The best way to enhance the performance of your people is with an in-depth understanding of them. If you know what makes them ‘tick’, then you are better equipped to help them develop and retain them.
Assessing people and organizations is a highly specialized job. Cengrow is ideally placed to help you to gain this insight. We are an integrated solution provider for all kinds of assessment and psychometric testing requirements. We have a vast reservoir of competency data collected meticulously and studied after years of exhaustive research and development.
The basic psychometric principles and procedures of test construction and their technical requirements of reliability, validity and standardization are a hallmark that has given us a competitive edge above all the others in the market. The competency methods used by us focus on identifying those measurable and developable human characteristics that predict superior job performance and satisfaction, without considering race, age, gender, culture or credential bias. Our competency approach is fairer, freer, and more effective.
Psychometric is a powerful aid in assessing characteristics for selection as well as for development. It is interesting to note that a special panel of the National Academy of Sciences, England concluded that psychological tests generally represent the best, fairest and most economical method of obtaining the information which is necessary to make sensible decisions about individuals. At Cengrow we have a large basket of psychometric inventories comprising of personality questionnaires, type inventories, analytical ability tests, a 360 degree evaluation and general aptitude tests.
Cengrow is the only agency in this country to deploy psychomotor tests for manufacturing and service set-ups.
The talent management strategy for your organization should ensure that you have a pipeline of talent that is ready, willing and able to lead and manage your organisation through the emerging landscape of volatility, uncertainty, complexity and ambiguity that is more and more defining today’s market place. Identifying and developing key talent is not only essential for your sustainable business success but it is a challenging process that needs expertise and can be best carried out with expert partners like us who can work with you to co-create exactly what is right for your business.
An assessment centre is a series of assessments carried out using several techniques like simulation, psychometric test and exercises to enable and equip evaluation and appraisals to take critical decisions like selecting or rejecting a candidate for recruitment, for promotions, separation etc. While a development centre like an assessment centre uses assessment techniques like simulation, psychometrics etc, but it serves a completely different purpose. A development centre is conducted only for the developmental purposes of the employees. It is conducted to assess potential, to identify strengths and development needs and the end result is a well-documented individual development plan for each participant.
The rich experience and expertise of Cengrow in handling a variety of intervention strategies, equips its Assessment Division to design and operate Assessment & Development Centers, structured to systematically explore strengths and weaknesses of individuals. This approach is carefully tailored by our professionals and is uniquely customized to suit our client’s requirements.
A special panel of the National Academy of Sciences, England concluded that psychological tests represent the best, fairest and most economical method of obtaining the information which is necessary to make sensible decisions about individuals. Though they may be short of perfect expectations yet they comprise of the most accurate technology available for making many important decisions about them.
Psychometrics is a field of study concerned with the theory and technique of psychological measurement. One part of the field is concerned with the objective measurement of skills and knowledge, abilities, attitudes, personality traits, and educational achievement; and another part of the field is concerned with statistical research bearing on measurement theory.
A personality test is a questionnaire and a standardised instrument designed to reveal aspects of an individual’s character or psychological makeup. There are many different types of personality tests based on commonly used general strategies- Inductive, Deductive, and Empirical.
At Cengrow we believe that Psychometric testing should be seen as another tool (generally used alongside the interview) to help gain more detailed, objective and quantifiable information regarding an individual’s potential for performance. We have a large basket of psychometric inventories comprising of personality questionnaires, type inventories, tests of intelligence, analytical ability tests, general aptitude tests etc.
Apart from universally used tools, Cengrow also has the expertise to design and develop customized inventories, keeping in view cultural dynamics and client specific needs.
You can contact us for the details of :
Intelligence and Critical Reasoning Testing
Sales Aptitude and Competency Assessments
Behavioral Competency Assessment Tests
Also known as multi-rater feedback, multi-source feedback, or multi-source assessment, is a process to solicit information from a variety of workplace sources on an employee’s work-related behavior and/or performance. Information solicited in a 360-degree feedback process will include feedback from an employee’s subordinates, peers (colleagues), and supervisor(s), as well as a self-evaluation by the employee him or herself. It could also include, feedback from external sources that interact with the employee, such as customers and suppliers or other interested stakeholders.
Most Organizations use 360-degree feedback for developmental purposes – to assist each individual to understand his strengths and weaknesses, and to contribute insights into aspects of his work needing professional development. However, organizations are increasingly started using 360-degree feedback in performance evaluations and employment decisions. When 360-degree feedback is used for performance evaluation purposes, it is sometimes called a “360-degree review.”
Since this feedback comes from multiple sources, it is also viewed as more fair, accurate, credible and motivating and blends well with the individual’s self-assessment.
At Cengrow we offer customized 360 feedback solution web service which is comprehensive for groups or projects of any size, easy to use, flexible and cost effective which is non-intrusive and strictly confidential
Psychomotor testing is a neuropsychological evaluation which is a combination of tests of senses or perception that assess the individual’s ability to perceive instructions and perform motor responses- speed, accuracy, safety, productivity, quality, rework and wastage. All of these have strong correlation with psychomotor abilities as borne out by research
It works on the premise that many behavioral and learning problems have neurologic contributors- genetic or acquired; and are not based only on personality malfunctioning.
Although neuropsychological evaluation uses large number and type of instruments in the assessment. However, the content of the assessment battery is dependent upon the specific needs of the client and includes assessment of the following:
- Memory- ability to learn and recall new information.
- Spatial and perceptual- ability to analyze visual designs, assemble puzzles or appreciate spatial relationships.
- Attention to concentration- ability to pay attention for short or long periods of time and/or with distractions.
- Problem-solving- ability to analyze and solve real-life or abstract problems.
- Motor and sensory abilities- ability to perform tasks requiring control, coordination and appropriate responses from all parts of the body and the individual’s responsiveness to sensory inputs.
Cengrow’s Psychomotor tests can be used by BPO’s, software development companies, manufacturing and service sector organizations.