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INFINITE
MEMORY |
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Software
and Programs
Organizations
spend lot of time, effort, and resources to find the best candidates from among
the applicants. However, unless the selection
process is systematic and objective it leads to an enormous waste of the
company’s investment. We are proposing
to select personnel for your industry based on aptitude testing, offer a
short-list of candidates according to their capability for recruitment, and
help you place them in suitable positions so that they perform at an optimum
proficiency level.
OBJECTIVE
To select, recruit, and place the best people available in terms of sensory-motor and psychosocial skills needed on the job.
PURPOSE
To minimize time, effort, and resources used in the selection process
To objectively measure the skills required for the job.
To create a system so that selection, recruitment, and placement becomes easily manageable
To improve quality of work
To control employee turnover and dissatisfaction
To maximize productivity
SKILLS
Preliminary observation and initial discussion with
the production staff of several organization in the manufacturing sector have
revealed that the following skills need to be tested. These skills have been categorized under the two heads:
Sensory-motor skills and Psychosocial Skills.
Sensory-Motor Skills. The
cerebral cortex of the brain is endowed with sensory and motor areas on each
side of the hemisphere that are responsible for sensation and movement. Coordination between the two areas is very
essential for engaging in complex activities.
Though the functioning of these areas is innate, some people have better
aptitude to use these faculties resulting in greater speed and accuracy. As some of these functions are essential for
the nature of job a worker in the company has to engage in, it is necessary to
measure them objectively.
Ø Visual Acuity
Ø Two-hand Coordination
Ø Eye-hand Coordination
Ø Manual Dexterity
Ø Finger Dexterity
Ø Tweezer Dexterity
Ø Repetitive Behavior
Ø Vigilance
Ø Attention
Ø Scanning
Ø Eye-movement
Ø Tracking
Ø Saccade
Ø Fixation
Ø Handedness
Ø Cortical Arousal
Ø Color Identification
Psychosocial Skills. The socialization process brings in certain changes in us that determine our daily behavior. These skills are learnt depending upon the nature and amount of input, the training, the practice, motivation, interest, and several other factors. Not all of these are retained over a period of time. Hence, it is essential to measure the skills that exist at a given point of time. The absence of such psychological and social skills leads to lack of adjustment in the individual. The following are some of the skills to be tested.
Ø Comprehension
Ø Following Instructions
Ø Executing
Ø Decision Making
Ø Attitudes
Ø Emotional Balance
Ø Patience
Ø Perseverance
Ø Moderate Intelligence
Ø Moderate Motivational Level
Ø Social Skills
THE SOFTWARE
Initiating an effective system for selection, recruitment, and placement requires that a standardized tool be used for Psychological Testing. However, no adequate tests are available in the market for testing all the skills at the worker level. Hence, a battery of tests needs to be devised and standardized according to the company’s requirement after which it can be used for the objectives outlined. This involves the following steps: Construction of Items, Validation of Test, Test Administration, Analysis of Results, and Generation of Report.
Traditionally, this process involves a considerable time, effort, and resources. Several qualified psychologists need to work hundreds of person hours in order make this effective. We propose to adopt technological advancement whereby majority of these tests are constructed in the form of computer software. The advantages are varied: reductions in time for test administration, analysis, and reporting; decrease in expenses; less dependency on qualified personnel; ease in administration; objectivity in analysis; and uniformity in reporting.
The proposed software is a multimedia based interactive module that poses simulated situations where the candidate has to make choice by clicking one of the alternatives. Very few questionnaires and inventories are present, which reduces errors in testing. The software not only measures a candidate but also immediately analyses data and generates report. It also ensures security of information and decreases paper work.
METHOD
We propose to complete this project in three stages.
Stage 1: Software Development. Suitable items measuring the areas mentioned above are generated and chosen according their reliability. Except for three areas – manual, finger, and tweezer dexterity, which shall be measured using apparatuses – all others are included in the software for testing. A team of qualified psychologists, software engineers, and multimedia experts will be engaged in the production of the software.
Stage 2: Test Validation. Establishment of Norms is a very important aspect of test validation. The generated items are tested on about 30 highly productive workers of the company and the results are statistically analyzed. The norms thus established provide benchmark for selection and form the basis for interpretation of data.
Stage 3: Installation and Training. In the final stage the testing materials and the software are installed in a Testing Room and the persons in charge of the administration of the test will be trained.
The cost includes research, software development, consultant’s fee, apparatuses and materials, installation, training, conveyance, and other incidental expenses. An additional 30% of the total cost will be charged if the client requires the project to be completed within one month. Computer and other infrastructure are to be provided by the company. Maintenance of the apparatuses and software shall be done by SCAPE at no extra charge for one year from the date of installation. Subsequently, 20% of the total cost shall be charged per year for maintenance and upgrading. Fifty percent of the proposed cost shall be paid initially and the balance shall be paid after installation and training.
