Talent assessments and analytics are no longer a “nice-to-have” in today’s business landscape; they are a “must-have”. High performing organizations use assessments as an essential piece of the talent management process within each stage of the employment lifecycle .
Companies are faced with the constant challenge of maintaining strong productivity, vying for talent across competitive landscapes and driving innovation and speed-to-market. The use of talent assessments across the organization at all stages of employment can effectively and efficiently reach each of these objectives.
Top performing organizations use talent assessments to:
What do Resource Management of Boston 3D talent assessments provide?
DISC tells you how this individual will perform.
Behavioral research suggests that the most effective people are those who understand themselves, both their strengths and weaknesses, so they can develop strategies to meet the demands of their environment. This report measures the four dimensions of normal behavior: dominance, influence, steadiness and compliance.
12 DRIVING FORCES
Driving Forces illuminates what drives this individual’s behavior – the "why" behind their actions.
Knowledge of an individual’s driving forces help tell us why a person behaves a certain way. 12 Driving Forces™ measures the primary driving forces cluster – the top four of an individual’s driving forces – to tell a story of how a person derives meaning from life and work.
DIMENSIONAL BALANCE (ACUMEN CAPACITY INDEX)
Dimensional Balance explores both how a person’s judgment impacts interaction with the external world, and his or her own self-perception.
The Dimensional Balance section is designed to help individuals truly understand themselves, how they analyze and interpret their experiences. A person’s acumen, keenness and depth of perception or discernment, is directly related to performance.
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