Singapore and Hong Kong based award-winning PsyAsia International offers 360 Performance Appraisal via the Saville Consulting Performance Culture Framework. The company has recently set-up a new site dedicated to easy understanding of the 360 appraisal process. It’s easy to set up and the cost is very reasonable. Optional services such as feedback from a psychologist consultant or team building and development services can be added to the package.  The online performance appraisal system can be used by any organisation worldwide. 

The Saville Consulting Wave is based upon a validation-centric scientific framework known as the Performance and Culture Framework. As part of this framework, Saville Consulting offers the Wave Performance 360 (multi-rater) online assessment of performance at work. Wave Performance 360 online assessment enables a range of relevant individuals to rate a colleague’s performance at work. How an individual perceives themselves and how this compares to other people’s perceptions of them is a powerful feedback tool. 360 assessment enhances self-awareness and provides a great platform for personal development. 

Wave 360 provides a unique report where the dual reporting lets the individual being assessed understand on one profile exactly how they were rated and how this benchmarks externally. 

The report combines quantitative rating scales with qualitative comment. All raters have the option of contributing narrative text on areas they think the individual does well, could do less of and could improve on. As a further option, Saville Consulting provides a very detailed development report for the individual based on all ratings. 

This powerful 360 appraisal can be used on it’s own or in conjunction with Saville Consulting Wave® Styles. When used in combination it can help individuals understand the gaps between their performance and potential as a platform for utilising unused potential and realising critical areas of potential.

Further details at the special site: http://360-appraisal.com

Assessment Centre and Development Centre Training in Singapore

Register for the above course

View full course outline and previous delegate feedback

To avail of the 10% early-bird discount, simply enter code ACDCEARLY on page 3 of the course registration form – ensure you register by 18 March and pay within 14 days!

To avail of the 40% discount for the Behavior-Based Interview Course, simply click the additional option of this course on the final page of the booking form for the Assessment and Development Centre Course. 40% Discount only open to those who register for the Assessment & Development Centre training and may be used in conjunction with the early-bird discount.

PsyAsia’s three-day Assessment and Development Centre Course provides delegates with a grounding in the assessment centre methodology and ensures that by the end of the course delegates are able to:

• Evaluate whether or not their organisation is ready to implement assessment/development centres as a tool for effective selection and development.
• Assess and prepare the resources required to successfully run an assessment/development centre.
• Design and implement an effective assessment process within their organisation.
• Understand the role of the assessor and the skills necessary to be effective in this position and have a full appreciation of reliability and validity within the centre.
• Conduct an assessment/development centre – from logistics to design of exercises matched to job requirements, through to the proper and ethical use of information collected, writing reports and validating the centre.

Assessment Centres (ACs) are a commonly utilized tool for organizations in the selection and development of leadership talent. There is evidence demonstrating the utility of ACs as a work sample measure of work performance with favourable evidence in predicting the future work performance of the participants who have been assessed.

There is also evidence that personality is linked to the various areas that are commonly assessed by ACs. Of particular interest are the personality dimensions of Exhibition, Dominance and Achievement as these have been shown to predict leadership effectiveness.

Research conducted has shown that age can act as a moderating influence on personality and AC performance (Krajewski, Goffin, Rothstein & Johnston, 2007). Simply put, age influences the relationship between personality and AC performance. It is demonstrated that for Exhibition and Dominance, older managers seem to display these characteristics in a fashion that is more mature and effective at the workplace. The caveat to this is that age per se may not be the correct “term” but of greater importance is that years of relevant experience may be the better indicator regarding this relationship between personality and AC performance. Even so, ACs have nevertheless also demonstrated utility in assessing and predicting performance of individuals across age differences.

Krajewski, H.T., Goffin R.D., Rothstein M.G. & Johnston N.G. (2007). Is Personality Related to Assessment Centre Performance? That Depends on How Old You Are. Journal of Business Psychology, 22, 21-33.

PsyAsia is pleased to announce that we will run an Assessment and Development Centre course in Hong Kong from 23-25 September.  Upon popular request, the course will be delivered in  Cantonese.  A generous early bird discount of 15% is offered to those who register before 7 August 2009.  Please view full details, course factsheet, previous delegate reviews and register at: http://www.psyasia.com/assessment_development_centre_training_course.php

PsyAsia is pleased to announce 7 days of discounts on our assessment centre and development centre training in Singapore.  For full details, please click here.

Over the years, PsyAsia International has placed tremendous effort into putting together a knowledgebase at our website as well as a knowledge blog at assessmentcentral.com.  We continue to add to and develop these further.  We’re now offering you the opportunity to ask questions pertinent to you and for our psychologists to answer them at our blog.  Your question should be related to human resource management or business psychology. It can be under the categories listed at this blog or you may request a new category.  We may also open some questions/answers up for discussion and general comment if we feel relevant.  Please keep in mind that your question should be able to be answered within a blog submission (i.e., don’t ask anything that might require a very complex or long response!!).  Our psychologists will aim to respond to one question per day and the target time for the response is 10-15 minutes.  Answers will be posted at assessmentcentral.com and the PsyAsia knowledgebase. 

Please feel free to submit your questions now by emailing our ONLINE LEARNING SECTION. You must complete all details in the form accurately. We will not answer questions from those who enter FREE email addresses such as yahoo/google/msn etc or where a company name is not provided.  However, we will not mention your personal details in the response in order to protect your privacy. Thank you for your participation!

A behavioral indicator is used in an assessment or development centre to provide an objective description of the behavior that you might view from the candidate that provides evidence that they either have or do not have the competence that you are assessing.  Behavioral indicators can therefore be positive or negative.

