People Behavior Competency and Attitude Analytics

Assess, Analyse & Activate Right Behaviours & Attitudes
for Hidden Strengths & Inner Powers
People’s Behaviour, Competency
& Attitude Analytics
l e a r n i n g @ o s c a r m u r p h y . c o m o r r e a c h 4 h e l p @ t h e a s s e s s m e n t w o r l d . c o m
w w w . o s c a r m u r p h y . c o m , w w w . t h e a s s e s s m e n t w o r l d . c o m

Benefits
Of
Behavior
Analytics
Recruitment
Solutions
Hire For
Attitude – Train
For Skills
Job Profiling
Competency
Mapping
Succession
Planning
Performance
Management
Performance
Appraisal
Traineing Ned
Analysis
Team Building
& Leadership
Development
Employee
Empowerment
360 Degree
feedback

Behaviour Competency Analytics
Enables a Clear SWOT Analysis
Identify &
Build On
Strengths
Identify &
Reduce
Weaknesses
Opportunities
are to Grab
& Create
Analyse &
Avoid
Threats
Leads to
Helps to

1. Behaviour Competency Analysis –
Individual Reflection Strategy
Addresses
individual’s
concerns and
development
needs with
utmost
confidentiality
Helps and enables
the person to
prepare a practical
Personal
Development
Plan.
IRE sessions
prepares individual
to think strategic
about one’s work,
the environment,
the projects, the
career progression

Team Leaders Reflection Strategy
Team Leader’s
Reflection Exercise
of their direct
reports
As a leader one must
deal with different
members of one’s team.
‘One-size-fits-all’
approach does not work
The leader
strategizes an
individualised
approach after
getting insights into
the BAT (Behaviour,
Attitudes & Thinking)
of each of his team
members
Enables the leader
to establish one’s
influence in
getting things
done in order to
accomplish
respective team
and individual
goals

Department / Region / Vertical Reflection Strategy
They learn to
complement
each other’s
Strengths
instead of
conflicting on
each other’s
weaknesses
Helps in building
strong and vibrant
departments /
regions / verticals
that appreciate
each other for their
strengths and
capabilities rather
than fault finding
Here people get the
benefit of learning
the science of their
behaviours,
attitudes &
thinking patterns
Department wise /
Region wise/ Vertical
wise Behavioural
Competency Reflection
for HOD’s to Better
Strategize

Organizational Behaviour Reflection Strategy
Organization
Wide Reflection
Exercise for the
benefit of top
management
The top
management need
to know the pulse
of the
organisation.
BCA provides them
the right
ammunition to put
their hands on the
hot buttons.
The top
management will
know the
Strengths,
Opportunities,
Weaknesses &
Threats at every
level, team,
department,
region, and the
whole of the
organisation
Provides unbiased
information to
reflect, introspect
and help in taking
decisions with
speed and
accuracy. Saves
costs, prevents
losses and helps
gain revenues and
enhance profit
margins.

Identification of Potential For Performance
The success of your organisation depends a lot on
how well you identify people’s performance
potential and their right attitudes.
The hidden potential and attitudes often play a
very crucial role in enabling people to excel in
certain jobs and careers.
It is time for you to make use of objective
measures that help you with a clear
understanding of your people’s
capability/potential and competence.
You should be in the driver’s seat with a
total knowledge of their current
competency and their potential to develop
the talent for your organizational success.

The performance problem is bothering every organization.
Global competition makes it a must for organisations to get
people who perform better and faster.
The problem may not be because of lack of knowledge or skills
to perform the given task or job.
They
CAN DO
the job in most
cases
They are
ABLE-TO-DO
the job with
adequate training
or coaching in many
situations.
Some of them
even
WANT-TO-DO
it.
The problem with
the performance
most often is
WILLING-TO-DO
aspect

