Here’s where we help you to accurately and efficiently identify the right talent.
We assist in choosing high potentials, selecting key personnel or hiring for frontline roles. Our assessments are based on the behaviors critical to executing your strategy and reflect the people and leadership skills that fit your organization’s culture and values. An important feature of this centre is it’s ability to assess current job performance and project future ability. By observing how participants respond to simulated challenges of the target job or job level, Manford assessors are able to accurately identify best-fit professionals and teams. Our custom assessment solutions are practical, thorough and offer clear returns on investment.
- Peter Drucker
- Decisions are based on objective data and added fairness from multiple assessors
- Performance can be predicted in a particular role
- Individual developmental needs are identified based on insight and neutral feedback
- Selection of potential ‘difference-making’ individuals
- Identification of skills gaps in the organization
- Peter Drucker
This Method Provides Participants Performance Feedback From Supervisors, Peers, Co-Workers And Also External Parties Such As Suppliers And Customers.
The 360° evaluation process also enables organizations to gain insight into the performance and potential of future leaders, and to determine the development needs of employees.
The Manford team undertakes an intensive study of the organization’s competencies, job descriptions as well as face-to-face meetings with critical team members. Customized, multi-rater assessment tools are then employed to provide holistic feedback and evaluations to participants, based on a set of predefined parameters. The feedback includes Self-assessment, Evaluation from supervisors/boss, Peers, Direct reports, Customers, Vendors & associates and other role senders. The results provide individual developmental feedback, enable skill gaps diagnosis and development of action plans for change. One-on-one coaching sessions may be utilized to guide the development process.
- Angela Van Rynbach, Country Director, UN/WFP
- Facilitative development planning to monitor and guide a shift into effective leadership and managerial behaviors
- Enabling accountability of behaviors and actions towards the need for change
- A neutral party intervention allowing for more honest and accurate feedback
- Angela Van Rynbach, Country Director, UN/WFP
Personality Profiling Enables People To Expect Specific Differences In People And To Cope With Them More Constructively Than They Otherwise Would.
By mapping the participating group, profiling helps organizations to understand the usefulness and effects of each preference. It also indicates the missing links, if any, needed to make the team complete.
Manford facilitators are certified and accredited practitioners of validated and standardized psychometric instruments such as Hogan Personality Inventory (HPI), California Psychological Inventory (CPI), Myers-Briggs Type Indicator (MBTI), Fundamental Interpersonal Relations Orientation-Behavior (FIRO-B and Human Element B), Strong Interest Inventory (SII), Thomas (DISC) Profiling, Thematic Apperception Test (TAT).
- Will Schutz, Ph.D., Creator of The Human Element
- HPI – Hogan Personality Inventory is a personality assessment and consulting tool. It helps reduce turnover and increase productivity by helping businesses hire the right people, develop key talent and evaluate leadership potential. Hogan assessments are also used to predict job performance by assessing normal personality, derailment characteristics, core values and cognitive reasoning ability. Reports are designed to address a range of needs, from selection to high potential to executive-level development.
- MBTI – The Myers-Briggs Type Indicator follows a comprehensive three step process of evaluating one’s natural preferences under absolute freedom of choice. It helps create self-awareness, resolve conflicts, increase synergy within teams and more.
- FIRO-B – Fundamental Interpersonal Relations Orientation- Behavior, Business helps understand one’s orientation towards relationships, both at work and otherwise. This also helps create self-awareness, developing teams, identify gaps in relationships and understand leadership along with the respective mentoring styles required.
- Human Element B is a Will Schutz creation and is built around a basic understanding that organisations meet and exceed expectations when various stakeholders, be they internal or external, interpersonal or intra-personal, are completely in sync with each other both to deliver and to engage. It’s like a 100 piece symphony orchestra all aligned to one goal, one intent and one purpose. The intention of Human Element is to not only to understand, appreciate and empathise but also to hold each other accountable for commitments made. The use of well researched and validated FIRO tools inbuilt into The Human Element, that guides users to increase effectiveness, efficiency and ultimately organisational output in the most optimal manner. The more every contributing individual becomes immensely self-aware, the more the likelihood of a great performing and happy environment.
- SII – Strong Interest Inventory is a simple tool that maps one’s entire world of interests. It helps understand how one can use this tool to align themselves more closely with their interests. It is also a huge success among career counsellors who use this in order to help youngsters identify the possibilities lying ahead of them.
- TAT – Thematic Apperception Test is a strategic instrument for explorations of concealed mental processes. It is used to enable participants to reveal their attitudes, feelings, conflicts and personality characteristics. It is the most widely used and researched tests in psychology.
- Will Schutz, Ph.D., Creator of The Human Element
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