Welcome - Click here for Prevue Hiring Video - Details for Human Resource Professionals - With any advanced body of work, an overview is valuable for general knowledge, however, details are important for a more professional understanding of the system, program, or concept. If you are a Human Resource professional this page will provide valuable insight as it contains details on the Prevue system including: [] Application and use of the Prevue assessment program [] Understanding the Prevue Selection Report [] Development and Coaching information [] Succession Planning [] Understanding Prevue Trait Measurements. Application and use of the PREVUE system 1. Develop Customized Benchmarks for the position in your organization Create a customized Prevue Benchmark for each position within your organization. Prevue Benchmarks are usually created in one of three ways. The first method is to assess the existing top performers within the position and determine the common characteristics of those successful employees. The second method is to have managers and others who are familiar with the position complete a Job Description Survey which identifies the preferred characteristics of employees within that position. The third method combines both of the above methods, using the characteristics of assessed top performers as well as management input. 2. Assess applicants and employees Your organization uses the Prevue Assessment to assess incoming job applicants and existing employees. This provides you with valuable insight into the abilities, interests and/or personality of the individuals who are assessed. 3. Hire candidates who fit your Benchmarks Compare the assessment results of job applicants to the Prevue Benchmark that was developed for the position to which they are applying. This allows your organization to ensure that employees have a good "fit" with their new position, which increases the overall efficiency and productivity of your new hires. 4. Use assessment results to improve employee loyalty and retention Your employees' assessment results provide insight into their motivations and personality. You can use this information to ensure that your organization is meeting their needs. This increases their overall job satisfaction, which improves loyalty and helps reduce turnover. 5. Use benchmarks to enhance the development of your employees By comparing the assessment results of an employee to the Prevue Benchmark for their position, you are able to identify areas off the Benchmark where the employee may require additional coaching and/or training. 6. Coach executives to maximize their strengths The Prevue Assessment results provide valuable information about the motivations and underlying personality of managers within your organization. Knowledge about these areas allows you to coach your executives to maximize their strengths while minimizing their weaknesses. 7. Develop a succession plan using your Benchmarks and employee assessment results Use your employees' assessment results, in conjunction with Prevue Benchmarks, to create an effective succession plan. A good succession plan allows you to plan for openings within your organization, and provide appropriate training in advance to the employees who have been identified as suitable candidates to fill those openings. 8. Promote wisely from within your organization Where a formal succession plan has not been implemented, Prevue Benchmarks can still be used to identify which employees would be best suited for open positions as they become available within your organization. Understanding the Prevue Selection Report This report compares an individual's assessment results to the Prevue Benchmark for a particular position. The Selection Report illustrates, both graphically and in written text, the individual's job suitability for the position. Specific areas of the job applicant's profile are compared against the "ideal" profile described by the Prevue Benchmark, and a "Job Suitability" score is determined for the candidate. Behavioral Interview Questions are also provided to assist management in probing those areas where the applicant's profile does not match the position's Prevue Benchmark. Working Characteristics: This report provides comprehensive yet easily understood information on business related behaviors. These "working characteristics" produce further information about a candidate's job fit, complementing the information provided in the Selection Report. Development & Coaching Prevue Assessments measure the following characteristics: 4 Ability Measures 3 Interest/Motivation Scales 13 Personality Scales 4 Working Characteristics Our Development and Training Solutions use the above information to build strategies for success that leverage employees’ strengths and compensates for their weaknesses. Many employees find themselves making little progress in their position, leading to dissatisfaction in the workplace. Our solutions help you to ensure that employees are given more tools to enable them to succeed within your organization. Ensuring that your employees are maximizing their potential will have a direct impact on your organization’s bottom line. - SUCCESSION PLANNING - With today's changing workforce demographics, and the imminent retirement of an entire generation of managers, it is increasingly important that organizations are able to make wise promotion decisions. Promoting the wrong people can limit your organization’s future, and send negative ripples throughout the organization. A large portion of your staff will be retiring within the next ten years. Do you have a succession planning strategy in place? As the availability of competent job applicants continues to decrease, companies are forced to evaluate and understand who amongst their current employees can be counted on to advance. How