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Cubiks 360

360 Feedback (behaviour)CubiksDevelopmentHR Cycle PhasePublisherSegment

Forward-thinking organisations understand the strong reason for including 360 reviews in their performance appraisals. They lead to greater self-awareness, enable staff to view their behaviour from the perspectives of others, and encourage goal setting and skill development. Cubiks 360 is a flexible and fully customisable 360 degree feedback system. It is quick, efficient and simple to use, with users able to complete multiple reviews in one sitting. With more engaged reviewers, you can benefit from better results and greater insight into your employees’ strengths and development needs.  

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CubiksDevelopmentHR Cycle PhaseMobilityPersonalityPreselectionPublisherSegmentSelection

PAPI 3 explores the drivers and preferred working styles of participants, offering reliable insight to help you select, identify and develop the talent you need. The results focus on what’s critical to your organisation, equipping your team to deliver impactful interviews and productive feedback discussions. PAPI 3 provides the power for you to define exactly what you’re looking for. Using Job Profiler, you can send a short questionnaire to your job experts and automatically collate their input on what’s essential for success. Developed from the ground up, PAPI 3 is culturally sensitive and available in a variety of languages. This makes it ideal for international businesses looking to deliver personality assessments in multiple countries. Available for certified and non-certified users. For certified users who have not completed the PAPI 3 update course, the PAPI 2 is still available.

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UCF 360

360 Feedback (behaviour)DevelopmentSHL/CEB

360º feedback is being increasingly used by organisations globally as an intervention to identify individual development needs and to feed in to performance management processes; organisational culture change and training needs analysis, based on current on-the-job performance. 360º Feedback can provide: Individuals with a clear focus on what they need to do to change and develop based on their self-perception and the views of others. A more flexible development solution which is needed to fit in with increasing work demands (e.g. self-directed learning and development tools). Support for individuals’ aspirations within the context of organisational objectives. A process for empowering individuals towards ongoing learning and development, rather than one off events. A cost-effective solution for developing your staff. This report provides detailed feedback on skills, abilities, personal attributes and other job relevant characteristics, as seen from a number of different perspectives. It is based on the analysis of responses to the Universal Competency Framework questionnaire. Sample Report UCF 360

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Team Roles

360 Feedback (behaviour)DevelopmentHrmForcePersonalitySelection

A candidate completes an online questionnaire focusing on team roles. The report shows an overview of group roles which a candidate prefers. It identifies a style he/she is likely to adopt, a style likely to adopt in some circumstances and a style not likely to adopt in a group or team at all. Furthermore it shows preferred behaviour of people adopting a certain role.

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Team Impact Development


With SHL’s Team Impact – Individual Development report candidates who need to work together gain insight in how and in which areas they can improve their personal contribution to the team. This report contains specific and practical development tips to the areas in need of attention. Sample Report OPQ Team Impact Development

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Student Big Five


The Student Big Five is a specially designed questionnaire for students on any graduate or undergraduate level. Both the questionnaire as the report are fully geared towards the educational world. Students, but also teachers, coaches and counsellors can use Student Big Five during the study period. After graduation, this information can also be of vital importance to recruiters, job advisors, career counsellors, etc. The Student Big Five provides support by measuring the respondent on the most important personality traits, the so-called “Big Five”: instability, extraversion, openness, accommodation and conscientiousness. It also shows which competencies are to be nurtured, developed or best left alone.

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Sales Report


SHL’s Sales report shows a graphical and a narrative summary of an individuals preferred behavioural style which is essential for sales success. It supports people in salesjobs to identify potential strenghts, weaknesses and areas for further exploration. This report is divided in 3 sections: sales foundations, sales cycle and an optional motivation overview. When combined with Motivational Questionnaire (MQ), it provides an overview of motivators that can influence sales effectiveness. Sample Report OPQ Sales Report

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Reflector Self Appraisal

360 Feedback (behaviour)DevelopmentPiCompany

The Reflector Self Appraisal is a self reporting questionnaire with reference to selected competencies for which he or she feels the need to progress or which he or she deems to be mastering. Reference can be a current job, a job prospective or a career change. The Reflector Self Appraisal is primarily useful for candidates who want to learn and communicate more about how their behaviour affects certain competencies related to the job in hand. These results may help the candidate to prepare evaluation talks or coaching sessions. The Reflector Self Appraisal provides an overview on how the candidate judges him or herself related to competencies and behavioural indicators. The information will be presented in a clear and graphic overview by means of simple and short textual references in highlighted boxes.

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Reflector Big Five Personality


The Reflector Big Five Personality can be used when a balanced and comprehensive impression of someone’s personality in daily work situations is needed. This might be helpful in situations like personal development activities, career choices and evaluation of the potential for career development. The Reflector Big Five Personality provides support by measuring the respondent on the most important personality traits, the so-called “Big Five”: instability, extraversion, openness, accommodation and conscientiousness. The questionnaire focuses on behaviour that people show in work situations. The instrument measures the position of the respondent with regards to the average norm in a local working population. The questionnaire paints a portrait of the employee’s measured personality traits compared to the desired job competencies. A special version for students is also available. The personality characteristics as well as the information concerning the competencies are presented in a well-organized graphic overview using brief and succinct explanatory texts. Sample Report Reflector Big Five Personality

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Reflector Appraisal

360 Feedback (behaviour)DevelopmentPiCompany

The Reflector Appraisal is used for structuring evaluation and appraisal talks between candidates and their supervisors with reference to talents (competencies mastered) and competencies in need of development. Usually such talks are organised periodically. Both the manager and the candidate fill out the questionnaire prior to these talks. The Reflector Appraisal shows the differences between the candidate’s and manager’s perceptions. The Reflector Appraisal provides an overview on relevant competencies and behavioural indicators. The information will be presented in a clear and graphic overview by means of simple and short textual references in highlighted boxes.

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