadership assessments
Assessment centre technology (e.g. business simulations, in-baskets)
Competency assessments
Personality questionnaires
Cognitive process assessments
Cognitive and ability tests
Potential tests
Leadership and leadership potential questionnaires
Emotional intelligence questionnaires
Integrity tests
Interpersonal style questionnaires
Team dynamic assessments
Change style questionnaires
Interviews (eg. Competency-based interview)
Our Assessment team
Our assessment team comprises a formidable group of registered senior psychologists, all of whom are experienced counselling psychologists, and higly experienced psychometrists. It includes individuals with doctorates who are lecturers at universities and business schools across SA. Having rolled out large-scale assessment projects Resolve Encounter Consulting is able to offer a professional and highly skilled team of qualified assessors to manage small to large assessment processes. The assessment teams' experience in counselling ensures that individuals being assessed are proivded with emphatic, sensitive yet developmental feedback regarding their assessment results. Our assessment experience ranges from the development of competency frameworks and assessments for talent, to leadership assessments from middle to executive levels, as well as assessments conducted across organisations for re-structuring purposes.
Our assessment team comprises a formidable group of registered senior psychologists, all of whom are experienced clinical, counselling and industrial/organisational psychologists supported by experienced psychometrists. It includes individuals with doctorates who are lecturers at universities and business schools across SA. Having rolled out large-scale assessment projects, REC is able to offer a professional and highly skilled team of qualified assessors to manage small to large assessment processes. The assessment team ensures that individuals being assessed are provided with empathic and sensitive, yet developmentally useful feedback regarding their assessment results. The team is supported by a network of 35 consulting psychologists around the country. This enables us to conduct large-scale assessments in any part of the country.
Who are the lead consultants?
| BComm, BComm (Hons), MComm, Organisation Psychology (UNISA), DPhil, (University of Johannesburg/Tavistock Institute, UK), Certified Executive Coach – Tavistock Consultancy Services UK. Accredited CCL Feedback Coach, USA. |
| | | MDP (UP), BSc Hons Psych (MEDUNSA), BSoc Sc-SW (UNW), MEP (UNISA), Research Methodology (Regenesys) |
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Contact Us about Assessments
Dr. Willem de Jager
Tel: +27 11 325 4556
Fax: +27 11 325 4607
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