does an organization determine who its future leaders will be? Our Succession Planning Solutions will evaluate your staff and help you find and select the best candidates for advancement. Succession Planning & Promotion The current state of the labor market has created intense competition for employees. The increasing labour shortage requires companies to increasingly count on existing employees to fill future vacancies within their organizations. A proactive succession planning program is a virtual necessity for a company to remain competitive, given today’s changing workforce demographics. Succession planning is not only identifying the future leaders of a company but also planning for potential vacancies throughout the organization. Our Succession Planning and Promotion Solutions accomplish both of these functions, providing you with the answers you need to plan for the future. The Prevue Online platform can quickly and easily create tailored job benchmarks for the various positions throughout an organization. Once in place a candidate can be compared to multiple benchmarks for career and succession planning. As well, multiple candidates can be compared to one benchmark to identify the best candidate for succession planning or to fill a current vacancy. Some examples of the questions that we can help you answer are set out below: - Should I promote one of my sales reps to sales manager? - Who in the plant should be the next plant supervisor? - Which one of my customer service reps is the next outside sales rep? - Which of my staff are best suited for senior management positions? - Which employees should be leading my company’s various departments in 10 years? The solutions to all of the above are provide by the Prevue Succession Planning program. - UNDERSTANDING THE PREVUE (Measurement) SCALES - The Prevue Assessment (also known as the ICES Plus Assessment) is a test battery designed to assess 20 "scales" describing an individual's characteristics including: Four mental abilities scales, Three interest scales, Twelve personality scales and a Social desirability scale. The mental abilities scales are not an IQ test. They provide information about an individual's ability to learn new information which can be an important aspect in jobs that have to address changing circumstances and new information. The four mental ability scales measured by the Prevue Assessment are: General Ability: measures a person's capacity to deal with ideas, to solve problems and to assimilate new information. It is an indication of how well a person thinks ahead to anticipate the effects of actions and decisions and how quickly he or she learns. Working with Numbers:This is an evaluation of numerical reasoning ability. It shows how well an individual reasons with new information, data and numbers. It indicates the ability to reason logically and solve problems. Working with Words: Relates to reasoning with and using written language effectively. It is an indication of written communication skills. Working with Shapes: This has to do with spatial skills, or how well a person is able to manipulate objects, both physically and visually. It is an indication of a person's ability to think and reason in three dimensions. Generally, people work more effectively in jobs that are aligned with their interests. The Prevue Assessment measures interests in three scales which are: Working with People: Measures the extent to which an individual needs or wants involvement with people. It also indicates whether a person wants to mentor, negotiate, instruct, supervise, delegate, persuade, interact, serve and help. Working with Data: Measures how a person feels about working with statistics, symbols, facts and figures. It is different from Working with Numbers because it measures interests, not abilities. Working with Data indicates an interest in synthesizing, co-ordination, analyzing, compiling, computing, copying and comparing. Working with Things: Measures an individual's interest in working with inanimate objects such as machinery, tools and equipment. An interest in Working with Things includes setting up, precision working, operating-controlling, driving-operating, manipulating, tending, feeding-unloading and handling. The twelve personality scales in the Prevue Assessment are comprised of four major scales, each of which is supported by two minor scales. The four major scales are Independence, Conscientiousness, Extraversion and Stability and are generally referred to as ICES. Each of these major and minor scales measures a personality trait in terms of two extremes. Thus, by way of example the opposite of Extrovert is Introvert and the opposite of Competitive is Co-operative. General description of each of the major and minor scales follows: Diplomatic: Diplomats are generally likable and good-natured. They are considerate, cooperative and good at pulling people together through persuasion. They sometimes choose to avoid conflict and controversy to preserve relationships (i.e. tactful, want to satisfy) Independent: Independent people are single minded and determined to win. They are confident, hardheaded and make autocratic leaders. They take charge and get things done, although they can be insensitive to the needs of those around them. (i.e. highly individualistic, dedicated to purpose) Cooperative: Those who cooperate are non-competitive, desiring to make their contributions to achievement as members of a team. They will forego their own success to help others. (i.e. team players, helpful, sensitive to needs of others) Competitive: Competitive people strive hard to reach their goals. They are interested in personal achievements and play to win at any cost, sometimes using others to get what they want. (i.e. goal oriented, do not accept defeat easily) Submissive: People who are