A Description of the PDA Psychometric Test

What is the organiser Psychometric Test? PDA is a psychometric strain that through a simple, precise and scientific method allows us to discover and analyze peoples behavioral profiles. It also allows us to evaluate the behavioral requirements of a note and cave in detailed compatibilities that apply to the different Human Resources procedurees. The PDA strain does not qualify behavioral profiles as good or bad it describes the evaluated individualists behavioral characteristics. In the case of generating a study of compatibilities in the midst of a person and a job description, it simply describes and provides details on the strengths and weaknesses.Back to carte Who uses the PDA test? This psychometric evaluation pot be beneficial to * People in order to understand their strengths and weaknesses to carry a better job, to become better at their current job, to alter their kind with colleagues, superiors and or/collaborators. * Entities to identify, develop and/or reta in talent. This tool is utilize by most of the leading companies ranked on Great speckle to Work. * HR consulting entities Incorporate a new product into your portfolio, add nurse to your services, and generate consulting projects based on the psychometric behavioral test.Back to poster What information does the PDA provide? Through the PDA psychometric test ou force out quickly go online to obtain * A persons behavioral profile description, detailing (press here to see an example) o leaders style o Decision-making style o How to lead this person to advantage o Persuasive skills o Analytical skills o Sales skills o Motivation level o Main skills and strengths o Areas of improvement * soulfulness and / or group compatibility between one or more individuals and a job. Individual and or group compatibility between one or more individuals and your companys competences. Back to Menu How does the PDA Report brook to the professional growth and development of an individual? The g et along PDA brood will jock you to acknowledge yourself better and to identify what ar your principal(prenominal) strengths and weaknesses. At the same time, itll allow you to objectively identify the skills you need to increase your potential. If you are currently interviewing or looking for a better job, the complete PDA report will help you to Research strategically interrogate successfully Emphasize skills and strengths Feel confident Find a job that matches your natural characteristics other benefits From all the possible knowledge, the wiser and more useful is to know yourself William Shakespeare. If you are currently working, the complete PDA report will help you to Understand and improve your leadership skills Effectively develop your skills and strengths Improve your relationship with your colleagues Plan self-improvement Understand difficulties with team members among many other benefits The report to negotiate with others effectively is to manage you firstborn. The better you know yourself, the better you can relate to others, from a confident, secure and strong position Hendrie Weisinger. Back to Menu Does the PDA have theoretical support? The PDA test is a powerful tool with more than 50 years of studies based on different theories and statistics. It is certified for its application in Latin America. The PDA test is based on a set with 5 pillars that measure the pursual dimensions and their intensities Results oriented People and negotiation oriented Details oriented union to Rules Autocontrole emocional The PDA test is based on the following theories 1) William Moulton Marstons spirit structure 2) Self consistency theory 3) Perception Theory 4) semantic Study Back to Menu Similarities and differences with DiSC Many evaluation tools are based on the concepts of Emotions of Normal People developed by Marston. These tools were created with strain on the advantages and benefits that such methods contributed to the mil itary and working environment. The first generated tools were called utter(a) (PDA).From its first applications the tool manifested its enormous contribution due to the quantity and choice of information. However, the fulfill was extremely slow and complex. It would take 2 hours from the moment the individual entire the evaluation until the analyst was able to produce the results. In the late 60s, Dr John Greier, from University of Minnesota, modified Marstons model with the intention to simplify the process and that was the beginning of what we know today as DISC- Which is nothing more than a simplification of Marstons model.Greiers simplified version changed the original questionnaire and horizontal though the process took less time to interpret the result, much of the precious information was lost. Some of the key information missing from Greiers model is Intensity Axis Measures the effectiveness of each behavioral tendency. Profile intensity Measures how faithful the ev aluated person is to his or her behavior. It assesses the flexibility/rigidity level of the person evaluated. Energy level Measures the level of energy available. Provides better understanding of the need and stress level. Consistency indicatorMeasures the informations consistency and quality level. Self control Axis the 5th axis measures the individuals capacity to control impulses and emotions, related to Emotional Intelligence. Already in the 90s, with the fortuity of every Human Resources employee having their own computer, internet connection, and the possibility to systemize the process of loading the forms and automatically issuing graphs and reports, resurfaced the many benefits that the pure tools offered to companies over the simplifications provided by the DiSC model..