The summaries provided here are centred on the application and the most appropriate use of the products on offer. For full information on these products, please contact your nearest regional presence, or follow the links to more detailed descriptions on other websites as indicated.

Psychometric properties and related information are available with regard to validity, reliability and culture- and gender-fairness where applicable.

Language availability differs per product but include English, French, Dutch, German, Portuguese (Portugal), Portuguese (Brazil) and Spanish (South America), so please feel free to check with us.

An interactive and individual discussion, focused on career progression and development, with multiple applications in organisational interventions.

Provides an indication of:

• Most suitable current fit with organisational complexity or work themes.
• Theoretical potential or longer term fit with organisational complexity or work themes.
• Preferred work style.
• Related contextual and cultural issues.

Preferred use:

1. For individual development at senior or middle management.
2. Where additional information beyond current and future capability will be important.
3. Where cultural issues, literacy or language or technological proficiency may be concerns.
4. Specific approaches used in this regard are: CPA, MCPA, IRIS, LPA and EDA.

This is a software-based variant of the CPA which is a cost-effective solution where distance or volume is an issue.

MCPA:

• Provides an indication of the most suitable and longer term fit with organisational complexity or work themes.
• Supports feedback with an expert.
• Delivers customisable reports and visual displays.

Preferred use:

1. For individuals from supervisory to more senior levels.
2. Where the need is primarily related to information about current and future capabilities.
3. In companies where technology usage will be preferred.
4. Costs or distances are concerns.
5. In-house practitioners.

Also see www.edacen.com.

A semi-structured individual interview with applications especially in the recruitment of operational staff and graduates or for use with large volumes of candidates.

Provides:

• An indication of the most suitable level for immediate appointment.
• Broad suggestion of an individual's likely potential in 5, 10 and 15 years time.

Preferred use:

1. For recruitment and assessment of staff, graduates and applicants for operational levels.
2. Volume screening (quick and inexpensive).
3. Where cultural issues, literacy or language or technological proficiency may be concerns.
4. In-house practitioners.

A fully computerised 'expert' psychometric assessment system with applications in assessment and development where the understanding of individual competencies is important.

Provides an indication of:

• Energy, Team Roles, Conflict Handling, Personality, Work Styles, Reasoning, Professional, Management and Learning Styles. (6 assessments that cover 29 behavioural characteristics.
• 2^nd order factors for comprehensive analysis of individuals and groups using sophisticated statistical functions, narrative reports and a suite of management development tools.

Preferred use:

1. For individual development and assessment at middle, senior and general management levels and for "high flyers".
2. Where cost efficiency and savings are important. LPA combines electronic administration with trained facilitators to provide personal feedback and a written report.
3. In-house practitioners.

Also see www.edacen.com.

An electronically managed 360-degree instrument for the understanding of an individual's perceived performance. Applications are primarily in assessment and individual development.

Performance assessment is determined by:

• Self-assessment as well as data from superiors, peers and subordinates. Includes positive and negative aspects.
• The EDA^TM competency framework which covers skills / abilities / personal attributes such as a Professional Competence, Conceptual Flexibility, Long-term Vision, Conceptual Skill, Political Alertness, Interpersonal Skills, Empowering Subordinates, Teamwork, Objectivity, Initiative and Commitment.
• Also identifies Inhibitors: i.e. Technical Shortcomings, Selfishness, Arrogance, Interference, Temper, Inaccessibility.

Preferred use:

1. For individual development and assessment at supervisory, middle, senior and general managements levels and for "high flyers".

Also see www.edacen.com.

An internet, intranet or personal computer based support for profiling and mapping jobs / organisations, applications in organisational, role and structural design.

Provides:

• An indication of the relative complexity of a job / role.
• Job profiles and organisational structures.
• Theory based transparent and consistent methodologies for internal use, e.g. evaluating relative job contributions.

Preferred use:

1. For any organisational intervention related to structure or work complexity.
2. In-house client usage.

Also see http://www.biosseurope.com/Mapper_Overview.htm.

An electronic aid for identifying specific and practical aspects of leadership work concerned with the way in which work is allocated, targets set, performance reviewed and feedback given. Specific applications are in assisting leaders to examine these aspects of their roles for individual and team development.

Provides:

• Detailed information about the working relationships between the leader, the individual team members and the leader's own manager.
• The quality of and issues in the working relationships in a team. Includes individual feelings, team characteristics, areas for improvement, differences in perspective and issues related to the organisational design.

Preferred use:

1. For leaders and their direct reports in a natural team.
2. For improvement in the way that the leader and team members interact on a daily basis for clarity, belonging and focus.

Also see http://www.biosseurope.com/services_wra.htm.