submissive are tactful, seeking to avoid controversy and diffuse aggression. They would rather avoid conflict than confront it. (i.e. peacemakers, compliant) Assertive: Assertive people are outspoken because they know their own minds and are not afraid to say so. They seek to be group leaders. They can create conflict through their sometimes controversial and unpopular opinions. (i.e. aggressive, prone to dominate) Spontaneous: People with spontaneity are flexible and unpredictable and work well in changing, challenging situations. When problems arise, they often adopt creative and unorthodox solutions. (i.e. look forward to change, adapt easily) Conscientious: Others will recognize conscientious individuals as neat, tidy and detail-conscious. They follow rules and abide by standard practices and procedures. They are always well prepared through careful planning. (i.e. dedicated, dependable, honest) Innovative: Innovators are not bound by rules and "the way things have always been done." They would rather explore new routes than take the well-traveled path, often viewing established rules, policies and procedures as obstacles to progress. (i.e. casual attitude towards rules, like fast-paced environment) Conventional: Those with conventional traits will do their work in a meticulous and reliable manner. They are trustworthy, structured and intent on doing things "the right way". (i.e. predictable, highly principled<>/I>) Reactive: People who are reactive seldom plan, choosing to react to circumstances as they arise. They take a broad view of events and leave details to others. Their work areas often appear disorganized. (i.e. expedient, not detail-oriented) Organized: The mark of an organized person is a controlled and carefully planned and arranged environment. They plan carefully to meet deadlines, but dislike situations where they must improvise, "think on their feet" or engage in unstructured debate. (i.e. orderly, systematic, consider all options) Introvert: An introvert prefers the company of a few close friends and is content to be alone. They choose quiet, familiar surroundings. (i.e. subdued, compliant, avoid group activity) Extrovert: An extrovert enjoys the stimulation of being with people, especially if given the opportunity to be the center of attention. They like exciting lively places. (i.e. sociable, talkative, impulsive) Self-Sufficient: The ability to enjoy working alone for long periods of time is the mark of a self-sufficient person. While they can work with others, they have no need to do so. (i.e. enjoy quiet environments, use own ideas) Group Oriented: A strong need for other people is the chief trait of group oriented people. They depend on the support, encouragement and social approval of others. While they want to be on the team or included in the group, they may not be interested in standing out or serving in leadership roles. (i.e. need involvement, seek approval) Reserved: People described as reserved find everyday life stimulating and feel no need to seek further excitement. They are not bored by repetitive tasks and tend to live quiet, orderly lives. (i.e. conservative, cautious, mild mannered) Outgoing: Outgoing people enjoy taking risks and accepting challenges and doing stimulating things. They dislike repetitive tasks and like being with other people for the stimulation they provide. (i.e. seek spotlight, center of attention, not always good listeners) Emotional: Emotional people are sensitive, mostly to their own feelings of anxiety, suspicion, guilt and irritability. They are fearful of new people and new situations. (i.e. easily upset, questioning) Stable: Those who are described as stable are generally untroubled and calm. They face problems and unforeseen circumstances without suffering undue stress, remaining relaxed and secure. They are untroubled by criticism. (i.e. secure, self-controlled, reliable, steady) Restless: Restless people are easily upset, irritable and prone to lose their temper. They view the world as basically hostile and threatening. (i.e. unable to remain calm, handle rejection poorly) Poised: People with poise shrug off criticism and cope with most adverse situations without becoming upset or irritated. They accept that few things proceed in life without criticism (. realistic, self-assured, dignified) Excitable: Excitable people become tense and anxious in stressful situations. They have trouble trusting and having confidence in their colleagues, being suspicious of the motives of others. (i.e. emotional, tendency to irritability) Relaxed: Relaxed people are well prepared to cope with stressful situations. They accept people at face value and are seldom bothered when things go wrong. (i.e. calm, trusting, cope with pressure) Sten Graph Reliability Scale - the last dimension related in the graph report is the social desirability scale. This scale is not a personality measure; rather it is a reliability scale that serves as an indicator of possible behavior. The scale provides insight into how a candidate has completed the Prevue Assessment. Candidates with a (1,2) or (9,10) score may have endeavored to manipulate the results of their Prevue Assessment. The extremes of the scale provide the following information: Social Desirability- Low: when people are overly frank, they have either presented an overly negative picture of themselves or they are lacking in a number of socially acceptable attributes. Social Desirability - High: when people try to present themselves as overly socially acceptable, they exaggerate their finer qualities. However, there is the possibility that a high social desirability rating can indicate a truly "good person". - Click here to return to the Prevue Home page - Copyright Prevue USA - All rights reserved Click here to CONTACT US or request additional information.