16PF COMPETENCY BASED

ASSESSMENT TECHNIQUE

( CAT MODULE)

Ma Foi Assessment Practice

 Ma Fois Assessment Practice
....

A business Unit of Ma Foi Management consultants Ltd

Ma Fois Psychometric Testing and Assessment

Practice lends a visible value addition to organizations
through deployment of well researched, standardized
and renowned tests and services that assess one's
personality and behavioral styles.

We help you identify the right person in the right

job.
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Innovative testing and diverse assessment services
offered
....

Usage of world renowned and highly standardized tests

Designing tests and customized service offering catering to your

unique assessment requirements

Online and offline test administration enabling easy accessibility to

candidate pool

Strong industry experience and expertise by working with a wide

array of pan-India clients

A team of well qualified - accredited psychologists, and experts in

the field of Industrial & Organizational (I/O) Psychology
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Our Service offerings
....

Recruitment & Selection Identifying the right person for the

role.

Competency Mapping & Creating a Competency Framework

Career and succession planning

Team profiling & Team Building

Assessment & Development Centers

Coaching & Counseling

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 ABOUT CAT MODULE
....
STEPS INVOLVED
Adapted from 16PF
Study Job Description
Used largely in Selection &
Development
Identify the Competencies (Critical
Attributes)
Used when a large number of
people need to be selected for a
Mapping the attributes onto 16PF
single position, Competency-
by:
Gap Analysis.
1. Setting Ideal Range of scores
2. Setting the Dimensional Importance
Benchmarking to create a Job
Model
Testing checking against the Job
Model
Gives a Good fit Bad fit
analysis
Comparison against Norms
Matches the person to the job
Evaluating the Personality-Job fit
(job fitment index)
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Customizable
 HR Management Framework based on
Competency
....

Recruitment &
Selection

Training & Performance

Development Management
BUSINESS BUSINESS
COMPETENCY
STRATEGY FRAMEWORK
RESULTS

Reward Career
Management Management

The competency framework will be the basis for all HR functions and
serve as the "linkage" between individual performance and business
results
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 Definition of Competency
....

A combination of skills, job

attitude, and knowledge which
is reflected in job behavior
that can be observed,
Competency measured and evaluated.
Competency is a determining
factor for successful
performance
The focus of competency is
behavior which is an
application of skills, job
attitude and knowledge.
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 Definition of Competency Mapping
....

Process of identifying key competencies for an

organization and/or a job and incorporating those
competencies throughout the various processes
such as job evaluation, training, recruitment
processes etc.

It can also be described as a process an individual

uses to identify and describe competencies that
are most critical to success in a work situation or
work role.

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 Ma Fois Process Flow
....

(STEP
STEP 1)
1) STUDYING
STUDYING THE
THE JOB
JOB DESCRIPTIONS
DESCRIPTIONS

(STEP
(STEP 2)
2) USE
USE QUESTIONNAIRES/
QUESTIONNAIRES/ INTERVIEWS
INTERVIEWS FOR
FOR
IDENTIFYING
IDENTIFYING JOB
JOB ROLES
ROLES

(STEP
(STEP 3)
3) IDENTIFY
IDENTIFY COMPETENCIES
COMPETENCIES CRITICAL
CRITICAL FOR
FOR
OUTSTANDING
OUTSTANDING PERFORMANCE
PERFORMANCE VIS--VIS
VIS--VIS ROLE
ROLE AND
AND
CONTEXT
CONTEXT

(STEP
(STEP 4)
4) DEFINE
DEFINE COMPETENCIES
COMPETENCIES IN
IN TERMS
TERMS OF
OF
BEHAVIOURAL
BEHAVIOURAL INDICATORS
INDICATORS

(STEP
(STEP 5)
5) DEVELOP
DEVELOP MEASUREMENT
MEASUREMENT CRITERIA
CRITERIA FOR
FOR EACH
EACH
COMPETENCY
COMPETENCY www.mafoi.com
 Mapping Process
....

On the basis of
Job descriptions
provided

Determine the key Cull out

elements of the job Behavioural indicators
Interviews with Identify
reporting seniors of these
or any informant
Competencies competencies
who can throw light on
position specifications,
role linkages
and role requirements

Experience
shared by
high performing
employees
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 MAPPING OF COMPETENCIES TO 16PF
....

