Profiles Arabia Complete Presentation

TALENT JOB FITPSYCHOMETRIC Measurement

Mohamad ShurrabCo-Founder & CEO

Agenda

Brief Introduction about Profiles International™

Organizations’ Issues & Complexity

Why Profiles International is the answer ?

Share some examples of Profiles XT product

About Profiles Arabia™

It’s a Psychometric Assessment for Talent Identification, Utilization & Development.Founded in 1991 in Waco – Texas, USA.MENA’s Regional Office Based in Dubai & PA is Based in Jeddah.Over 40,000 Customers Worldwide.Existing in 118 Countries.Assessments in 32 Languages.

Profiles International: A World Talent in Human Capital

• Multi-purpose Research Based Tools

• Scientifically Validated (for the Arab World)

• Coefficient Alfa is 0.80-0.93

• Technology Oriented - Can be tailored to the Job Specifics at all levels, hence DNA Copying of “Your STAR Performers!” ----- OBJECTIVELY

• Benchmarking Features (Job Match)

• Fully Web-Based (Own System)

State of the Art Assessment Tools

About Profiles Arabia™PSYCHOMETRIC TEST

IN NUTSHELL

Profiles Arabia™ uses Profiles International™ Psychometric Assessment Suites of products to assist governments and companies of all sizes identify, utilize and develop employees’ talents. We simply help to bring a Glove Match between a job requirements and a human resource!

Profiles Arabia™ has an exclusivity for Profiles International™ products in Saudi Arabia, Bahrain, Qatar and Oman.

VISION

Create productive society whereby GCC Individuals are empowered to realize their full potential by maximizing their talents & abilities.

MISSION

Profiles Arabia™ will use Profiles International™ assessment products to provide evaluations of superior quality and value that serve the needs of governments, businesses and organizations in our region.

Profiles Arabia™ will achieve its purpose & vision through:

• An organization where the working environment attracts the finest local people, fully challenges and develops their individual talents and encourages their free-spirited collaboration.

• Network of the finest Strategic Business Partners that share our same purpose, values & vision.

• Working closely with Profiles International™ Middle-East division to ensure we serve products that are highly validated to our culture & society.

OUR VALUES (1)

Integrity

• making only agreements we are able to make and intend to keep.• communicating any potentially broken agreements to all parties at the first

appropriate opportunity.• remaining alert for problems within our operations and proposing possible

solutions if something is not working correctly.• operating in a responsible manner, "above the line...“.• communicating honestly and with a purpose.• asking questions to clarify when we do not understand.• never saying anything about anyone that we would not say directly to them.

OUR VALUES (2)

Respect

• treating others as we would like to be treated.• listening with the intent to understand what is being said and acknowledging that

what is said is important to the speaker.• responding in a timely fashion.• speaking calmly and respectfully without profanity or sarcasm.• making an effort to understand and appreciate the perspectives of others, even

when we disagree with them.

OUR VALUES (3)

Client and Strategic Business Partner Focus

• continuously striving to strengthen the loyalty of our clients and Strategic Business Partners.

• making our best effort to understand and appreciate the needs of our clients and Strategic Business Partners in all situations.

FOUNDERS

Dr. Ali SharabFounder & Chairman


OUR FOUNDERS

Dr. Ali SharabFounder & Chairman

Dr. Ali Sharab is a preeminent authority on improving organizational performance, change management and human resources development. Dr. Sharab is renowned for his strategic approach to change in organizations as well as integrating human values within the work environment. He is a consultant to many corporations and governments in Saudi Arabia, United Arab Emirates and other Gulf States. Since he started his career in 1989, Dr. Sharab achieved sustainable excellent performance and fostered leadership skills through identifying latest and proven record business strategies, sophisticated structures and best practices of organizations such as KSA Aramco oil giant, LG, Saudi Electricity, Government agencies in KSA, Abu Dhabi, Dubai and Jordan. Dr. Sharab has assisted companies working in healthcare, oil and gas, management, environment, finance and academics to excel in their areas of expertise.

Dr. Sharab is the founder of Foursan Al Hayat, a leading organization specialized in providing high end business consultancy in the Middle East region. He is also a partner in the UAE Seagull Event Management Company.

Dr. Sharab is a PHD holder in human psychology and Masters Graduate in human resources development.

