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Profiles
International
Assessment Solutions for the 21st
PRESENTED BY :
RASHA SBEIH
Who Is Profiles International
• Profiles International
is in the business of TALENT Identification; TALENT
Utilization; TALENT Development
• Found in 100 Countries
• International Team of 1000 Professionals
• Service more than 40,000 CUSTOMER worldwide
• Assessments are available in multi-languages including
Arabic
• Zero Tolerance in Customer Service
• “Fastest growing assessment company” Harvard Research
State of the Art Assessment Tools
for the 21st. Century Challenges
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Designed for business purposes
Scientifically Validated (for Arab World)
Coefficient Alfa is 0.75-0.92
Technology Oriented Can be tailored to the Job Specifics at
all levels DNA Copying of “Your STAR Performers!” ----OBJECTIVELY
• Benchmarking Features (Job Match)
• Fully Web-Based (Own System)
• Scientific Advisor
Scientific Validation
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Validation Sample Size: 3273 +(Intl. Arabs:12000)
Demographics: Entire Gulf + Egypt + Lebanon
Functions: Entire spectrum
Levels: Front Line – Board Room
Age: 18-55
Education: High School to PhD
Gender ratio: 57 Female : 43 Male
Our Goal Today…
Introduce The Profiles CHECKPOINT SYSTEM
“ Management By Assessment”
Nurturing Leadership In Your
Organization
• To what degree do your
managers have these
Leadership Competencies?
• How their teams are perceiving
them?
Assessment Tools
The Check Point
Competency Feedback
System
A tool for organizational and
professional development
History, Development of Check Point
360 Feedback System
• Began in 1992, A form of Researchers,
Industrial/organizational psychologists and a team of
occupational psychologist.
• Studies to establish internal reliability and re-test reliability,
sample of 1,573 observers to ensure homogeneity of
content within the set skills.
• Validity and norms of 3,600 raters of leaders & managers
from variety of companies/industries
• Continuous validation and test of reliability research is
conducted periodically
The Check Point System
Leadership Competencies
• Communication
• Leadership
• Listens to Others
• Processes
Information
• Communicates
Effectively
• Instills Trust
• Provides
Direction
• Delegates
Responsibility
Leadership Competencies
Adaptability
• Adjusts to Circumstances
• Thinks Creatively
Relationships
• Builds Personal
Relationships
• Facilitates Team Success
Task Management
• Works Efficiently
• Works Competently
Leadership Competencies
Production
• Takes Action
• Achieve Results
Development of others
• Cultivates Individual
Talents
• Motivates Successfully
Personal Development
• Displays Commitment
• Seeks Improvement
The Check Point Leadership
Competency System
Individual
Leadership
Development
Organizational
Leadership
Team
Analysis
Individual
Leadership
Assessment
The Skill
Builder
System
Organizational
Management
Analysis
Feedback
Mechanism
The Check Point Leadership
Competency System Captures Information
from:
Direct BOSS
Assessment
Self
Assessment
Peers
Assessment
Direct Reports
Assessment
Individual Leader Assessment
THE REPORTS
MULTI-RATER FEEDBACK SYSTEM REPORT
COMPARISON REPORT
ORGANIZATIONAL MANAGEMENT ANALYSIS REPORT
MULTI-RATER FEED BACK SYSTEM REPORT
MULTI-RATER FEED BACK SYSTEM REPORT
Executive Overview
All Observers
Rating
5
Self Rating
4
S
A
3
S
A
2
AS
SA
1
Favorable
Zone
3.5 – 4.25
0
GAP
A
A
S
S
S
A
S
A
The Individual Leader Assessment
Report
LEADERSHIP
Has built a solid foundation of trust by leading
people through example. Clearly Defines
expectations and charts the course for
successful implementation. Delegates
appropriately, empowering others to manage.
S
B
DR
P
A
3.76
2.87
3.2
1.9
4.6
MULTI-RATER FEED BACK SYSTEM REPORT
BOSS-MANAGER ANALYSIS
Skill Groups
GAPS
MULTI-RATER FEED BACK SYSTEM REPORT
DEVELOPMENT SUMMARY
Identified Strengths
Areas for Development
The Individual Leader Assessment
Report
ORGANIZATIONAL MANAGEMENT
ANALYSIS
Organizational Management Analysis
 An overview of the information obtained from the
completed Check Points of a given group of managers.
 A factual summary of the perception of your
management group.
 Information to examine the culture of your company
relative to perceived management competencies from
the top down.
 Verify alignment with corporate vision, mission and
strategic goals regarding development of human capital
Organizational Management
Analysis
Three Distinct Parts
I.
Executive Summary
II.
Organizational Development
III. Organizational Training Needs Analysis
What’s next?
A tool for organizational and professional
development
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The Check Point Skill Builder Series™ is an organized, selfpaced, self-study professional development system that
requires minimal HR effort.
Contains thoroughly researched material that helps managers
improve performance in the competencies they choose.
Applies the exclusive Profiles’ KSS system to help managers:
 KEEP DOING the things they do well
 STOP DOING those things that interfere with their
effectiveness
 START DOING things that will improve their performance
 18 Valuable Management Skill Sets.
COMPARISON REPORT
Executive Overview
Shows results of surveys recently completed against the
Previous Checkpoint
Previous Checkpoint
Current Checkpoint
5
5
4
4
3
S
A
S
A
1
1
0
0
A
A
S
2
Seldom
A
A
A
3
Sometimes
All Observers
4
Usually
5
Always
0
Not Applicable
1
Never
Self
S
S
2
Seldom
3
Sometimes
3.76
1
Never
A
A
S
3.41
0
Not Applicable
S
S
S
A
AS
S
AS
S
S
S
A
2
2
GAP
3
4
Usually
3.54
3.63
S
A
All Observers
Self
5
Always
Summary
Competency
Feedback
OMA
Skill Builder
(E-Coaching)
Individual Detailed
Report…
How are you doing?
Strengths
TNA
Action Steps
Design of Courses
Alignment Fit
Macro Leadership Team
Comparative Analysis
Critical Competencies
Order of TNA Implementation
Focused Development
E-Coaching
Action Plan (SSK)
Logistics
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Fully Web-Based
Complete confidentiality
As simple as 1,2,3
All communications via e-mail
Approximately 30 minutes per candidate
Profiles will administer the entire process
A strategic initiative
Support increased competitive advantage
 Assist in the development of leaders
(Emiratization; Succession Planning, etc.)
 Increase productivity
 Improve morale and job satisfaction
 Assist in the retention of high-performing
employees
An individual’s tool for growth
 Increases self-knowledge
 Encourages continuous learning
 Stimulates individuals to enhance their strengths
 Identifies areas that need development
 Provides guidance for positive change
 Supports coaching and mentoring initiatives
Conclusions:
 Quantifies a leader's competencies, verifies the results
from a variety of perspectives and identifies ways to
enhance leadership skills
 Aligns employee performance with organizational
objectives
 Facilitates a leader's peak performance, generating
improved productivity in the workplace
 Becomes the foundation for your leadership
professional development process
Thank You