2. Formerly known as DISC. Published and distributed by Thomas International in UK. Available in 33 languages, including Indonesia. Official distributor in Indonesia: PT. NBO Indonesia & Thomas International Director: Susanna Hartawan Office: Wisma 46 – Kota BNI, 2nd Floor, Suite 205 Jl. JendralSudirmanKav. 1 Jakarta Selatan 10220 Tel : 62-21-5746229 Personal Profile Analysis
3. Developed by the psychologist William Moulton Marston. Measure the behavior of individuals in their environment or within a specific situation. 4 dimensions of personality: Dominance, Influence, Steadiness and Compliance. Commonly used for personal growth and development, training, coaching and managing of individuals, groups, teams, and organizations. Personal Profile Analysis
4. Ipsative with 24 set of items. No time limit. Completed in 8 minutes. Test user qualification: Level B BPS. Available online. Report available in 22 different forms. Personal Profile Analysis
9. Published and distributed by Consulting Psychologists Press in US. No official distributor in Indonesia. Official distributor for Singapore, Indonesia, Malaysia, and Brunei: CPP Asia Pacific Pte. Ltd. 300 Beach Road #29-03, The Concourse Singapore199555 www.hc.com.sg (65) 6396 6331 Myers-Briggs Type Indicator (MBTI)
10. Developed by Katharine C. Briggs and Isabel Briggs Myers. Measure psychological preferences in how people perceive the world and make decisions. Measure 4 types: Where you focus your attention — Extraversion (E) or Introversion (I) The way you take in information — Sensing (S) or Intuition (N) The way you make decisions — Thinking (T) or Feeling (F) How you deal with the outer world — Judging (J) or Perceiving (P) Myers-Briggs Type Indicator (MBTI)
11. Commonly used for individual development and team building and team development. Ipsative with 93 items. Completed in 15 – 25 minutes. Available online and Paper-and-pencil. User must be accredited by or psychologist who is verified by the publisher. Report available in 7 different forms. There is no indication from distributor that Indonesian version is available. Myers-Briggs Type Indicator (MBTI)
12. List of reports available: Myers-Briggs Type Indicator (MBTI)
15. Developed by Allen L. Edwards in 1957 and published by Test Dimensions. Measure 15 needs based on Henry Murray theory of needs. Last revised in 2006, omitted the Heterosexuality scale. Recommended primarily for instructional value and research settings. Edward Personal Preference Schedule
16. Ipsative with 225 items, completed in 40 – 55 minutes. Available paper-and-pencil and online. Only available in English and Dutch. Edward Personal Preference Schedule
17. Published and distributed by Cubiks UK. Available in 30 languages including Indonesia. Distributor in Indonesia: PT. OPUS MANAGEMENT INDONESIA Jl. KemangTimur Raya 100F Jakarta Selatan 12730 Personality and Preference Inventory (PAPI)
18. Developed by Dr Max Kostick, in the early of 60. Measure 10 Role and 10 Need scales. The Role scales measure an individual's self-perception in the work environment. The Need scales probe the deeper inherent tendencies of an individual's behaviour. Personality and Preference Inventory (PAPI)
19. Available in two forms: Ipsative: 90 items paired (total 180 items) Normative: 126 items Available online Commonly used in recruitment and personal development settings. Personality and Preference Inventory (PAPI)
21. OPQ32r Stands for Occupational Personality Questionnaire 32 revised. Published and distributed by SHL. Revised version of OPQ32i. Revised in 2009. Available in Indonesian. Sold in Indonesia by: PT Eshael Indonesia Indonesia Stock Exchange Building Tower I 26th Floor Jl. Jend. SudirmanKav. 52-53. Jakarta 12190
22. Developed by Peter Saville, Roger Holdsworth, Gill Nyfield, Lisa Cramp and Bill Mabey. First released in 1984. Measure 32 scales, classified into 3 domains: Relationships Thinking Feeling and Emotions OPQ32r
23. Scores with ‘normative’ properties on each of the 32 scales, from a forced-choice questionnaire format. 104 blocks of 3 items, completed less than 30 minutes. In 2005, they correlate the OPQ32 with Five Factor Model. OPQ32 as a predictor of Great Eight competencies model developed by Dave Bartram in 2005. OPQ32r
24. Great Eight was based on The SHL Universal Competency Framework, which mapped 112 components. The Great Eight consists of: Leading & Deciding Supporting & Cooperating Interacting & Presenting Analysing & Interpreting Creating & Conceptualising Organising & Executing Adapting & Coping Enterprising & Performing OPQ32r
25. Beside OPQ32r, there are also OPQ32i and OPQ32n. OPQ32i consists of 104 blocks of 4 items OPQ32n consists of 230 items. Commonly used for: OPQ32r
26. Report available: The Manager Plus Report The Candidate Plus Report The Universal Competency Report The Sales Report The Team Development Report The Leadership Report. OPQ32r
29. Published and distributed by Hogan Assessment System, Inc. No sole distributor available in Indonesia. Available in Indonesian Developed by Robert Hogan and Joyce Hogan in 1992. Based on Five Factor Model. Measure 7 primary scales plus 6 occupational scales. Hogan Personality Inventory