OUR FOUNDERS


Mohamad in an entrepreneur with 20 years of work experiences and leadership track record from blue chip multi-national companies including:

• Marketing & Advertising Expertise (FMCG - P&G)• Business Vision, Development & Strategy (BTC – Goody Brand & Unilever)• Entrepreneur, own business (zgrocer.com, 1st online B2C in MENA)• Consultation & Business Development (ITC - Google Inc., USA)

Mohamad holds a BS in Industrial Engineering and Information System Design from Arizona State University.

Lead CONSULTANT

Dr. Khan is Human Resources and Organizational Development Consultant in GCC (Emphasis on Talent & Change Management, Career Development, Comp & Ben and Performance Management). A licensed Assessor and Certified Evaluator. Won the Excellence Award as “Outstanding Contribution to Human Resources in the Middle East” nominated and judged by SHRM, SHL and IIRME (Oct 2008).

Dr. Khan as been working as a consultant since January 2000 for several group of companies such as Savola Group, Professionals Profiles International, Xenel, National Commercial Bank, SAGCO, Jeddah Chamber of C&I, ALJ, SelecTrain, Pharmaceutical Solutions Industries, mbc TV & Radio, Rotana group, PEPSI & Bridgestone, American Express, Morgan & Banks(KSA), Amiantit, SAHARI Pack, Saudi Arabian Airlines and Friesland Intl. & has been working as a Career Advisor and Mentor for many candidates since 1995 specially the young ambitious men and women with high potentials.

Dr. Khan is a Certified Training & Occupational Learning Specialist and Associate of ITOL (UK2008, Certified Professional in HR (CPHR) and Certified Training Practitioner (CTP)/CIPD, Certified Career Planning and Talent Management Manager-ASTD 2007, 2009 and Certified Competency-Based interviewer for senior management.

Dr. Khan academic background is equally impressive: Chemical Eng. Professor & Registrar and Academic Auditor of KFUPM–Dhahran, KSA, specializing in Thermodynamics-Oil & Gas and Reaction Kinetics.

Dr. Mahmoud KhanLead Consultant & Trainer

Our Strategic Business Partners

Gulf Aviation Academy

Qualified & Certified Partners capable of providing Professional Services using Profiles International Assessment Tools.

Organizations’ ComplexityPSYCHOMETRIC TEST

Complex Structure – Many Variables

18

How do you Build & Maintain Such Complex Structure with Many Variables?

LostOpportunities

Sunk Cost

Time

Perf

orm

ance

Cost

Often we see this pattern

Risk of Retention

Higher Productivity ($/HC)

Desired Progress

Below Curve

Above Curve

Opp

ortu

nitie

s

A myth: Good vs. BAD Employee!

20

Is there such thing as Good or Bad Employee ?

NO, but often there is a miss-match between the Employee

& The Role/Function & Scope of Responsibilities.

What most Interviews fails to show….

Thinking Style

Behavior Traits

Occupational Interest

Learning Index, Verbal & Numeric Reasoning for Problem Solving.

Energy Level, Assertiveness, Sociability, Manageability, Attitude, Decisiveness, Accommodating, Independence, Objective Judgment.

Enterprising, Financial / Admin, People Services, Technical, Mechanical & Creative.

Without Psychometric Assessment, its difficult to gage !

http://www.profilesinternational.com/product_profilext.aspx

Here’s what you see when you hire/promote…

Here’s what you get!

Here’s what you get!

Here’s what you see & hire/promote…10%

90%

Profiles International Will help you see clearly the balance 90%.

Profiles International Assessment Suite

We also help you Match Role, Utilize & Develop Talents.



http://www.profilesinternational.com/product_ppi.aspx

http://www.profilesinternational.com/product_pxtsales.aspx

http://www.profilesinternational.com/product_psi.aspx

http://www.profilesinternational.com/product_csp.aspx

http://www.profilesinternational.com/product_pe.aspx

http://www.profilesinternational.com/product_wfap.aspx

http://www.profilesinternational.com/product_pta.aspx

http://www.profilesinternational.com/product_checkpoint360.aspx

http://www.profilesinternational.com/product_oma.aspx

http://www.profilesinternational.com/product_skillbuilder.aspx

Real-Life ExamplesPSYCHOMETRIC TEST

ProfilesXT sample for Finance Director

ProfilesXT sample for General Manager

ProfilesXT sample for Marketing Director

Samples of XT patterns


Samples of XT patterns

• The Profile is an all-purpose assessment that measures the qualities that make up "The Total Person" - Thinking-style and Reasoning, Occupational Interests and Behavioral Traits.

