People
DynamicsPre-employment assessment
and what it measures
KLO People Dynamics
"The Secret is People"©
People
Dynamics
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This assessment is a scientifically designed method for measuring work-related characteristics of people. After measuring the characteristics of the top performers in a particular job, the assessment can synthesize a Success Pattern which indicates in which ways the top performers are similar. The Success Pattern can be used in the selection process for hiring and promoting people who are similar to those already successful in the job. Thus, it helps identify the right people for jobs.
As it serves the goals of employers, this assessment also fulfills the needs of employees. By matching people with jobs, it helps them make the right career choices so they can find success and satisfaction in their work while avoiding jobs where they would be uncomfortable, unhappy and prone to failure.
This assessment is the first validated, business-oriented human resources assessment instrument introduced in over a quarter of a century. It was developed beginning in 1989 and was introduced to the business world in 1993.
No two people have ever been identical. Every individual is a unique mixture of qualities -- important, but difficult to measure. We are affected by our heredity, environment and the events of life. These factors, along with our experiences, shape us and make us what we are.
This assessment is the most advanced measuring tool for assessing work-related qualities. With it you can get accurate information about people that aids in optimizing their potential for job success. The assessment measures cognitive skills so you can evaluate how effectively an individual works with numbers and statistics, communication through words and spatial concepts. It delves into the conative by analyzing motivation/interests so you know the degree to which a person enjoys and is motivated by the prospect of working with people, data and things. And the assessment measures the affective realm of personality, focusing on twenty-six job-related personality traits and characteristics.
Every quality, ability and characteristic is reported as a number from 1 to 10. These numbers represent the normal distribution of the working population on a bell curve that has a normal distribution of ten.
The following is a list of the terms used to describe each of the characteristics, along with a short description of what is being measured by the assessment.
1. General Ability
General Ability measures a person's capacity to deal with ideas, to solve problems and to assimilate new information. It is an indication of how well a person thinks ahead to anticipate the effects of actions and decisions and how quickly he or she learns.
2. Working with Numbers
Working with Numbers is an evaluation of numerical reasoning ability. It shows how well an individual reasons with new information, data, and numbers. It indicates ability to think logically and solve problems.
3. Working with Words
Working with Words relates to reasoning with and using written language effectively. It is an indication of written communication skills.
4. Working with Shapes
Working with Shapes has to do with spatial skills, or how well a person is able to manipulate objects, both physically and visually. It is an indication of a person's ability to think in three dimensions.
People generally have stronger motivation to do work which truly interests them. Motivation/Interests fall into three areas: People, Data and Things.
1. Working with People
Working with People measures the extent to which an individual needs or wants involvement with people. It also indicates whether a person wants to mentor, negotiate, instruct, supervise, delegate, persuade, interact, serve and help.
2. Working with Data
Working with Data measures how a person feels about working with statistics, symbols, facts and figures. It is different from Working with Numbers because it measures interest, not ability. Working with Data indicates interest in synthesizing, coordinating, analyzing, compiling, computing, copying and comparing.
3. Working with Things
Working with Things measures interest in working with inanimate objects such as machinery, tools and equipment. Interest in Working with Things includes setting up, precision working, operating-controlling, driving-operating, manipulating, tending, feeding-unloading and handling.
Scale 1: Diplomatic to Independent
Diplomatic people are generally likable and good-natured. They are considerate, cooperative and good at pulling people together through persuasion. They sometimes choose to avoid conflict and controversy to preserve relationships.
Independent people are single-minded and determined to win. They are confident, hard-headed and make autocratic leaders. They take charge and get things done, although they can be insensitive to the needs of those around them.
Scale 2: Cooperative to Competitive
Cooperative people are non-competitive, desiring to make their contributions to achievement as members of a team. They will forego their own success to help others.
Competitive people strive hard to reach their goals. They are interested in personal achievements and play to win at any cost, sometimes using others to get what they want.
Scale 3: Submissive to Assertive
Submissive people are tactful, seeking to avoid controversy and diffuse aggression. They would rather avoid conflict than confront it.
Assertive people, on the otehr hand, are outspoken because they know their own minds and are not afraid to say so. They seek to be group leaders. They can create conflict through their sometimes controversial and unpopular opinions.
Scale 4: Spontaneous to Conscientious
Spontaneous people are flexible and unpredictable who work well in changing, challenging situations. When problems arise, they often adopt creative and unorthodox solutions.
Conscientious individuals are neat, tidy and detail-conscious. They follow rules and abide by standard practices and procedures so you can always depend on them. They are always well prepared through careful planning.
Scale 5: Innovative to Conventional
Innovative people are not bound by rules and "the way things have always been done." They would rather explore new routes than take the well-traveled path, often viewing established rules, policies and procedures as obstacles to progress.
Conventional people do their work in a meticulous and reliable manner. They are trustworthy, structured and intent on doing things "the right way."
Scale 6: Reactive to Organized
Reactive people seldom plan, choosing to react to circumstances as they arise. They take a broad view of events and leave details to others. Their work areas often appear disorganized.
Organized people are controlled and carefully plan and arrange their environment. They plan carefully to meet deadlines, but dislike situations where they must improvise, "think on their feet," or engage in unstructured debate.
Scale 7: Introvert to Extrovert
Introverts prefers the company of a few close friends and is content to be alone. They choose quiet, familiar surroundings.
Extroverts enjoy the stimulation of being with many people, especially if given the opportunity to be the center of attention. They like exciting, lively places.
Scale 8: Self-sufficient to Group-oriented
Self-sufficient people enjoy working alone for long periods of time even though they can work with others, they have no need to do so.
Group-oriented people have a strong need for other people. They depend on the support, encouragement and social approval of others. While they want to be on the team or included in the group, they may not be interested in standing out or serving in leadership roles.
Scale 9: Reserved to Outgoing
Reserved people find everyday life stimulating and feel no need to seek further excitement. They are not bored by repetitive tasks and tend to live quiet, orderly lives.
Outgoing people enjoy taking risks and accepting challenges and doing stimulating things. They dislike repetitive tasks and like being with other people for the stimulation they provide.
Scale 10: Emotional to Stable
Emotional people are sensitive, mostly to their own feelings of anxiety, suspicion, guilt and irritability. They are fearful of new people and new situations.
Stable people are generally untroubled and calm. They face problems and unforeseen circumstances without suffering undue stress, remaining relaxed and secure. They are untroubled by criticism.
Scale 11: Restless to Poised
Restless people are easily upset, irritable and prone to lose their tempers. They view the world as basically hostile and threatening.
Poised people with poise shrug off criticism and cope with most adverse situations without becoming upset or irritated. They accept that few things proceed in life without a few things going wrong.
Scale 12: Excitable to Relaxed
Excitable people become tense and anxious in stressful situations. They have trouble trusting and having confidence in their colleagues, being suspicious of the motives of others.
Relaxed people are well prepared to cope with stressful situations. They accept people at face value and are seldom bothered when things go wrong.
There are four internal validity checks to validate the accuracy of data in the three reports.
1. Social Desirability
A high Social Desirability score my indicate a person who may be presenting what they feel to be a socially acceptable view of themselves rather than an honest picture of how they really are.
2. Equivocation
Too many "in between" or "undecided" responses will invalidate the personality portion of a report.
3. Erratic Answers
Random Answers or a predictable response pattern will invalidate the personality portion of a report.
4. Omitted Answers
Failure to respond to an adequate number of questions will invalidate the personality portion of a report.
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