Thomas International's Tool Classification

Personality Analysis (PPA/HJA)

PPA is the world's first psychometric tool based on DISC theory, which helps to identify individual behavior preferences in different situations.

PPA is not a clinical tool, nor a tool for diagnosing abnormal behaviors. The subjects only need 7 to 1 minutes to complete 24 choice questionnaires. The computer software system can also process the results quickly, and can generate 22 different reports.

PPA does not measure the standards that people usually think of, such as intelligence, qualifications, experience, personal background and social background. The results of this test analysis will help people understand how the subject deals with the surrounding environment, and then help us understand the individual attitude and possible work performance.

It points out personal usual behavior preference, behavior performance under pressure, and how to adjust behavior to adapt to the working environment. It is very helpful to find the positive factors inside and outside the individual and determine the areas of frustration and stress. Personality analysis (PPA) is always combined with job requirement analysis (HJA) of a specific task, position or job. The combination of the two tools will objectively evaluate the suitability of job applicants according to the pre-determined behavioral competency standards.

Job Requirements Analysis (HJA) is completed by relevant people who are familiar with the job requirements within the organization. Therefore, the results of this job requirements analysis should be completely personalized and completely consistent with each company's unique mission, culture, needs and management style.

another point, job requirement analysis (HJA) is dynamic and should not be static. With the change of business environment, Job Requirements Analysis (HJA) should be constantly updated.

main applications of p>PPA

recruitment inside and outside the company

career management (for individuals)

sustainable planning (for organizations)

organizational restructuring and planning

training needs analysis

determination of stress and disharmony

team building

motivation of sales team

development of management ability (.

academic achievement is undoubtedly one of the factors that must be considered in recruitment and selection, but it can't really measure the individual's psychological ability and potential effectively. As an effective standard to examine the individual's learning potential, TST measures the individual's learning ability and how he will react and speed to training programs. * * It includes five sub-tests: perceptual speed, logical reasoning ability, numerical operation ability and accuracy, working memory ability and spatial imagination ability, which can be applied to test groups with different education levels, and focuses on measuring people's "learning ability" rather than the usual "intelligence".

the early version of p>TST was built in Britain in the mid-198s. At that time, government departments were large test consumers, and they needed a test tool with short test time, low cost and reusability to measure individuals' general ability, especially their learning ability (fluid intelligence).

The research and verification of p>TST spanned ten years, and nearly one million subjects were studied, which proved to be one of the most reliable ability tests.

TST has the following applications:

Distinguish whether this person can think deeply and comprehensively

Distinguish whether this person can meet the requirements of the position for brain power

Distinguish whether this person is an excellent learner and an incumbent

Distinguish whether this person is good at solving problems

Thomas EQ Test (TEI)

Thomas EQ Test Questionnaire can accurately and intuitively measure the individual's emotional perception and control ability related to the working environment.

Thomas EQ test was led by K. V Petrides, Ph.D. in Psychology, University of London. Together with Professor Adrian Furnham, he led the project team to conduct research and questionnaire design, and adopted the form of self-rating scale. Its research results are in the leading position in the world.

The questionnaire * * * has 153 questions, all of which are multiple-choice questions. The options are divided into seven grades from "completely agree" to "completely disagree", which takes about 2-25 minutes to complete on average.

The answer is right or wrong, and it doesn't matter whether it is good or bad. It only reflects the matching degree between the candidate's emotional intelligence level and the position.

A brief history of EQ

Early research from 192 to 1995

The research history of EQ can be traced back to 192. Psychologist edward thorndike put forward the concept of social intelligence and began to pay attention to individuals' ability to understand human behavior and manage their relationships in the workplace. In 1983, Howard gardner, a psychologist at Harvard University, further developed this theory and put forward a model of "multiple intelligences", arguing that individuals need to understand not only themselves but also the emotional state of others.

in p>1991, the psychologist Peter Serawi of Yale University and Joan Meyer of the University of New Hampshire first coined the term EQ EQ, and then Professor Daniel Gorman, Ph.D., a psychologist of Harvard University, made further research, and published a book Emotional Intelligence in 1995, which systematically expounded EQ and became the most influential and deepest EQ theory in the world.

Theoretical development since p>1995

EQ is generally regarded as the ability of individuals to understand and manage their own and others' emotions. In 2, Petrides and Furnham proposed that emotional intelligence can be divided into trait emotional intelligence and ability emotional intelligence. The concerns of the two research ideas are completely different. Ability, emotion and intelligence pay attention to the actual cognitive ability related to emotion, which should be measured by the highest achievement test; Trait emotional intelligence, on the other hand, reflects the behavioral characteristics related to emotions and the ability of self-awareness, which can be measured by self-assessment.

Commercial application of EQ test

Usually, EQ is a non-intelligence factor, but through research, we find that successful people often have moderate intelligence, but they have EQ characteristics that match their positions. EQ test can make our recruitment and selection work more efficient, make our management easier, equip our managers with the necessary emotional management ability for success, make teamwork smoother, and improve the communication and production efficiency of the whole organization.

EQ test results can predict candidates' future job performance, explain people's ability to understand and control their own emotions, and explain how they will interpret and handle others' emotional performance, and use it to establish and manage successful interpersonal networks.

Thomas EQ test helps to predict the possible performance of employees/candidates in the following aspects:

decisiveness

communication skills

stress management skills

self-confidence

adaptability to the new environment

persuasion skills

socialization &; Interpersonal skills

goal orientation

emotional control

satisfaction with the status quo

optimism.