• The Profile XT is used for placement, promotion, self improvement, coaching, succession planning, and job description development.

• It is convenient and easy to use, requiring only 90 minutes to take over the Internet, on a PC, or with a booklet and pencil -- no administrator or proctoring is required.


PROFILES XTFinancial Director

1 2 3 4 5 6 7 8 9 10Learning Index

Verbal Skills 1 2 3 4 5 6 7 8 9 10

Verbal Reasoning 1 2 3 4 5 6 7 8 9 10

Numerical Ability 1 2 3 4 5 6 7 8 9 10

Numerical Reasoning 1 2 3 4 5 6 7 8 9 10

Job Pattern

Thinking Style

Learning Index: An index of expected learning, reasoning and problem solving potential.

Verbal Skills: A measure of verbal skill through vocabulary

Verbal Reasoning: Using words as a basis in reasoning and problem solving.

Numerical Ability: A measure of numeric calculation ability.

Numerical Reasoning: Using numbers as a basis in reasoning and problem solving.

1 2 3 4 5 6 7 8 9 10Learning Index

Verbal Skills 1 2 3 4 5 6 7 8 9 10




Job Pattern – Finance Director

Thinking Style

Learning Index: An index of expected learning, reasoning and problem solving potential.

Verbal Skills: A measure of verbal skill through vocabulary

Verbal Reasoning: Using words as a basis in reasoning and problem solving.

Numerical Ability: A measure of numeric calculation ability.

Numerical Reasoning: Using numbers as a basis in reasoning and problem solving.

1 2 3 4 5 6 7 8 9 10Learning Index

Verbal Skills 1 2 3 4 5 6 7 8 9 10




Thinking Style

Job Pattern – Mr. Abc

5

7

4

The Pattern

Within the Pattern

Out of the Pattern

Job Match 71%

He communicates above the level of others. He needs to actively

listen to communicate at others level. He feels better than others in

communication.

Using numbers, even under stress he can take decisions with no error; however he

is not patient with others. He might be frustrated due to that and needs to be

more understanding with others.

1 2 3 4 5 6 7 8 9 10Energy Level

Assertiveness 1 2 3 4 5 6 7 8 9 10

Sociability 1 2 3 4 5 6 7 8 9 10

Manageability 1 2 3 4 5 6 7 8 9 10

Attitude 1 2 3 4 5 6 7 8 9 10

Job Pattern

Behavioral Traits

Decisiveness 1 2 3 4 5 6 7 8 9 10

Accommodating 1 2 3 4 5 6 7 8 9 10

Independence 1 2 3 4 5 6 7 8 9 10

Objective Judgment 1 2 3 4 5 6 7 8 9 10

Job Pattern

Behavioral Traits

Energy Level – Tendency to display endurance and capacity for a fast pace.

Assertiveness – Tendency to take charge of people and situations. Leads more than follows.

Sociability – Tendency to be outgoing, people-oriented and participate with others.

Manageability – Tendency to follow policies, accept external controls and supervision and work

within the rules.

Attitude – Tendency to have a positive attitude regarding people and outcomes.

Decisiveness – Uses available information to make decisions quickly.

Accommodating – Tendency to be friendly, cooperative, agreeable. To be a team person.

Independence – Tendency to be self-reliant, self-directed, to take independent action and make own

decisions.

Objective Judgment – The ability to think clearly and be objective in decision-making.