The critical attributes (competencies) evolved for

each of the positions is mapped against each
personality trait in the 16PF. This is done by the
BAND METHOD which allows non-linear relations to
be modeled.

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 The Band Method
....
Ideal
Ideal Range
Range This
This is
is the
the optimal
optimal range
range of
of sten
sten scores
scores on
on each
each
dimension
dimension to
to indicate
indicate effective
effective performance
performance onon the
the job.
job.

ii.
ii. Dimensional
Dimensional Importance
Importance -- This
This dimensional
dimensional importance
importance ranges
ranges
from
from Low,
Low, Moderate
Moderate andand High.
High. Depending
Depending on
on the
the criticality
criticality of
of the
the
trait
trait to
to the
the role,
role, one
one needs
needs to
to assign
assign an
an associated
associated importance
importance
level
level i.e
i.e H,
H, MM OR
OR L. L.

iii.
iii. Fitment
Fitment to
to the
the role
role Comparing
Comparing candidates
candidates sten
sten scores
scores to
to the
the
Dimensional
Dimensional Importance
Importance andand Ideal
Ideal Range,
Range, one
one needs
needs to
to assign
assign aa
Good
Good Fit,Fit, Moderate
Moderate Fit
Fit and
and Poor
Poor Fit
Fit to
to each
each of
of the
the 16PF
16PF Traits.
Traits.

iv.
iv. Overall
Overall Job
Job Model
Model Similarity
Similarity A
A final
final analysis
analysis of
of fitment
fitment
remarks
remarks can
can help
help evaluator
evaluator decide
decide the
the proximity
proximity to
to the
the overall
overall Job
Job
Model.
Model. AA selection
selection or
or rejection
rejection decision,
decision, training
training need
need analysis
analysis
(based
(based on
on competency
competency gaps)
gaps) can
can bebe identified
identified accordingly.
accordingly. www.mafoi.com
 CONTENTS OF THE 16PF COMPETENCY

ASSESSMENT REPORT
....

Part 1

Job Fitment Details

Job Fitment Graphs
Part 2

Competencies and capabilities

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 Fitment
....

Section 1 offers the

test takers fitment to
each of the 16 Factors.
The first part offers
those factors where
the test taker has a
Good Fit

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 Fitment
....

Similarly areas where the test taker has obtained a

poor fit to the model is also highlighted
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 The Ideal Range of scores points to where the test
taker s scores need to be for him to fit the Job role

....

The OMS points out to the

proximity of the test
taker to the role in
question

Dimensional Importance
ranges from
5 low importance to 10 -
high importance

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 Content
....

Part 1

Job Fitment Details

Job Fitment Graphs / TNA
Part 2

Competencies and capabilities

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 Job Fitment Graph
....

Developmental
Areas:
This section
helps identify
training need s
of the test taker

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 Content
....

Part 1

Job Fitment Details

Job Fitment Graphs
Part 2

Competencies and capabilities

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 Identified Competencies for a Particular Position
....
Analytical Aptitude : Ability to understand and interpret data/information to be able to have a
holistic view of the market. Refers to the ability to analyze any inputs on market information,
competition information etc. and make sure that adequate and effective plans are there to meet
situations.
Attention to Detail : It the ability to notice small points and having concern for all areas in the job,
no matter how small. It needs accurate checks for processes and tasks in a timely manner with
appropriation.
Logical Thinking: It is the ability to identify patterns or connections between situations that are not
obviously related, and to identify key or underlying issues in complex situations. It includes using
creative, conceptual or inductive reasoning by typically using rules of thumb common sense, past
experience, conceptual knowledge, theories, past trends etc. This repertoire of knowledge is used
judiciously to address the current situation. It also refers to the ability to generate and test multiple
concepts, hypotheses, or explanations for a given situation and point out new avenues for applying
these requirements.
Risk management : This is the ability of taking thoughtful and calculative risks to achieve optimal
returns such that maximum advantage of challenges and circumstances can be derived out of the
uncertain and fluid business environment.
Planning & Organizing: Ability to plan and coordinate sales distribution by assigning sales targets
and goals to team members. They should also be able to understand company's policies and
procedures on pricing and discounts for closing sales deals. They should be able to perform basic
mathematical calculations accurately by using adeptness at numbers. www.mafoi.com
 Competency Fitment Details

....

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 How Competency Assessment Helps
....

