ASSESSMENTS FOR NEW HIRES AND EMPLOYEES

DISC II

Interpersonal Value

The DISC II is a temperament assessment that identifies a person’s natural tendencies that he has had throughout his life. If you have an awareness of your basic temperament or temperament blend, then you have a better understanding of why you do what you do. Also, learning about the temperaments of others helps create an environment that increases cooperation and decreases tension in all relationships. An individual is more comfortable and confident in relating to others when he understands, accepts and appreciates the differences in himself and those with whom he works or who are friends and family.

Pre-screening Tool with Interview Questions

The DISC II is also used as an addendum to the Achiever as a pre-employment assessment tool. It includes interview questions that are specific to the applicant’s DISC II temperament pattern and can be used to enhance dialogue in the interview. The wealth of information gleaned from the DISC II - and especially the correlation between the DISC II and Achiever- can help prevent costly mistakes in hiring those applicants who are not a job match.

Supervising Section

The section on "How to Supervise" a particular person gives clear insight into the best type of leadership for him and can make the difference between success and failure for that new hire. In the book, "First Break All the Rules," Buckingham says that people do not leave companies . . . they leave managers. The supervising section enables managers to make their employees feel valued and understood.

Legality

The DISC II was validated at the University of Arlington, Texas Department of Psychology and Organizational Development, by Dr. Mark Frame, PhD. and staff. The DISC II was found to be valid and reliable. For more information, the UTA Validity and Reliability study can be provided by request by emailing Leroy.hamm@ihdcorp.com.

DISC II Career Assessment

Everyone works hard at what they enjoy. However, they enjoy the kind of work that fills their basic need(s). The DISC II Career Assessment lists the careers in which the individual’s primary temperament is typically found

Achiever

Job Related Characteristics and Behavioral Modification

The Achiever is used in sales and lower to mid level management. The purpose of the Achiever is to identify job-related characteristics, such as the level of organization, assertiveness, communication style, mental alertness, etc. It also identifies whether or not the applicant (or employee) has learned to modify or manage his natural temperament. (Samples are available on our website, www.ihdcorp.com.)

Benchmarks

Benchmarks are created from the collective assessments of the top performers in each job family, and the Achiever results of the applicant are compared against those job-related benchmarks.

Using the Achiever in Performance Management

Managers are interested in the personal and professional growth of their direct reports, but they may not have a clear picture of the specific areas in which they need to work. In performance management, the Achiever can help clarify specific job-related areas that need attention. It gives a manager insight into how to work best with his or her direct report(s), especially if the manager reviews both his report and the results of the direct report's together.

Legality

In the over forty-five years on the market, the Achiever has never had an adverse finding in any court of law nor has there ever been an out-of-court settlement on any case involving the use of the Achiever. The publishers of the Achiever, Candidate Resources, Inc., will defend their assessment against any challenge in any court of law for any client as long as the Achiever is used in accordance with the instructions for taking it and is not altered in any way.

Achiever II

The Achiever II is used for executive level positions and upper management where in-depth analysis is needed. The Achiever II is the same as the Achiever above but also includes a seventh cognitive learning skill, Math. An optional Executive Report is also available, which includes an in-depth review of the correlations between the two assessments (i.e. DISC II and Achiever).

Guardian

The Guardian is used for first-line supervisory level as well as technical, administrative, and skilled hourly employees. This assessment measures mental acuity and math along with ten personality dimensions.

Customer Service Performer

The Customer Service Performer is used for entry level, service, production, and semi skilled applicants or employees. It includes the personality section of the Achiever, which indicates ten personality dimensions, along with the numerical perception (scanning) and math dimensions. It also includes an optional admissions section on theft and drug use.

Scoreboard

The Scoreboard is used for unskilled, volume hiring, and high turnover. It is a bare-bones assessment that measures only the personality dimensions.

BACKGROUND CHECKS

IHD CORPORATION offers a complete and comprehensive risk assessment of your applicants. Whether it is background verification or drug screening, we can screen your applicants to eliminate the potential risk of a bad hire. Don't wait until the lawsuits have been filed or an employee causes a serious accident, steals from co-workers, or embezzles money.

