After several client interactions and team surveys, we have inferred that it takes a dynamic manager to understand the team and organizational dynamics. As "employees do not leave their organization, they leave their manager". So, a manager's role is critical, as the person has to act as a bridge between the employees and the leadership team, and coordinate with his team for optimal productivity.
This test will help in profiling an employee's behavioral skills and judge his/her on managerial competencies. Broadly, this test focuses on measuring the candidate's organizational acumen, collaboration skills, leadership skills, people management skills, and management of work.
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With a competency-based approach to measuring managerial potential, this assessment measures five major competencies critical to managerial effectiveness in an organization:
What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?
Utmost care has been taken care of the social desirability bias at the stage of the item construction itself. Only such items have been included in the final forms of the tests where, though the manipulation of response may seem obvious, but the scoring in such cases cannot be predicted. Alternatively, in a few tests where the questions seem to be pretty straightforward, we scientifically figure out if the person has randomly responded or manipulated the responses.
Can we do benchmarking for an organization for a specific role?
It is possible to do so for different job roles for your organization. We follow a scientifically valid benchmarking process. Please write to us and we would be glad to assist.
Is it possible to map an organization's competency framework to your assessments?
We have an exhaustive list of satisfied clients. Please write to us for such a request and we would be glad to work out a solution for you.
How do we determine the thresholds for the proficiency levels for a norm group?
The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.
How are norms formed for any specific psychometric test?
The data obtained through across industries and across verticals of various types of organizations is updated in the Mettl database periodically. Utmost care is taken such that the newly added data gets incorporated periodically while preparing the reports.
What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?
Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a decisive predictor of a particular type of behavior or attitude. These reports should be integrated with all other sources of information in reaching professional decisions about the person. If you find any discrepancy in the reports from the actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. This should be preferably done under the supervision of qualified professionals only.
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