Psychometric Assessment Division
Our approach to assessing human competence is an integrative one. The performance of any individual within the work environment is based on their Competence. Competence is defined as the knowledge, skills, attitudes and behaviours required for a specific job. In addition to this, competence is impacted on by GMA (General Mental Ability).
Whitehead Industrial Psychologists thus advocates that use of an integrated model of assessing competence, which includes the assessment of the following areas:
Our Assessment services include assessing for:
- Selection and Placement
- Managerial and Leadership Development
- Accelerated Development Plans / Fast tracking programmes
- Career Counselling
- Graduate Recruitment
- Performance Enhancement
- Succession Planning and Promotion
Whitehead Industrial Psychologists makes use of Assessment Centre Technology, based on competencies identified and developed in collaboration with our Clients. Assessment Centre Technology assesses performance within context of the organisational environment, position and organisational level on which an individual functions. Assessment Centre Technology Tools utilised by our team of qualified and experienced Industrial Psychologists and Psychometrists include, amongst others, in-basket exercises, role-plays and case studies and enables expert observers/ raters to observe desired behaviours that are critical to successful job performance.
Only Psychometric Assessment Tools with proven predictive validity and reliability and recognised by the Health Professions Council of South Africa (HPCSA) as being “classified and certified psychological tests” (as per Board Notice 93 of 2014) are utilised. In addition, we ensure appropriate use of assessment tools within cross cultural contexts and they are therefore suitable for application within the diverse South African market.
Rather than results being drawn from computer generated reports, all Psychometric Assessment results are interpreted by a Registered Psychologist and integrated with scientific findings, relevant theory, and professional experience in such a way to be conceptually sound, relevant and practical when reaching conclusions and making recommendations.
Why use Psychometric Assessments
Use of sound employee selection and development methods leads to substantial improvement in performance, output, and emotional well-being (e.g. more engaged, motivated, satisfied) and increased learning of job-related skills. Further benefits include:
- Increased success on the job
- Improved internal succession planning initiatives
- Identified training needs and improved success of training initiatives
- Minimized financial and time investment in unsuitable candidates
- Increased staff retention
- Reduced replacement costs