For example, if you were to assess the competence of “manages conflict well”, having defined the actual competency to ensure it is fully understood by all assessors or observers, you would then need to produce a list of possible positive and negative behavioral indicators for this competency.  In this example, some of the indicators might be:

Positive Behavioral Indicator: asks other people for their perspective, draws out the feeling of the group, listens to others before evaluating

Negative Behavioral Indicator: makes decisions without considering the views of others, makes excessive “I” statements rather than working towards satisfying mutual interests

During the assessment or development centre, the assessors or observers will keep a list of which of these indicators arise and when; this will enable objective and easy scoring of the candidates on the competency under assessment.

In Singapore, Hong Kong and across Asia we notice an increasing stream of companies who are joining the ‘bandwagon’ of selling psychometric assessment tools. They see these tools as another commodity to be sold and promise all kinds of gains. Some of them have no idea about what lies behind a psychometric test. Some of them have been on short training courses and see themselves as experts and even have a stab at designing their own tests on that basis!! We know because we have seen these people in action!! However, they have not have the more than 6 years of training in psychology that our psychologists have had. They were not subject to 2 or more years of supervised practice like us (yes, very similar to the requirements for medical degrees and practice!).  They are not members of professional psychological associations like us. They are not bound to register with professional bodies like us and they do not have the same focus on and passion for science in their solutions. Rather we see them as motivated by both money and a passion to be consultants but without appropriate training (and typically they would not get away with this in the West!!).

Choose PsyAsia International rather than non-Psychologist consultancies for Psychometric Tests because:

• We are REAL PSYCHOLOGISTS.

• When using tests you’ll have lots of questions about their proper and effective use. Only real psychologists can competently and reliably provide this expert advice.  Try asking some technical questions of a non-Psychologist provider and watch them stumble!

• We have undergone a minimum of 6 years of training in Psychology followed by supervised practice - this has made us experts. Those who undertake short 1-6 day courses in psychology or psychometrics are not experts.

• Due to our high level qualifications and experience, we are licensed by the Australian Psychological Society to co-brand. We are therefore answerable to the society and undertake to abide by their code of ethics.

• As fully registered psychologists (we register internationally where rules and registration requirements are more strict than in Asia), we must undertake continuous professional development – we must attend conferences, training and presentations, and read our professional journals constantly. Many non-Psychologist “consultants” rely on small snippets of knowledge that they collect over time, rather than the above.

• A number of our psychologists are actually lecturers in Asian universities

• We are Scientists. Most modern Psychology degrees are degrees in Science (i.e., BSc, MSc). As scientists, we value evidence-driven solutions. We’ve seen many of our competition designing non-scientific assessment tools in order to make money but without sufficient attention to evidence and science to ensure the system works as it should. We know how to not only scientifically design assessments, but also how to scientifically assess their continued effectiveness.  If you were to place most of our competition in front of our statistical analysis software they would have no idea where to start – meaning that you can never be confident that the tools you purchase from them are valid!!

• A number of our Psychologists have had their Scientist status endorsed by the British Psychological Society and are actually Chartered Scientists – an honour bestowed upon only a very few!  In addition, our director (a doctor of psychology) was awarded the British Psychological Society Prize for Scientific Contribution to Occupational Psychology for his Psychometric Assessment work in the UK!

• Finally, because we know our stuff, we’ve had the honour of publishing in international peer reviewed journals.  Sure, our non-psychologist competition can write their daily blogs with information often taken from other parts of the web.  We rarely if ever see their own original work published in top-tier international journals though.

We trust that you will see from the above how PsyAsia International’s Psychologists have a wealth of experience, education and expertise in Psychology and Psychometrics as well as other forms of assessment.  Usually our expertise is in far greater measure than those companies whose main focus is not in applying Psychology to the workplace or employing psychologists.

Wondering what organisational psychology is and how it relates to HRM?  Come along to our seminar on 24 July in Causeway Bay.  The seminar will be run in Cantonese and English (2 sessions).  Registration is managed by the Hong Kong Institute for HRM.  Click below for more details and registration:

http://www.hkihrm.org/ihrm_eng/ih_eve_mon_read_01.asp?id=466

PsyAsia International has launched an Online Learning centre.  At the current time the Centre houses a free seminar “Putting Psychometric Tests to Work”. The seminar includes narration as presented in real-life in both Hong Kong and Singapore during February and March 2008. 

PsyAsia will gradually add more seminars as well as full e-learning courses.  The full courses will be specially adapted versions of our popular in-house and public training programs. In addition to slides and narration, we will offer interactive content that will make learning fun, as well as end of segment quizzes and final course assessments.  Those who pass the end of course assessments will be able to apply for a hard-copy certificate signed by a registered psychologist.

Now, people from anywhere in the world interested in developing various organizational psychology or human resource skills can benefit from our renowned training.  Our training, which is always current, based on science and designed by top, government-registered organizational psychologists, is recognized as being exceptional.

Registering in our online programs will enable busy professionals to access this training on their own schedule and work at their own pace from any location equipped with the internet.

PsyAsia is also pleased to offer the design of custom e-learning courses. We will put together a course especially for your organization in the area of your choice (within our competency range) and allow access only by your employees!  For organizations who hire our psychologists to deliver real-life in-house training, we offer the additional free benefit of publishing the slides and quizzes to the Online Learning Centre for 2 weeks following the course to enable review and reflection of the material.

Have a great learning experience with PsyAsia International’s Online Learning Center.