Saville Consulting Wave® – Highest Validity per 15 minutes of test-time!

The Saville Consulting Wave was developed by the originator of the OPQ and co-founder of SHL, Professor Peter Saville as an alternative to the static assessments available in the market. Wave assesses candidate’s motives and talents within a validation-centric framework. It was validated within 100 separate businesses.

The tool uses both normative and dynamic ipsative questions and has been shown to have greater validity in predicting performance and leadership than any tool it has been compared to in research. Furthermore, the shorter version of Wave, the Focus Questionnaire has more validity per 15 minutes of test-taking time than any comparison questionnaire.

Profile jobs, run 360 performance appraisal, assess personality type for team-building, assess entrepreneurial potential and provide extensive development advice all within one framework

The performance culture framework which underlies the Saville Consulting Wave allows the tool to be used extensively for different HR applications from recruitment/selection through to performance appraisal and development.
Follow the links below for further details:

Wave Professional Styles	Performance Card Set
Wave Focus Styles	Wave Performance 360
Wave Types	Wave Development
Wave Entrepreneurial	Wave Culture
Wave Job Profiler

View some sample reports from Wave here

For the early-bird offer (25% discount), please register at http://www.psyasia.com/register
and quote WAVESEB for Singapore courses and WAVEHEB
for Hong Kong Courses. Deadline is 15 May for Singapore and 31 May for Hong
Kong.

Note – delegates on our BPS Level B course in
Singapore always get 50% discount off the Wave Conversion
course which follows their Level B training. More details at http://www.psyasia.com/bpscourses

Course Reviews from Previous Attendees

“Informative, relevant to work, knowledgeable facilitator”

Danny
Hay Group

“Good introduction to the tool and practical session was useful”

Geraldyn Fong
Managing Consultant (Psychologist)

Hudson Global Resources, Singapore

“Insightful and informative. The methodology behind the Saville
Consulting Wave Report is light years ahead of other psychometric tests yet
it is a breeze to use! The interface between motives, competencies and culture
is exactly the missing link that recruiters are looking for.”

Diana Yeo
Ministry of Defence, Singapore

“A highly practical and enjoyable approach to the application
of an extremely useful tool for selection and development – well worth the investment,
highly recommended.”

Neville Pearsall
Director HR
RMIT International University, Vietnam

Not ready for training and accreditation
but still want to use the Wave?

Then please consider PsyAsia’s Psychologist-on-Call™
service instead. Our registered psychologists will take care of the complete process for you, including a call and behavioural interview for your candidates and a feedback session with the decision-maker. More details at http://www.psyasia.com/psychologist_candidate_screening.php.

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

PsyAsia International is pleased to announce that until the end of March we will be offering free daily webinars to showcase our product range. Their will be no set agenda. The agenda will be set by attendees. Please note however that product knowledge may differ depending on which of our consultants is running the webinar. Come along and chat with our consultants, see the Saville Consulting Wave, Identity Personality Assessment and the Apollo Profile in action. Ask questions about training and consulting options and so forth!

For times and to register, please click here…

Performance management involves an ongoing process of establishing goals, evaluating the activities undertaken to achieve those goals, as well as assessing the final outcomes within an organization. This ongoing process allows management to assess the performance of the employees within the organization and how effective the organization is in meeting their strategic goals.

The performance management process can take many forms, ranging from periodic performance reviews between the manager and subordinate to 360 degree performance appraisals which involve gathering information from varied sources such as from peers, subordinates of the individual being assessed and maybe even from external clients. Typically, these performance reviews are conducted on a formal basis whereby the manager will meet with the subordinate on a periodic basis to assess the performance over that period and to provide feedback to the subordinate. The feedback component of the performance review process is very important as it provides subordinates with information regarding the areas in which they meet expectations or excel as well as areas where they may require further development. These provide advice and guidance for improving their performance. When conducted properly, this feedback process can serve as a source of encouragement and motivation.

With this in mind, it is critical for organizations to provide effective feedback during their performance review processes. This is done by providing specific feedback on behaviours that can be changed so as to improve performance. General feedback regarding possible negative behaviours would likely undermine the confidence of the employee and may cause the employee to become more defensive. Thus it would be more effective to provide examples of ideal behaviour that would help to improve performance. It is also important to maintain the confidence levels of the employee by providing them with support and encouragement in their capacity to improve and meet their potential.

Another point to keep in mind for performance reviews is to ensure that the process is not directed at criticizing the employee. It should focus on problem solving and identifying potential solutions in a collaborative manner. In this way, the employee will not feel that they are being criticized on his or her job performance thus enabling both parties to have a discussion to identify possible ways for that performance to be improved. Even when covering performance issues, it is very important to treat employees with respect so that they do not feel that they are being personally criticized.

Although performance reviews are commonly conducted formally on a periodic basis, the inclusion of informal performance reviews can be of considerable benefit. This allows the managers and subordinates to meet on a more frequent basis to discuss their ongoing processes, identify performance issues and provide advice regarding potential solutions. This can be especially useful for employees dealing with new duties and responsibilities when feedback is provided in a timely manner and immediate remedial solutions can be explored instead of waiting for the formal performance review period when such feedback may not be as urgent or relevant.
These are just some suggestions whereby organizations can help to mitigate some of the stigma and negative public perceptions that are widely held regarding performance reviews. In addition, the motivation benefits that are associated with providing effective feedback during performance reviews can improve both individual and organizational performance.

If you are interested in using an online and validated 360 Performance Framework and Appraisal System, have a look at the Saville Consulting 360 Appraisal System at http://www.psyasia.com/360_performance_appraisal.php

There are several techniques which can be used as a method of performance appraisal. Some traditional techniques involve using critical incident methods, graphic rating scales and ranking methods. Some modern techniques involve 360 degree performance appraisal, assessment centers, behaviorally anchored rating scales and using self appraisal.

 Rating scales are a very structured method. This involves rating an employee on a scale which ranges from ‘poor’ to ‘excellent’ performance. The employee is assessed on this scale based on their performance or traits which are considered relevant to the job. For example, attributes such as punctuality, initiative, creativity and excellent knowledge in programs, such as Photoshop might be crucial to a role such as graphic designing.  This method provides a structured and standardized way of evaluating performance and comparison between employees can be made easily. Rating scales are easy to interpret for both, the appraiser and the appraisee and is a very popular method.

It is very important to ensure that the traits and the competencies which the individual is evaluated against are clearly relevant to the job.  For example, if the employees performance is not included in the selected traits, then their value to the organization might not be reflected. Some problems regarding interpretation might also occur. The perceptions/steretypes an appraiser has of someone can be reflected either negatively or positively in the appraisal, and we might basically see in others what we want to see in them. For example, if a supervisor believes that an employee is good (halo effect), then they might ignore all the evidence which is against that individual. Instances such as showing up late might be ignored, or excuses for bad performance might occur. In the same way a supervisor might form a bad impression of someone (horn effect) and be more hard in their assessment and might even ignore evidence of good performance.  The halo and horn effect can have huge implication on the appraisal process.

 Perceived meaning on the selected traits on the rating scales can also be problematic if it is not clear. For example, if a competency, such as “initiative” might be perceived to an employee as reporting problems to a supervisor. However, another person might express this trait as not reporting problems and might see this as being too dependent and therefore lacking in initiative. It is important to ensure that the language on the rating scales is clear, and factors such as “good” and “well done” might mean different things to different people.

Rating errors might also occur. This is because some people might deliberately avoid giving a bad rating to others because of the repercussions of it. In all performance appraisal meetings individuals should be encouraged to respond honestly because it is reflective on their performance and is designed to help them and the organization as a whole.