The HOW of our actions:

People are most productive in an environment that is in harmony with their own natural behavior. By understanding what behaviors the JOB and environment requires, selecting the right talent becomes predictable. In addition, those who are already employed can modify his/her behavior and remain comfortable and productive.

Behavioral Based Assessments – Results/Benefits:

• Outline personal behavioral strengths and value to the organization
• Identify how you approach problems and challenges
• Targeting characteristics can move a person from a mediocre to top performer with excellent people skills
• The report offers strategies for communicating openly, honestly and directly to get the results needed

The WHY of your actions:

What is it that causes you to move into action? What are the drivers of your behavior? What activities, careers and conversations inspire a “passion” within you, causing you to want to become involved? Understanding a persons interests, attitudes and values we can understand the WHY of a persons actions. By understanding the drivers of a persons behavior managers and employers can align the talent with the job and reward that which motivates a person. The results are obtaining both high morale and performance.

The third perspective – What is a persons capacity to perform?

The PTSI (Hartman Values Index), has the ability to assess an individual’s cognitive structure (i.e., how their mind perceives themselves and world around them). Unlike any other instrument, the PTSI has a direct relationship with mathematics, and this is the secret behind its ability to accurately measure the core dimensions of how we think. The result is an accurate ranking of personal ATTRIBUTES describing individual potential for WORKPLACE PERFORMANCE.

How clearly a person sees and manages the outside and their inside world impacts performance. What we are talking about is capacity to perform. A vehicle traveling at 50 MPH in 1st gear is redlining. Very soon the engine or transmission will explode.

Do they have the capacity to perform according to what the job requires? If the job requires a high degree of emotional intelligence for example, does a person measure high or low in this area. If in a leadership position, will they be a resonant leader or dissonant?

Being able to look under the hood and understand a persons capacity to perform (Personal Attributes) combined with behavioral traits and motivators provide specific tailored needs of business managers and executives today.

What we get is an unbiased and complete picture of individual talent.