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Student Big Five

DevelopmentPersonalityPiCompany

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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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

DevelopmentPersonalityPiCompanySelection

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 Big Five Leadership

PersonalityPiCompanySelection

Which leadership roles fit and which ones do not? How much energy does it cost for one to grow in a certain role? Which personality traits lay at the foundation of a leadership profile? The Reflector Big Five Leadership helps to find the answers. The Reflector Big Five Leadership shows the amount of talent one has to develop and sustain behaviour connected to specific leadership roles. It also shows to which extent one is suited for a managerial or executive position. Personality as the basis for success Whether someone is capable showing specific leadership skills successfully, highly depends on his/her personality. The better personality traits fit a leadership role, the easier it will be for this person to show behaviour required for this particular role. The Reflector Big Five Leadership is based on the worldwide highly regarded Reflector Big Five Personality. This instrument is therefore effective, trustworthy, reliable and predictive. Eight leadership roles The Reflector Big Five Leadership distinguishes eight leadership roles, based on the well-known and proven principles of Quinn: • Innovator Generating new ideas is typical for the Innovator. Key word is “innovation.” • Networker The Networker represents the department/organisation towards the outside world and actively maintains a large network. Keyword is “possibilities”. • Producer The Producer is hands-on active. This leader proceeds quickly and energetically, with focus on clear tasks and concrete results. Keyword is “result”. • Director Typical for a director is the focus on targets and making roadmaps. Keyword of this leader is “direction”. • Co-ordinator A Co-ordinator plans and brings structure, delegates tasks & means, checking progress. Keywords are “taking care”. • Monitor A Monitor leader analyses carefully, registers and reports. The keyword is “information”. • Teambuilder The Teambuilder puts up frames for collaboration and focuses on group processes. The keyword is “cooperation”. • Coach A Coach focuses on coaching, supervising and development of co-workers. The keyword is “counselling”. Clear reports Reflector Big Five Leadership can be taken online. The participant receives an e-mail including a link to the questionnaire. Upon completion, the report will be submitted immediately online to the test taker. Reports cover two parts: the part that compares the test taker’s leadership roles with a special norm group consisting of managers and executives only and the part reveiling the underlying personality traits that will show to which extent certain roles are to be developed (ranging from very difficult to very easy).

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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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Reflector 360 Leadership

360 Feedback (behaviour)DevelopmentPiCompany

Answers to questions before can be supported by our Reflector 360 Leadership. Reflector 360 Leadership shows specific behaviour more of less relevant to our different leadership roles. This way our tools improve gaining insight into the ability to develop or fullfill a leadership role.

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Reflector 360

360 Feedback (behaviour)DevelopmentPiCompany

To gain insight into their own capabilities, employees should be able to systematically evaluate their own competencies. But that is just one possible perspective. For a more balanced view, it is equally important to get the various individuals in the employees’ environment involved in the assessment – for example, supervisors, colleagues, employees and customers. The similarities and differences between the various perspectives – also known as 360-degree feedback – offer valuable starting points for discussions about the deployment and development of competencies. The Reflector 360 provides input that can be used to select the correct personal development activities, to prepare for a performance interview or a career development session. In addition to that, the Reflector 360 can be used for an entire group or a team to see which competencies the group or team collectively masters, or which ones could be improved. The Reflector 360 provides an overview of the differences between the respondent’s self-appraisal and how others in the immediate environment appraise the respondent: this includes an average across all the respondents as well as division into different groups in the immediate environment. This overview represents the competencies selected by the user and it includes the accompanying specific behavioural indicators. A special version for students is also available. The report is represented in a well-organized graphic overview with brief and succinct explanatory texts. Sample Report Reflector 360

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Profile Selector

360 Feedback (behaviour)PiCompanyPreselection

Profile Selector is an instrument that defines one or more job profiles within organisations. For each role, several critical competencies can be (s)elected. Profile Selector enables several layers within the organisation (management, job experts, colleagues, role executives) to give their opinion on desired behaviour. Questions are dealt with online assuring objectivity and possibility for partioners to respond at any given time and place. The result is an overview of competencies deemed critical for success, derived from different perspectives from each responding group. The outcome provides solid ground for discussion and will help to establish a set of competencies that is widely supported in the organisation.

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Performance Improvement Plan

360 Feedback (behaviour)DevelopmentPersonalityPiCompany

The question is: do certain competencies give you pleasure or not? It is possible that people recognize certain talents (behaviour), but do they really come from deep within? In other words, do they fit your personality? The other way round is of course also possible. The Performance Improvement Plan (PIP) shows effectively which talents fit your personality and which do not. These results are than combined with the outcome of a 360 questionnaire in which colleagues, managers or subordinates judge whether these talents are actually displayed on the workfloor and to which extent. Sample Report PIP

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Leadership Improvement Plan

360 Feedback (behaviour)DevelopmentPersonalityPiCompany

This Leadership Improvement Plan is based on PiCompany’s popular Performance Improvement Plan. This report shows how our different leadership roles and their competencies relate to a participants personality and behaviour. Our Leadership Improvement Plan shows a specific talent and supports decisions concerning options for developing specific roles in leadership.

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