Performance Potential
Why Organizations Are faced With Challenges In Performance?
The organizations while recruiting
or performance appraisal can
understand or measure the
CAN DO, ABLE TO DO & WANT TO
DO aspects either by evaluating
their performance or by asking
relevant questions.
However, the challenge arises in
understanding the willingness as
it can be disguised easily.
The willingness of the individual is influenced by attitude, personality and belief system can
be understood and measured objectively through the use of psychometric assessments
which are unbiased, fair, objective, and anti-discriminatory (eg. performance is based on
skills and competencies not race, gender, physical appearance etc.)
What a person can do
•Knowledge &
Education
•Skills
•Experience
•Degree of Proficiency
What a person is
able to do
•Learning capacity
•Aptitude
•Intelligence
•Ambiguity
management
What a person is
willing to do
•Attitude
•Beliefs
•Values & Principles
•Personality
What a person
wants to do
•Career goals
•Interests & Motives

Psychometric Assessments
To Understand An Individual
THE ASSESSMENT W RLD
Heredity and Environment play an equally important role in
shaping an individual’s personality. The way each person
views others, organize lives, gather information and
communicate is also influenced by personality.
People’s personality is heavily influenced by the heredity,
emotional response to the environment from the early years
of development, their nurtured communication patterns,
behavioral patterns to varying situations in the environment
and competency developed over the years.
Heredity
Environment
Personality
Types, Styles
& Traits
A single assessment reflects a certain aspect of an individual’s persona and can be
compared to a magnifying glass focusing on only one aspect of the personality.
A set/ combination of assessments provides a holistic view into the many colors of an
individual’s persona by taking into account both hereditary, situational, upbringing and
environmental influences. Both these aspects play a crucial role in shaping an individual’s
Behaviour, Attitude & Thinking.

Benefits Of Using
Psychometric Assessments Organizational Gains
Objective
know-how
to make
people
perform
better
Unbiased
view of
people’s
strengths &
areas of
improvement
Enhanced
team
collaboration
and
coordination
for greater
harmony
Improvement
in ownership
& leadership
responsibility
in all key areas
Organisational
development
with a right
approach to get
the right person
for the right job
Accomplishing
results
smarter,
better and
faster
Individual Gains
Total clarity in
understanding
one’s true
capabilities for
better career
growth
Identifying
and learning
the use of one’s
Strengths to
open up
success
opportunities
Understanding
and learning to
deal with
inherent
weaknesses to
prevent
setbacks
Learn how
to respect
other
people for
their
performance
strengths
Acceptance
of other
people’s
weaknesses
with a
supportive
team-work
attitude
Transforming
oneself to be a
competent
contributor and
a team
performer

Successful interpersonal relations, is a result of our personalities types and
how others perceive us.
Carl Jung, the famous Swiss psychiatrist and psychoanalyst classified four
major personality types in his research on "Psychological
Types". Personalities are formed by inherited genes and each of these
distinctive personality types has unique attributes, strengths and drawbacks
ranging on a continuum from effective to ineffective.
Personality Type Profiling (F.I.T.S. )
Carl Jung Theory
Personality Type is representative of the dominating traits present in
each individual that represents their attitudes and readiness for
different functions/specializations.
The Personality Type Assessment helps discover inherent
personality Type and assists in learning the art and science of
influencing others. Valuable tips on recognizing other personality
types make a big difference. Individuals are taught to Flex their
style to maximize impact while interacting with different
personality types.

Success at work while leading a group comes from knowing the
hereditarily acquired behaviour patterns(FITS) and adapting
them to meet the needs and demands of the upbringing
environments since young(4C).
Through the results of this assessment, it is possible to identify
ideal environmental factors, which will trigger higher
productivity and maximize satisfaction in every aspect of life.
Personality Style Profile for Motivational Drives
4 C Factors Of Behaviour – William Marston
4Cs is a profile which indicates 4 dimensions of the
individual’s behaviour, Controlling, Convincing,
Conforming and Consistent, in order to assess
various aspects like drive to overcome barriers, ability
to persuade etc. These preferences dictate effective
management of people and responsibilities

It categorizes individuals as “People Oriented” or “Task
Oriented”, which in turn reflects their style of getting
work done. It demonstrates whether an individual would
typically give importance to efficiency and quality or to
developing the functional maturity and professional
competence of the staff.
It also helps find out if an individual is “Initiator”
or “Responder” to the environment and people.
Hence, it shows whether an individual would lead
by providing a vision of future possibilities or by
making best possible use of available
opportunities.
Personality Style Profile for Motivational Drives
4 C Factors Of Behaviour – William Marston