Defining the factors for success in jobs and work roles

within the organization.
Assessing the current performance and future
development needs of persons holding jobs and roles.
Mapping succession possibilities for employees within
the organization.
Assigning compensation grades and levels to particular
jobs and roles.
Selecting applicants for open positions, using
competency-based interviewing techniques.

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 What CAT Offers
....
1. Role
Role Clarity:
Clarity: This
This exercise
exercise will
will throw
throw more
more light
light on
on each
each persons
persons role
role
in
in the
the organization
organization as as well
well as
as clear
clear performance
performance standards
standards for for each
each role.
role.
2.
2. Gap
Gap Analysis:
Analysis: Competency
Competency mapping
mapping can can bebe utilized
utilized to
to determine
determine thethe
gap
gap between
between the the current
current and
and the
the desired
desired performance
performance of of the
the individuals.
individuals.
This
This will
will enable
enable identification
identification of
of training
training needs
needs andand bring
bring about
about
improvement
improvement in in specific
specific competencies.
competencies.
3.
3. Selection,
Selection, Potential
Potential Identification,
Identification, Career
Career Pathing:
Pathing: Competency
Competency
mapping
mapping is is aa process
process that
that can
can be
be utilized
utilized for
for selection
selection andand recruitment
recruitment as as itit
helps
helps to
to analyze
analyze thethe potential
potential of
of an
an individual
individual for
for aa particular
particular role.
role.
4.
4. Succession
Succession Planning
Planning :: This
This creates
creates aa pool
pool of
of managerial
managerial talents
talents &
&
multifunctional
multifunctional managers
managers thatthat would
would be be available
available across
across thethe business
business group
group
etc.
etc.
6.
6. Inventory
Inventory of of Competencies
Competencies for for future
future planning:
planning: Identifying
Identifying
competencies
competencies and and mapping
mapping themthem will
will hold
hold aa company
company in in good
good stead
stead for
for any
any
future
future developmental
developmental endeavors.
endeavors.
6
6 Compensation:
Compensation: The The exercise
exercise will
will provide
provide anan incentive
incentive forfor employees
employees to to
grow
grow and
and enhance
enhance their
their capabilities
capabilities
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Benefits of Using Competency Model
....
Managers Employees
Identify performance criteria to Identify the success criteria (i.e.,
improve the accuracy and ease of
behavioral standards of performance
the hiring and selection process.
excellence) required to be successful

Clarify standards of excellence in their role.

for easier communication of
performance expectations to
direct reports.
Provide a clear foundation for
dialogue to occur between the
manager and employee about
performance, development, and
career-related issues.
Support a more specific and
objective assessment of their
strengths and specify targeted areas
for professional development.
Provide development tools and
methods for enhancing their skills.
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Key Characteristics of Successful
Implementation
....

1. Alignment: Competencies impact systems that

actively support the organizations vision, strategy,
and key capabilities.

2. Integration: Competency initiatives that produce

the most significant change are applied systemically
across a range of HR development processes.

3. Distribution: Competency standards alone produce

little effect. They must be actively and relentlessly
communicated and installed with users.
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Key Characteristics of Successful
Implementation
....

4. Self-Directed Application: Competency systems

frequently fail because they are too complex or
require an unsustainable level of sponsorship or
program support. Implementations that work best
focus on the development of tools that can produce
results for users with relatively little ongoing support.

5. Acculturation: In competency systems that work, they

become part of the culture and the mindset of leaders
through repeated application and refinement over a
significant period of time.
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 Clients (India) - A representative list
....
 Coke  E.I. Dupont
 Mahindra & Mahindra  Ittiam Systems
 Toyota Kirloskar Motors  Zensar Technologies
 Ball Packaging  HSS
 Idea  Siemens
 Kone Elevators  Ivy Comptech
 TVS Group  Intelenet Global
 Witco  Bharti Touchtel
 ITC  Vertex India
 Child Development Ministry  Lufthansa
 AIESEC  HealthScribe
 Symbiosis Institute  Cairn Energy
 Gujarat Venture Finance  Bayer TPU
 Dorma Doors  AHLL
 Jumbo Bags  RM Plc
 Organon  Bharti Touchtel
 IOCL  Goldman Sachs
 HPCL  Worbus Consultants
 Castrol  IREO Consultants
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 PUMBA
....

THANK YOU

Sanil Gupta
Ma Foi Management Consultants Ltd.
Sanil.gupta@mafoi.com
09860070252
www.mafoi.com