• Criminal History
• Driving Records
• Credit Reports
• Civil Records
• Social Security Traces
• Employment References
• Drug Screens
• Hair Analysis And more!
• Nationwide Service

NO contract, no minimum, and no start-up fee.

MANAGEMENT DEVELOPMENT

360 Performance Evaluation

The 360 Performance Evaluation is an online tool to collect the feedback from an individual's boss, peers and direct reports. The feedback is collected anonymously and stored in our system. The information can be sent directly to the individual assessed or to his or her hiring manager.

Competency Report

Ten competencies are compared to the individual's Achiever and DISC II assessment scores, and a Competency Report is sent to the individual or to his or her manager.

Team and Leadership Development Program

The Team and Leadership Development Program is designed to enhance the ability of a team to work together in accomplishing mutual goals and objective. Each team member is first assessed with the online DISC II and Achiever then followed up by a one-on-one session to review his or her strengths and weaknesses. Recommendations are made to help him develop personally and professionally. A seminar titled, “Supervising the Basic Temperaments,” gives the team an overview of how to work with the temperament of the others to increase cooperation and decrease tension. Basic communication skills are emphasized as well as a review of the psychology and process of goal setting.

PERSONAL & PROFESSIONAL DEVELOPMENT

Conflict Resolution (Individual consulting service)

After providing the DISC II and Achiever assessments to the two individuals in conflict, a one-on-one session with each of the individuals gives them insight into why they do what they do, where the conflict may be coming from, or what might be exacerbating the conflict. Conflict resolution skills are discussed with both individuals to help increase cooperation and decrease tension.

Assertiveness Training for Professionals (Individual consulting service)

Managers who need to be less passive and more assertive or less aggressive as opposed to assertive are trained individually in assertiveness skills. They learn to relate in a more effective and productive way with their direct reports, with an emphasis on improving their relationships with both passive and aggressive individuals.

SEMINARS & TRAINING MATERIALS

Seminar: Communication and Conflict Resolution Skills

Managers and employees are taught how to get what they want while showing respect and consideration for others. Four basic behavioral styles are shown and discussed: aggressive, assertive, passive, and passive-aggressive behavior. The fears, illusions, and misconceptions that cause a person to continue using an aggressive, passive or passive aggressive style of behavior are identified. Participants also learn how to identify each style in others and how to effectively address and deal with them. Basic communication skills that clarify, prevent misunderstandings, and improve communication are also practiced. (2 hrs.)

Seminar: Interview Skills for Employers/Managers

This seminar presented personally by Leroy Hamm covers the basics in interviewing, including major mistakes people make, the use of result-oriented job descriptions, knock-out factors, do’s and don’ts in the interviewing process, identifying the basic temperaments of job applicants, and specific questions to ask applicants based on their temperaments. Also included will be specific questions the interviewer can ask to discover an applicant’s strengths and weaknesses, pre-employment testing, effective reference questions, an exit interview, the manager’s self-examination, and E.E.O.C. restrictions and guidelines. (3 hrs.)

Seminar: Understanding & Supervising the Basic Temperaments

This seminar is designed to increase productivity by increasing cooperation and decreasing tension in the workplace. A client of many years once said that he hires people for what they can do and fires them for who they are. The relationship factor is a major key to organizational harmony and productivity. This seminar provides an understanding of the fundamental differences in people and reveals what drives them and how best to work with them. Many managers learn that their approach has been counter-productive in motivating some of their direct reports.

Webcast: Interview Skills for the Employer/Manager

Same as the Interview Skills Workshop above. However, this is in a webcast by Leroy Hamm that is accessible in our website at www.ihdcorp.com.

DVD and book: The Temperament Model of Behavior

Is it nature or nurture, environment or heredity? This age old question about the cause of human behavior is addressed in the book and DVD titled, “The Temperament Model of Behavior.” People are different because of different traits or natural tendencies they possess, commonly referred to as temperaments. The Temperament Model of Behavior addresses the four temperaments as well as other factors including gender, when we were born, the culture in which we were raised, education, and how we respond to these things.