1 2 3 4 5 6 7 8 9 10Energy Level

Assertiveness 1 2 3 4 5 6 7 8 9 10

Sociability 1 2 3 4 5 6 7 8 9 10

Manageability 1 2 3 4 5 6 7 8 9 10

Attitude 1 2 3 4 5 6 7 8 9 10


Behavioral Traits

Decisiveness 1 2 3 4 5 6 7 8 9 10

Accommodating 1 2 3 4 5 6 7 8 9 10

Independence 1 2 3 4 5 6 7 8 9 10


1 2 3 4 5 6 7 8 9 10Energy Level

Assertiveness 1 2 3 4 5 6 7 8 9 10

Sociability 1 2 3 4 5 6 7 8 9 10

Manageability 1 2 3 4 5 6 7 8 9 10

Attitude 1 2 3 4 5 6 7 8 9 10

Behavioral Traits

Decisiveness 1 2 3 4 5 6 7 8 9 10

Accommodating 1 2 3 4 5 6 7 8 9 10

Independence 1 2 3 4 5 6 7 8 9 10



5 The Pattern 7 Within the Pattern 4 Out of the Pattern

Job Match 93%

He is more individualistic than a team player; encourage him setting individual goals that reward

the group. He might be frustrated by others perspectives when in a group. He need training in

stress management and tolerance.

1 2 3 4 5 6 7 8 9 10Enterprising

Financial/Admin 1 2 3 4 5 6 7 8 9 10

People Service 1 2 3 4 5 6 7 8 9 10

Technical 1 2 3 4 5 6 7 8 9 10

Mechanical 1 2 3 4 5 6 7 8 9 10


Occupational Interests

Creative 1 2 3 4 5 6 7 8 9 10

Top Three Interests for this Position

Lowest Three Interests for this Position


Enterprising – Indicated interest in activities associated with persuading others and

presenting plans.

Financial/Admin – Indicated interest in activities such as organizing information or

business procedures.

People Service – Indicated interest in activities such as helping people and promoting the

welfare of others.

Technical – Indicated interest in scientific activities, technical data and research.

Mechanical – Indicated interest in working with tools, equipment and machinery.

Creative – Indicated interest in activities using imagination, creativity and original ideas.


1 2 3 4 5 6 7 8 9 10Enterprising

Financial/Admin 1 2 3 4 5 6 7 8 9 10

People Service 1 2 3 4 5 6 7 8 9 10

Technical 1 2 3 4 5 6 7 8 9 10

Mechanical 1 2 3 4 5 6 7 8 9 10



Creative 1 2 3 4 5 6 7 8 9 10

Top Three Interests for this Position

Lowest Three Interests for this Position

Job Match 62%

Indicate the three highest interests of this individual.5

Overall Job

Match 78%

Distortion 9

Distortion1-4 Ignore Report

5-6 Do further probing7-9 Good Report

Job Summary Graph

Graph Report

Job Profile Summary Report

Placement Report

Coaching Report

Succession Planning Report

Candidate Matching Report

Job Analysis Report

Individual Report

Types of reports generated

For Details, Please see attached file titled:

PXT coaching sample report


Confidential Placement Report

for

Sample Candidate

Customer Service Representative

Saturday, January 4, 2003

Profiles International, Inc.

Souks Consulting

Office No. 611, 6th Floor

Al Akaria Bldg. No. 3, Olaya Road

Riyadh, Kingdom of Saudi Arabia

Pattern Date: 1/4/2003 12:12:05 PM

Profile for Thinking Style

The Darker shading represents the Job Match Pattern for the role of Customer Service Representative. The larger box indicates this individual’s score.

Learning Index – An index of expected learning, reasoning and problem solving potential.

1 2 3 4 5 6 7 8 9 10

Verbal Skill – A measure of verbal skill through vocabulary.

1 2 3 4 5 6 7 8 9 10

Verbal Reasoning – Using words as a basis in reasoning and problem solving.

1 2 3 4 5 6 7 8 9 10

Numerical Ability – A measure of numeric calculation ability.

1 2 3 4 5 6 7 8 9 10

Numeric Reasoning – Using numbers as a basis in reasoning and problem solving.

1 2 3 4 5 6 7 8 9 10

81% match with Thinking Style Pattern for the Customer Service Representative position.

Sample Candidate has a 74% overall match for the Customer Service Representative position.

Profile for Behavioral Traits

Energy Level – Tendency to display endurance and capacity for a fast pace.

1 2 3 4 5 6 7 8 9 10

Assertiveness – Tendency to take charge of people and situations. Leads more than follows.

1 2 3 4 5 6 7 8 9 10

Sociability – Tendency to be outgoing, people-oriented and participate with others.

1 2 3 4 5 6 7 8 9 10

Manageability – Tendency to follow policies, accept external controls and supervision and work within the rules.