OFFERS
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HOLISTIC SOLUTIONS
INDIVIDUAL PROBLEMS
What do executives aim?
q To excel in their jobs
q To obtain status and recognition
q To move up on the ladder faster and that is lucrative
q To emigrate to foreign countries
What do they do?
They spend an average of
almost 12 hours a day towards job related activities.
What do they miss?
The benefits they accrue do
not measure up to their investment of time and energy. In addition, they lose
out on being unable to spend meaningful time with friends and family. Their
desires, thoughts, feelings, perception, imagination, and creativity are
hoarded within themselves with little opportunity to be expressed in an
organizational environment.
What do we see?
Consequently, they develop
symptoms and problems that go unrecognized and untreated.
What is the solution?
It is here that the concept of
Executive Quotient becomes relevant.
The professional achievement of the executives depends mainly on their
job involvement. A high score on Executive Quotient indicates that the
executive is capable of doing well not only in the profession but also in other
spheres of life.
How is XQ relevant?
An awareness and development of
one's professional involvement would go a long way in the identification of
tasks and higher goal setting behavior.
This in turn results in a
stress-free life.
Competitiveness is the order of the
day. The fit can only survive.
Executive
Quotient is a novel concept. An
executive should have several special skills that are not shared by others who
engage in non-executive functions.
However, such skills are only taken for granted but never tested
systematically in an organizational environment. Knowledge, per se, abounds in an individual. How much of this knowledge is used in a
given situation is rarely known.
Executive
Quotient is a Diagnostic Program that takes into consideration the Knowledge,
Attitudes, Skills, and Efficiency (K A S E) of each individual in the
organization. It is the overall
capacity of an individual to summon and apply KASE in an organizational
situation and the willingness to overcome personal and professional handicaps.
Neuropsychological
research has revealed that there are specific areas of the brain that engage in
executive functions. Though these
functions are mainly tested in the clinical population the abundant knowledge provides
a springboard for understanding and analyzing the extent to which these
functions operate in normal individuals.
A systematic assessment and a practically oriented feedback put a
meaningful impetus for the awareness and guidance of the executive.
SCAPE has been conducting the
Supra Self-Awareness Program and offering Supra Human Potential Utilization
Service for the last three years.
Hundreds of executives from a variety of industries have benefited from
the programs. Human relations,
communication, goal-oriented behavior, etc., have improved to account for an
increase in productivity. Executive
Quotient is based on and is derived from the studies, expertise, and success of
these programs.
ü Helps in identifying Training Needs
ü Improves Occupational Adjustment
ü Increases Job Satisfaction
ü Optimizes Proficiency
ü Develops Human Relations
ü Eases Communication Process
ü Brings Homogeneity
ü Maximizes Productivity
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Professional achievement is a product of several specific
cognitive functions. As executives spend most of their waking life in job
related activities there is little scope for a holistic development in them.
The complexity of the organizational structure demands that professionals do
well in all spheres of life rather than merely in making a living. However, the
pressure from all sides to excel in their jobs is unavoidable. Hence, it is
essential to help the executives to cope up with the demands of the job with
little time and effort invested and optimum benefits obtained. This can be achieved
through identifying specific soft skills and learn them. It also enables the executive with a lot of
leisure and extra energy to pursue other interests and hobbies.
The objective of Supra Executive Quotient is to provide an awareness and insight to executives and the organization about the skills that are necessary to improve efficiency and as a whole show increment in productivity.
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An
organization has a group of executives who collectively contribute to its
productivity and welfare. When each
executive, in his or her individual capacity, is curtailed by day-to-day
personal and professional problems the rate of efficiency comes down.
Problems are rarely
tackled but postponed. This is
primarily because one has a tendency to blame events outside oneself though one
is capable of making adjustments and changes.
The major cause for such projection is the discrepancy between the
imagined potentials and the real potentials.
The objective of Executive
Quotient is to bridge the gap between the imagined and real potentials so that
the executive is able to obtain an insight and work on using more of the real
potentials. This has a collective
influence on the whole organization.
For instance, let us say that
the total ideal potential of an organization is 100. The real potential ranges from 60 to 80 whereas the used
potential is found to be between 20 and 40.
Executive Quotient helps each individual to improve the rate of
efficiency whereby the used potential is increased. Consequently there is an appreciable increment in productivity.
Executive Quotient has
been designed with the intention of developing the executive's proficiency. It is a pioneer
approach to enable both the executives and the organization to complement each
other rather than working at cross-purposes.
Once they understand the executive's capability, it would be easier for
them to plan and monitor the professional development.
Executive Quotient consists of FOUR major modules.
