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Assessment & Development

We provide world-class assessments through our partnership with APS
APS Assessment and Development tools bring the latest personality research and products to our business community to help build an effective organisation. Products support talent acquisition, leadership development, team development, and organisational culture development. They can be used by Human Resources specialists, Learning & Development specialists, Executive Coaches, Organisational Psychologists, and Consultants. APS develops and supports Certification training covering a full product range.
 

Climate Survey – Engagement


Organisations achieve best results through retaining people who consistently perform to their optimum capability and are willing to 'go the extra mile'.

Employees generally want a role that interests them and a working environment where they feel motivated. Leading organisations create a working climate that meets their needs and those of their employees to create an engaged workforce.

Employee Engagement goes beyond job satisfaction, is an emotional commitment to the organisation's purpose, values, direction and willingness to support colleagues generated when an employee perceives a high degree of involvement, empowerment, trust and job motivation.

The engagement and climate map provides an overall index of engagement, a benchmark for comparison of specific functional areas or the organisational norm. Movement of this norm can be tracked with future surveys to reveal a shift in climate and engagement.

The Engagement & Climate Map measures 14 key Climate Factors clustered into four main Domains and combines ratings from all respondents to the survey and an overall Engagement Index providing a useful benchmark to compare functional areas. The "everyone" norm is indicated throughout the survey report.

It can be used to compare functional area results over time to measure continuous improvement initiatives (longitudinal study).

 
Organisational Climate is often the result of organisational structure and process and is a useful measure of an organisation's health. Climate and culture are related but the latter is more difficult to assess, and is generally less important in every-day behaviour of individuals at work. Climate can be felt and can change quite rapidly. This is because workers react to the way they perceive the organisation to be as opposed to the way the organisation actually is.

Engagement and how people feel in an organisation at a particular point in time are best assessed by climate. Naturally, employee perceptions differ within an organisation as a function of seniority, department, etc. and those perceptions influence and are influenced by organisational behaviours.

The Engagement Survey has been developed by Professor Adrian Furnham of University College London and is psychometrically valid. Results can be reliably used to support people and organisational development initiatives.

Climate scores are plotted on the Action Matrix to indicate one of four areas of action using the red, amber, green traffic light system. This matrix can help to prioritise actionable areas at organisational level.
 
 
Ignore

Those questions referring to behaviours with low agreement on performance and importance can be given low priority because although performance was low so was importance.
Review

When performance is high and importance low, it suggests that people see certain things done well in the organisation which they do not perceive as important to them. These need to be reviewed as they may represent misguided effort or people may not realise their purpose or outcome benefits.
Celebrate

Where performance is high and importance is high, people perceive that important issues are being done well and this ought to be celebrated. These Factors will be contributing to the Engagement Index and need to be maintained.
Fix

The major course for action occurs where the issues are considered high in importance but performance is low. It is these items that warrant most attention particularly the very low performance, high importance.

 

 

TEIQue™


Through an ongoing program of research and development at the University College London and other countries around the world, the TEIQue™ is set to become the industry leader measuring Emotional Intelligence.

"Trait Emotional Intelligence" has been developed through nearly 10 years of international research to establish measurable characteristics. The Trait Emotional Intelligence Questionnaire (TEIQue™) measures 15 Traits, focusing on key factors of emotional intelligence which indicate an individual's key strengths and development needs.

The Trait Emotional Intelligence Questionnaire been psychometrically validated, meets rigorous standards expected of world-class contemporary personality instruments. It is correlated with the Five Factor model and other world-class personality instruments and it does not use invasive or intrusive items. It is fully Internet enabled and is available:

  • in multiple languages
  • with user-friendly reports
  • with organisational level reports

The TEIQue™ completion time is about 15 -20 minutes. Scores are stable over time (test-retest reliability is .78) and the test includes validity checks for social desirability, honesty and random responding.

 

The TEIQue™ measures self and observer perceptions on the following traits:

 

Results of the Trait Emotional Intelligence Questionnaire are available in a range of formats:

TEIQue™
Development report

Suitable for participants looking for general Interpretation of Trait Emotional Intelligence and suggestions for personal development.
TEIQue™
Leadership report

Designed for business managers and leaders. Trait Emotional Intelligence can impact on a leader's ability to communicate, motivate and influence direct reports, build relationships with peers, work colleagues and customers. Development suggestions for each Factor and associated Facets are organized around relevant leadership skills.
TEIQue™
360 report

A multi-rater report enables participants to gain insight into their reputation at work. Information is gathered on-line from the participant's line manager, their peers, direct reports and optionally from customers.

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