Certified Psychometric Test Specialist

Part One : Four Hours

• Introduction to Assessment instruments – for individuals, teams and organization
• Myers-Briggs Type Indicator versus the Big Five – open source and proprietary versions (participants will be asked to spend 2 hours individually to take the assessment tools and spend time going through the key concepts in an online portal to get the full benefits of the instrument)
• The Strengths Deployment Inventory – it’s origin and it’s applications and the current state of the art situation
• The interest personality test – use of the interest personality test for career match
• The Belbin assessment instrument – an introduction and overview of it’s origin and it’s applications.
• The 360 degree assessment introduction.

Part Two : [Home practice] Four hours of online work – individual participants to go through the assessment and review the personal results of MBTI, Big Five, Interest personality assessment, Belbin and SDI

Part Three : Four Hours

• MBTI – it's uses and it’s limitations and the latest development in it’s evolution and transformation
• Big Five – it's uses and limitations and latest development and it’s evolution and transformation
• The SDI – it's uses and limitations and latest development and it’s transformation
• The Interest personality test – it's uses and limitations and the latest development
• Using the above tools – what's working and what’s not working – group discussions and

Part Four : Four Hours

• Belbin assessment instrument – it's uses and limitations – educating the line manager in buidling team cultures
• Belbin and team working – how to maximize the individual performance and team effectiveness
• The Belbin team wheel and how to use the team roles for the various organization situations – lean culture applications, innovation culture and design thinking applications in teams, agile organizations and team working

Part Five : Four Hours

• 360 degree assessment – the assessment of motives and values
• 360 degree assessment – the concept of competencies and it’s importance for organizational performance and development
• 360 degree assessment and development – leadership styles and organizational climate
• 360 degree assessment – the development advisor
• Application of 360 assessment for career planning, succession planning and talent management and development.
• Building a supportive community of practitioners in using assessment instrumentations.