1 2 3 4 5 6 7 8 9 10

Attitude – Tendency to have a positive attitude regarding people and outcomes.

1 2 3 4 5 6 7 8 9 10

Decisiveness – Uses available information to make decisions quickly.

1 2 3 4 5 6 7 8 9 10

Accommodating – Tendency to be friendly, cooperative, agreeable. To be a team person.

1 2 3 4 5 6 7 8 9 10

Independence – Tendency to be self-reliant, self-directed, to take independent action and make own decisions.

1 2 3 4 5 6 7 8 9 10

Objective Judgment – The ability to think clearly and be objective in decision-making.

1 2 3 4 5 6 7 8 9 10

61% Behavioral Traits Pattern match for the Customer Service Representative position.

Sample Candidate has a 74% overall match for the Customer Service Representative position. The Distortion Scale Score on this assessment is 9. The Distortion Scale deals with how candid and frank the respondent was while taking this assessment. The range for this scale is 1 to 10, with higher scores suggesting greater candor.

Profile for Interests For the Job Match Pattern under consideration, the top three interests in descending order are: Enterprising, Financial/Admin and People Service. The other three interests have no impact on this position. The top three interests for Candidate in descending order are: Enterprising, People Service and Creative. Ms. Sample shares two of these interest areas: Enterprising and People Service

Top three Interests for this position

Enterprising – Indicated interest in activities associated with persuading others and presenting plans.

1 2 3 4 5 6 7 8 9 10

Financial/Admin – Indicated interest in activities such as organizing information or business procedures.

1 2 3 4 5 6 7 8 9 10

People Service – Indicated interest in activities such as helping people and promoting the welfare of others.

1 2 3 4 5 6 7 8 9 10

Interests not relevant to this Position Creative – Indicated interest in activities

using imagination, creativity and original ideas.

1 2 3 4 5 6 7 8 9 10

Technical – Indicated interest in scientific activities, technical data and research.

1 2 3 4 5 6 7 8 9 10

Mechanical – Indicated interest in working with tools, equipment and machinery.

1 2 3 4 5 6 7 8 9 10

When the top three interests are in common, the Job Match Percentage is greater than if there are fewer than three in common.

Sample Candidate has an 86% match with Interest Pattern for the Customer Service

Representative position.

Sample Candidate has an overall match of 74% for the Customer Service Representative position.

Sample Candidate scored outside the position match pattern in the following areas. When interviewing Sample Candidate, you should consider the following information: THINKING

Job Pattern 5-7 Score 3

On the Verbal Skill scale Ms. Sample is below the designated Profile for this Job Match Pattern. This suggests that her ability to use a thorough vocabulary is less than the position typically requires and that she could have a problem with communicating ideas and concepts. Discussions with her should explore the possibility that for Ms. Sample, the position may be overly challenging and could lead to frustration and a reduction in her level of performance. Some people read well but don't always remember what they have read. Do you ever

experience this type of situation? How do you deal with it? Have you ever had someone become upset because you needed instructions repeated?

How have you dealt with such a situation? How often do you read instructions or memos and have difficulty understanding what they

mean? Give some examples.


1 2 3 4 5 6 7 8 9 10


On the Numerical Reasoning scale Ms. Sample is above the job profile for this position. This suggests that her ability to analyze data as part of the decision making process is greater than the position typically requires and that she may not be sufficiently challenged to maintain her interest and/or level of performance. Describe your methods for expressing complex numerical concepts to those with less

training; how frustrating can this be for you? When discussing trends, production values or finances do you seem to understand the

conclusions more quickly than the other people involved? Describe a situation when this happened.

Have you ever drawn conclusions based on numbers, graphs or figures that were quite obvious to you, but others had a hard time following? Describe an example.

When making budgetary decisions, can you rapidly see where resources can be reallocated or redistributed?


1 2 3 4 5 6 7 8 9 10

Placement Report(for recruitment)

June 16, 2009 Sample Candidate

The Total Person


On the Numerical Reasoning scale Ms. Sample is above the job profile for this position. This suggests that her ability to analyze data as part of the decision making process is greater than the position typically requires and that she may not be sufficiently challenged to maintain her interest and/or level of performance. Describe your methods for expressing complex numerical concepts to those with less

training; how frustrating can this be for you? When discussing trends, production values or finances do you seem to understand the

conclusions more quickly than the other people involved? Describe a situation when this happened.

