With hrmforce you have access to a large number of online assessments. Gain insight into the knowledge, abilities, personality, satisfaction and motivation of your staff. There are tests for every HR phase: (pre)selection, development, performance and appraisal.
Goal: Insight into behaviour, communication and collaboration, so you know how someone performs, collaborates and wants to be managed best.
Goal: Receive feedback on skills, abilities, personality and motivation.
Goal: Translate personality traits into skills and discover where someone can grow.
Goal: Clearly help understand what raises and lowers motivation.
Goal: How quickly you can understand problems, form an opinion and learn new things. From this an average level is derived: vocational, bachelor or Master.
Goal: A valid overview of which competencies need development and which are already strong.
Goal: Talent (Big Fifty) and behaviour (360 feedback) combined into four development quadrants, with concrete development tips per profile.
Goal: Based on interests, give pupils, students and employees insight into the best-fitting study programmes.
Goal: The Lencioni questionnaire is designed to help teams understand and evaluate team dynamics by measuring the presence and impact of the five dysfunctions in teamwork.
Goal: Enable organisations to design their own questionnaires using our standard questionnaires and question database, and send them to applicants and employees.
Goal: Gain insight into the extent to which someone keeps working effectively under high pressure and/or setbacks.
Goal: Gain insight into a candidate's life course to reveal starting points for coaching and development.
Goal: Gain insight into the gap between the current and ideal situation to demonstrate the need for Lean management.
Goal: Gain insight into which sectors a pupil, student or employee is most interested in, to link these results to relevant study programmes and professions.
Goal: Quickly gain insight into whether an employee and/or organisation is still sufficiently sustainably employable.
Goal: Gain insight into which complaints and problems a candidate experiences and how they deal with them.
Goal: For companies, change is an important theme. Within that framework, it is people's values that play a role. The Value Drives questionnaire sorts these values by colour and maps them out.
Goal: Provide insight into which topics and themes within the team need (extra) attention, to include them in the team development plan.
Goal: Gain insight into which competencies and behaviours the various respondent groups consider relevant for a role, as input for selection, development and appraisal.
Goal: Ask all the questions that should ideally be covered in the first interview online in advance, so the interview can gain real substance.
Goal: Provide insight into the reasons and causes of employee departures, as well as tips for improvement.
Goal: Measure how quickly a person can understand problems, form an opinion and/or learn new things.
Goal: Provide feedback (90 degrees) from a number of different perspectives. Ideal as input for the performance and appraisal cycle.
Goal: Indicate how easily an employee with a certain personality profile can demonstrate or develop specific competencies. In addition, performance in a specific role is scored.
Goal: Reliable advice on suitable and less suitable occupational groups.
Goal: Provide support in answering whether certain roles, positions or organisations match a person's career values.
Goal: Compare the presence of essential interaction factors (power/influence and personal distance/closeness) and translate these into specific communication styles.
Goal: Provide feedback (0 degrees) on an employee's own behaviour. An answer to the question of how one sees oneself.
Goal: Analyse individual behaviour in conflict situations. The test indicates to what extent a certain conflict style can be useful to someone.
Goal: Create an overview of employee satisfaction on factors such as work processes, culture, management, working conditions, career development and loyalty.
Goal: Overview of the management roles and leadership styles an employee will adopt in different situations.
Goal: Insight into how an employee approaches learning activities and what their learning preference is.
Goal: Insight into how an employee will behave or react in different situations.
Goal: Adequately request references for an application or selection procedure.
Goal: Insight into the sales skills of your top salesperson. It also provides insight into the customer's buying behaviour and the communication style of your salespeople.
Goal: Overview of the group roles an employee may or may not adopt in certain situations.
Goal: Insight into the type of employees, based on how we deal with dominance (influence versus cooperation) and emotion (feeling versus reason).
No assessments found.