30. Developed in the context of socioanalytic theory by Robert Hogan. 206 true and false items. 15- to 20-minute completion time. Available in online computer administration or paper-and-pencil. Report available in different forms as follows: Select: Fit, Express, Advantage, Basis Develop: Career, Manage, Compass, Executive Development, Management Development, Interpret, Interpret with occupational scales Lead: Potential, Challenge, Values, Coaching, Summary Reports: Safety, High Potential Hogan Personality Inventory * Blue font indicate the report based on HPI only
34. Published and distributed by Harrison Assessments. Available in Indonesian Developed by Dan Harrison. There are three distributors identified: Opus Management Potentia HR Consulting Dunamis Organization Services Harrison Assesment Talent Solution (HATS)
35. Measure candidate's eligibility (education, experience, and skills) and suitability (job related behavior) of the target job. Based on Enjoyment-Performance Theory and Paradox Theory. Available online. 136 items with 30 minute of completion. Consists of 17 groups of 8 items each, which are ranked according to the individual’s preferences from one to eight. Harrison Assesment Talent Solution (HATS)
36. How it works: Harrison Assesment Talent Solution (HATS) Eligibility Certifications Specific job skills Educational levels Educational subjects Education achievements Specific types of experience Specific amounts of experience Suitability Interests Work preferences Work values Interpersonal skills Attitudes Motivations Interview Confirm eligibility Assess suitability via separate questions Third-party Assessment Skills tests, I.Q. tests Numerical reasoning Industry knowledge Overall Score The overall score enables you to integrate all test results into an overall assessment score that can include eligibility assessment, suitability assessment, interview results and third party test results. This is essential to achieve a consistent overall interpretation of test results.
37. Reports avalaible: Harrison Assesment Talent Solution (HATS) Recruitment Recruitment Package Development Development For Position Manage, Develop, Retain Job Success Analysis Main Graph Report Paradox Graph and Paradox Narrative Reports Summary Keywords Traits Definitions Team Group Screening Team Main Graph Team Paradox Graph Trait Export Career Career Comparison Career Development Career Options
39. Published and distributed by HRD Press. Not available in Indonesian. There is no sole distributor in Indonesia. Identifying job applicants whose behavior, attitudes, and work-related values are likely to interfere with their success as employees. Measure 6 things: dependability Aggression substance abuse Honesty computer abuse sexual harrassment Counterproductive Behavior Index (CBI)
40. 140 true and false items. 15 minute completion time. Available in computer-based, online or paper-and-pencil. Reports available: Full report. Counterproductive Behavior Index (CBI)
42. Hiring decisions must never be made solely on the basis of an applicant’s profile on the CBI. The scores on the profile indicate areas that need to be followed up on in a subsequent employment interview, using behavioral interviewing techniques. The results of the CBI should never be discussed with the applicant. You should not indicate to any applicant that he or she was disqualified by a single measure, particularly a psychological test. If applicants ask about the CBI results, they should be told that the results are simply a part of a package of information that needs to be analyzed and understood. If an applicant is not to be hired, there is no obligation on the interviewer’s part to explain the reasons for that decision. Never, ever, suggest that an applicant was not selected because of answers to the CBI. Counterproductive Behavior Index (CBI)
43. Published and distributed by Redfield Consulting Pty Ltd, Australia. Available over 30 languages. No information on Indonesian version. First published in the UK in 1990 and the working concept was presented at the BPS Occupational Psychology Conference held at Bowness on Windermere in January 1990. Developed by Norman Lee Buckley and Rebekah Justine Williams. Facet 5
44. Measures five factors and a detailed breakdown of these five factors into 13 sub-factors (facets). 106 items with 17 minutes to complete. Normative. Commonly used for selection and development. Available in Paper-and-pencil and online. Facet 5
49. Published and distributed by Saville Consulting. Developed by Peter Saville. Not available in Indonesian. There is no sole distributor in Indonesia. Nearest Distributor: Saville Consulting Asia Pacific P O Box 1855 North Sydney NSW 2060 Australia Wave® Professional Styles
50. Measures motives, talents, preferred culture and competency potential. Measures 4 clusters, 12 sections, 36 dimensions and 108 facets of the Wave hierarchical model. 36 sets of 6 statements with 40 minutes to complete. Available online only. Designed for use in both selection and development. A combination of Normative and Ipsative measurement. Wave® Professional Styles
51. In a 2008 co-validation study, Wave Professional Styles, outperformed the OPQ32i™, NEO-PI-R™, Hogan Personality Inventory™ and 16PF5™ on both work competencies and overall global measures of performance Reports available: Expert Personal Wave® Professional Styles