Have you ever drawn conclusions based on numbers, graphs or figures that were quite obvious to you, but others had a hard time following? Describe an example.

When making budgetary decisions, can you rapidly see where resources can be reallocated or redistributed?


1 2 3 4 5 6 7 8 9 10


Confidential Coaching Report

for

Sample Candidate


Monday, January 6, 2003


Souks Consulting




Pattern Date: 1/4/2003 12:12:05 PM

Coaching Comments Sample Candidate scored outside the position match pattern in the following areas. When working with Sample Candidate, you might consider the following:

THINKING


On the Verbal Skill scale Ms. Sample is below the designated Profile for this Job Match Pattern. This suggests that her ability to use a thorough vocabulary is less than the position typically requires and that she could have a problem with communicating ideas and concepts. Discussions with her should explore the possibility that for Ms. Sample, the position may be overly challenging and could lead to frustration and a reduction in her level of performance. Practice patience and acceptance when communicating with Ms. Sample, who requires

instruction to be concrete and succinct. Do not become lost in your instructions with her, follow a straightforward and structured

line of communication. When giving verbal instruction to her do not make the communication too lengthy. Break

down complex instructions into individual goals. Have her report back to you after accomplishing one goal to receive the next one. Be very procedural.

To achieve the best results from communications with Candidate, review instructions after they have been given, focusing on a step-by-step understanding of the information.


1 2 3 4 5 6 7 8 9 10

Coaching Comments


On the Numerical Reasoning scale Ms. Sample is above the job profile for this position. This suggests that her ability to analyze data as part of the decision making process is greater than the position typically requires and that she may not be sufficiently challenged to maintain her interest and/or level of performance. To avoid miscommunications, when Candidate is expressing complex numerical

information, coach her on proper communication techniques that emphasize a common level of expression.

Ms. Sample is far more proficient in processing numerical information, than is required for this position. She may experience frustration if not sufficiently challenged, but if little opportunity exists to practice this skill, then focusing on her motivational level may be appropriate.

Ms. Sample is very capable at assimilating data to make decisions, but may be frustrated by a lack of challenge in this area. Address frustrations and provide ways to challenge her abilities.

When making budgetary decisions, Candidate can rapidly see where resources can be reallocated or redistributed, but may require outside assignments to make use of this ability and avoid a lack in motivation.


1 2 3 4 5 6 7 8 9 10

Coaching Report

Coaching Comments


On the Numerical Reasoning scale Ms. Sample is above the job profile for this position. This suggests that her ability to analyze data as part of the decision making process is greater than the position typically requires and that she may not be sufficiently challenged to maintain her interest and/or level of performance. To avoid miscommunications, when Candidate is expressing complex numerical

information, coach her on proper communication techniques that emphasize a common level of expression.

Ms. Sample is far more proficient in processing numerical information, than is required for this position. She may experience frustration if not sufficiently challenged, but if little opportunity exists to practice this skill, then focusing on her motivational level may be appropriate.

Ms. Sample is very capable at assimilating data to make decisions, but may be frustrated by a lack of challenge in this area. Address frustrations and provide ways to challenge her abilities.

When making budgetary decisions, Candidate can rapidly see where resources can be reallocated or redistributed, but may require outside assignments to make use of this ability and avoid a lack in motivation.


1 2 3 4 5 6 7 8 9 10


Confidential Placement Report

for

Sample Candidate


Saturday, January 4, 2003


Souks Consulting




Pattern Date: 1/4/2003 12:12:05 PM


Position Job Match Percentage

Hardware Engineer…………………………….. 90%Software Engineer……………………………… 86%Network Engineer……………………………….. 82%Programmer……………………………………….. 82%Electrician………………………………………….. 81%Communication Engineer …………………….. 80%



Empirical data can be used to develop a pattern that will tell you how well a job candidate matches your successful salespeople.

The Job Pattern of Profiles Products can be customized by:

Organization

Position

Department

Manager

Geography,

or any combination of these factors

Customization


Assessment and development for Managers & Executives.

Leveraging Leadership and Management Competitive Advantage

Organizational and professional development.

Management and leadership career.

Help managers become more effective.

