Sunday, April 8, 2007

Caliper Employee Assessments


We will continue our review of the many employee assessments available. I am often asked to compare our Profiles International Empolyee Assessments with those of our competitors. I prefer instead to make the information available so that you can make the comparisons.
There are many points of differences between the multitude of employee assessments. When searching for an employee assessment the criteria should be:

Is the instrument valid?
Is the instrument reliable?
Does the instrument solve the problems that are being experienced?
Is the instrument easy to implement?

Today we will look at Caliper's features and benefits. Caliper, a human resources consulting business, has advised more than 25,000 companies on employee selection, employee development, team building and organizational development. Nearly 2 million people have been assessed with the Caliper Profile to measure potential, personality characteristics, individual motivations, likely behaviors, and job-related progress. The data accumulated by administering assessments are used by Caliper consultants as the basis for making specific recommendations for improving employee and company performance.

Scales and Interpretations
The Caliper Profile contains 4 primary scales and 19 secondary scales.
1. Persuasiveness
• Ego Drive
• Assertiveness
• Aggressiveness
• Ego-strength/Resilience
• Empathy
• Cautiousness
• Urgency
• Risk-taking
2. Interpersonal
• Empathy
• Sociability
• Gregariousness
• Accommodation
• Skepticism
3. Problem Solving/Decision Making
• Abstract Reasoning
• Idea Orientation
• Thoroughness
• Flexibility
• Cautiousness
• Risk-taking
• Urgency
4. Personal Organization/Time Management
• Self-structure
• External-structure
• Urgency
• Thoroughness
• Risk-taking
• Cautiousness

Applications
The Caliper Profile is used for:
• Employee Hiring & Selection
• Employee Development
• Team Building
• Organizational Development

Technical Facts
The Caliper Profile report consists of three-pages containing short paragraphs describing the subject’s behavioral tendencies in the categories of Persuasiveness, Interpersonal, Problem Solving/Decision Making, and Personal Organization/Time Management, plus a summary. The last page has four graphs illustrating the placement of the sub-scales within the four major categories.
Caliper was founded in 1961 by Dr. Herbert M. Greenberg and his partner David Mayer. It was his opinion that none of the existing assessment instruments was an accurate predictor of ability or success in the sales industry. By his estimation, they were either easily faked or intended for clinical (medical) purposes.
After four years of development, Dr. Greenberg introduced Caliper’s first personality test. In 1964, Dr. Greenberg authored an article that appeared in the Harvard Business Review. It presented validation of the original version of the Caliper test, and specifically defined the qualities a person must have to find success as a salesperson. The article established the Caliper as a credible test and made the company known to both academia and business.
Caliper’s assessments are available in several languages: Chinese, Czech, Dutch, English, French, German, Italian, Japanese, Korean, Portuguese, Quebecois, Russian, Spanish, Swedish and Taiwanese.
Caliper’s main office is in Princeton, New Jersey. Caliper also operates in 39 other countries and has offices in Australia, Brazil, Canada, China, England, France, Germany, Japan, Mexico, Singapore, Spain, Sweden, and Taiwan.
For information about Profiles International Employee Assessments go to: www.myglobalhr.com.
The information in this document is, to the best of our knowledge, accurate, objective and up-to-date at the time of publication. Please report updates, corrections, and/or omissions to this blogspot.

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