This comprehensive assessment test
based on the work of well recognized
psychologists & management
specialists like Richard Boyatzis,
David McClelland, Kirton, Mintzberg
assesses 5 Meta Performance
Competencies namely; Managing
Change, Planning and Organizing,
Interpersonal Dynamics, Result
Orientation and Leadership, which are
further subdivided into 20 core
competencies, on a ten-point scale.
People Performance Competency ( PPC-20)
Individual
Performance
Planning
&
Organizing
Managing
Change
Interpersonal
Relationships
Result
Orientation Leadership

This tool brings to light the operational range of behaviour across
situations. It is an effective tool that helps identify various patterns
and styles that one assumes both at the work and on the personal
front. It also throws clarity on how different or similar are the work
and personal styles of the individual, thereby demonstrating either
his/her ability to flex or to maintain consistency.
Behavior Pattern Analysis B.P.A. –
B F Skinner (Personality Traits)
.
Human beings have a
huge repertoire of
behaviors.
Specifics of a particular
situation govern the way
an individual presents
him/herself in the
situation per se.
This increased self-
awareness of behavior
patterns facilitates a process
of self-introspection and an
analysis of various factors
present in the differing
environment which induce
similar/dissimilar behavior.

Communication Pattern Analysis C.P.A-
Dr. Eric Berne & Douglas McGreggor
Effective communication is an essential component of organizational
success whether it is at the interpersonal,
inter-group, intra-group, organizational, or external levels.
Communication Pattern Analysis (CPA) would evaluate the way a person
interacts, which is learnt from the environment and his/her upbringing.
This assessment is based on Eric Berne’s Transactional
Analysis & Douglas McGreggor’s Theory X & Y, which
assesses the impact of various factors like upbringing,
environmental influences etc. that establishes certain
communication habits of the individual. This assessment
would help deal with others at work and off work in an
effective manner.

eaders
ffective
ptitude
rofile
The Leadership Leap
Helps Identify
Leadership Styles:
Coaches – People Person
Entrepreneurs - Visionary
Organizers – Systems Driven
Specialists – Technical Expert
Based on the extensive research of
Peter Drucker

Identifies & Enables People Adapt to 6 Challenges of Change
One of the greatest psychologist of his time Erik Erickson,
has considered an individual’s entire life as a learning
platform, which influences our reaction to transformations.
It’s not about the changes, it’s about how we react to these
changes is important since change has it’s impact in one’s life

The BAT 3 assessments give an insight into the hereditary potential, the
environmental influence right through the childhood and the competencies
developed over the years. This can be given to understand the basic make up of the
individual. Thus, fresher or trainees can be assessed using these assessments.
However, BAT 5 or 7 assessments give a deeper insight into the communication
pattern developed over years and also the effect of situational dynamics on to one’s
behavior. These assessments throw light about the people management skills of the
individual which is essential at a leadership level. Thus BAT 5 would be essential in
assessing senior leaders.
*The number of assessments recommended is customized on the roles and responsibilities of the individual.
BAT 3 Or BAT 5 Assessment?

Benefits of Using TAW’s Battery of Assessments
Holistic Objective and Comprehensive measurement is often through a battery of
assessments as it throws light on both heredity and environmental influences.
It gives a clear picture of whether the individual can be trained or groomed on the
areas essential for their job role.
This helps in objectively identifying the strengths and areas that would need
reflection and development, facilitating the individuals to perform optimally.
This information can be used for Individual Performance Development Plan(IDPD),
performance evaluation, gap identification, appraisal, coaching and a score of other
such dimensions.

All the above 7 assessments provide an insight
into an individual from different perspectives.
Each of these Psychometric tools are useful to
help people understand one’s innate strengths and
powers. You can get Certified too and be a
Professional Psychometric Analyst.
When multiple psychometric assessments are
used in conjunction with each other, they provide
you with much deeper insights due to alignments
and contradictions in one’s life, career and
relationships.
As one’s external and obvious competencies and
the inner underlying capabilities are
interconnected.
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www.theassessmentworld.com
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Books Driven Powered By Psychometric Analysis
Published By Notion Press Available on Amazon & Flipkart

People Behavior Competency and Attitude Analytics

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