The Ratee

Self

Peers Subordinate

Survey Information provided by

respondents is completely

confidential.

Manager receive feedback from the full circle of people whom he interacts.

Web Based Assessment

All input is processed by

Profiles Service Center.

Boss

The Process


0

1

2

3

4

5

Favorable Zone

3.5 – 4.25

SS

S

S

SS

S

S

Self Rating

AA

A

A

AA

A

A

All ObserversRating

GAP

Multi-Rater Feedback ReportExecutive Overview


3.54

3.63

3.41

3.76

0

1

2

3

4

5

SS

S

S

SS

S

S

AA

A

A

AA

AGAP

0

1

2

3

4

5

SS

S

S

SS

S

S

AA

A

A

AA

A

Previous Checkpoint Current Checkpoint

0Not Applicable

1Never

2Seldom

3Sometimes

4Usually

5Always

All Observers Self

0Not Applicable

1Never

2Seldom

3Sometimes

4Usually

5Always

All Observers Self

Comparison ReportExecutive Overview



The Profiles Performance Indicator is used to evaluate the differences between employees and how to use this knowledge to increase employee productivity. It measures behavioral tendencies in these five critical job related competencies:

• Productivity• Quality of Work• Initiative• Teamwork• Problem Solving


Employee moral and job performance taking into consideration:

Productivity

Initiative

Problem Solving

Teamwork

Quality of Work

Assessment Focus


Reports generated

Graphic Summary

Management Report

Personal Report

For Details, Please see attached file titled:

PPI Sample Report - Management Rep.doc



Helping team leaders get the most from members of the team.

Showing team strengths and potential problem areas.

Designed to put people together, build a team, and achieve goals.

Helping team leaders and members become more effective.

Optimizing team’s potential for exceptional performance


The Profiles Sales Indicator™ provides a means of selecting people who have the five qualities that make salespeople successful: Competitiveness, Self-reliance, Persistence, Energy, and Sales Drive.

It also predicts on-the-job performance in seven critical sales behaviors:

1. Prospecting,2. Closing Sales,3. Call Reluctance,4. Self-starting,5. Teamwork,6. Building and Maintaining Relationships, and7. Compensation Preference.


SALES DRIVE

COMPETI-TIVENESS

SELF RELIANCE

PERSISTENCE

ENERGY

Measures 5 key qualities of successful salespeople

Predicts performance in 7 critical sales behaviors


Customization for Sales Person General

Job Match Percent

• Reserved• Non-confrontational• Cooperative

• Welcomes support• Appreciates the

need for procedures

• Flexible• Good Sensitivity• Limited follow-thru

• Systematic• Steady paced• Patient

• Relaxed• Unassuming• Process focused

• Persuasive• Confident• Assertive

• Independent• Individualistic

• Persevering• Unwavering• Emotionally tough

• High endurance• Spontaneous• Fast paced

• Success oriented• Outcome focused• Internally driven

Competitiveness

Self-Reliance

Persistence

Energy

Sales Drive

HighLow


Customization for Sales Person General

Job Match Percent

• Reserved• Non-confrontational• Cooperative

• Welcomes support• Appreciates the

need for procedures

• Flexible• Good Sensitivity• Limited follow-thru

• Systematic• Steady paced• Patient

• Relaxed• Unassuming• Process focused

• Persuasive• Confident• Assertive

• Independent• Individualistic

• Persevering• Unwavering• Emotionally tough

• High endurance• Spontaneous• Fast paced

• Success oriented• Outcome focused• Internally driven

Competitiveness

Self-Reliance

Persistence

Energy

Sales Drive

93%

HighLow


The following candidates have scored the following percentage fit for the Job of Customer Service Manager;

Ahmed 81%Jamal 75%Adam 73%Sahel 61%Omer 55%Rashid 44%

Succession PlanningPromotionCareer Planning

Team BuildingMotivationTraining & Dev’t.

MULTI-CANDIDATEJob Match Report

http://www.profilesinternational.com/product_csp.aspx

For more: http://profilesarabia.blogspot.com/Email: [email protected]

Mohamad M. Shurrab – Co-Founder & CEO

http://profilesarabia.blogspot.com/

mailto:[email protected]

Profiles Arabia Complete Presentation

Business

Transcript of Profiles Arabia Complete Presentation