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Measures the real potential as against the ideal potential. The tests are not traditional questionnaires and inventories. They are situational problems that evoke the needed competencies in the executive. During the test a Productivity Meter provides the corresponding increase in the percentage of an executive’s capability when applied to the organizational requirements. |
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This module helps in checking out the extent to which the executive is efficient in the organization. The imagined potential is elicited from each executive through Self-rating on 21 dimensions that are essential to carry out executive functions. Three other individuals rate each executive on the same dimensions and this information is Crosschecked with the real and the imagined potential of the executive. Opportunities are provided to the executive to make amends to the imagined potential. This is followed by a comprehensive Feedback to nurture the capabilities, develop the potentials, and overcome hurdles. |
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Executive Quotient creates a complete Individual Profile of each executive so that the strengths and weaknesses are identified. After the given number of executives have been tested and rated a Company Profile is drawn identifying the real potential and the used potential of the organization. |
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An overview of the executive’s performance is tabulated so that each individual executive can be guided in terms of dimensions and potentials. Monitoring this module helps in Combining the organization’s resources towards increased productivity. |
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Ability |
Adaptability |
Application |
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Abstract Reasoning |
Frustration Tolerance |
Goal Formulation |
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Divergent Thinking |
Time Consciousness |
Planning |
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Logical Reasoning |
Locus of Control |
Executing |
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Comprehension |
Need for Achievement |
Foresight |
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Memory |
Seeking Responsibility |
Self-Regulation |
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Concentration |
Motivation |
Objectivity |
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Willingness to Learn |
Leadership |
Maturity |
Individual Profile
The working environment of an individual is more complex and demanding and is not comparable to a traditional one. Hence, each person is in a greater flex for learning and improvement. The importance provided to quality and efficiency has transformed a passive individual to an active seeker of knowledge and skill. However, the existing resources are inadequate to cater to the growing needs. All individuals require a routine update of adjustment mechanisms that can bring about optimal productivity with fewer inputs.
Ensure personal and professional competency among employees of THE COMPANY.
No one comes to work on a given day with a clean mental slate. An array of emotions, perceptions, and thoughts entwine to result in a state of free-floating anxiety. For instance, when there is a group of eight people working as a team, each one of them starts the day in his or her own unique manner. One of them might have had a quarrel with the family in the morning. Another might have lost some money in the stock exchange. The third might be unwell. The fourth person might have had an offer to join another company. The list is endless. However, we expect all of them to put off their worries and problems out of their minds and start working as a team. Are they able to do so? In their interaction on the same day, they pick up more frictions and their stresses get accumulated. No doubt they carry this accumulated stress back home that boomerangs in precipitating the already pent up tension.
Traditional work systems do not have a means for venting out frustrations, conflicts, and pressures. Training programs from outside agencies can only highlight the problems but are not able to deal with them effectively. A systematically managed professional approach can help these people to restore their energy and bounce back with vigor to work efficiently.
a) Identifying the cause of the problem
b) Suggesting remedies to the problem
c) Helping the person to change the existing attitudes
d) Developing skill sets necessary to prevent the problem and
e) Maintaining a follow-up schedule
The HR manager will keep track of the development in the person and maintain a continuous update of the improvement in work efficiency.
Due to the complexity of the nature and variety of problems several modules have been instituted to help people.
1. Attitude Change
2. Relaxation
3. Stress Reduction
4. Speed Reading
5. Concentration
6. Attention and Vigilance
7. Perceptual Acuity
8. Memory Clinic
9. Human Relations
10. Motivation
11. Emotional Intelligence
12. Team Building
13. Time Management
14. Locus of Control
15. Executive Functions
16. Creativity
17. Personality Development
18. Cortical and Sub Cortical Regulation
19. Sleep Therapy
20. Common Personal Problems
21. Behavior Disorders
22. Psychosomatic Disorders
23. Psychopathology
1. Professional Counseling and Guidance
2. Psychotherapy
3. Training and Development
4. Questionnaires, Inventories, and Projective Tests
5. Neuropsychological Assessment
6. Progressive Muscular Relaxation
7. Self-hypnosis
8. Meditation
9. Alpha Simulated Relaxation
10. Programmed Learning
11. Guilt Analysis
Following is the list of problems that could be identified and rectified.
1. Stress at work
2. Inefficient human relations
3. Unrealistic levels of aspiration
4. Psychological problems
5. Behavioral problems
6. Burnout
7. Lack of emotional intelligence
8. Lack of motivation
In addition, over a hundred problems that are common to all adults can also be solved through group counseling.
The host company shall provide a room with facilities for training groups of employees. Overhead Projector is necessary though Computer (multimedia based) with LCD projector would be preferable.
1. Reduction in employee turnover
2. Increase in work efficiency
3. Better time management
4. Cohesive team work
5. Self-regulatory behavior
6. Effective communication
7. Improved interpersonal relationships
8. Decrease in absenteeism
In general, the aim is to bring about a state of well being among the employees and consequently increase efficiency. Such efficiency is devoid of stress and ensures quality of personal and professional life.
