Psychology of High Performance
The Evalex theory of high performance is based on extensive and ongoing research into high impact corporate leadership as well as high performance teams, individuals and companies.
Our research indicates that work performance is the result of five human constructs that form a constellation of traits that culminate in either success or failure. These constellations or patterns of traits within an individual provide us with powerful information as to the typical roles in which the person will be successful, the level/complexity of role at which s/he will be effective, possible inhibitors to performance and development strategies required for growth.
The Evalex High Performance Competence Framework has evolved through years of research into the factors that drive high performance in a company. The five core constructs that drive performance translate into 14 behavioural competencies.
In order for a person to perform effectively in a given position, s/he needs to exhibit competencies in the following domains:
Unique to Evalex Psychometrics is our ability to provide our clients with a fully integrated view of an individual across cognitive ability, personality, work styles, values and interests. We have developed and researched all our psychometric tools ourselves, built them on a similar philosophy and normed them against the same population groups. This level of integration is almost impossible to achieve using tests from different suppliers, based on different philosophies and norm groups, to form an assessment solution.
Evalex Psychometrics consists of a number of carefully chosen assessment instruments based on our research into the drivers of performance in the world of work. These instruments have been in use since the early 1980s and have been well researched, all with best-in-class validity coefficients. The instruments have been registered with the Professional Board for Psychology at the Health Professions Council of South Africa.
Based on an assessment of 68 dimensions, a rich tapestry of patterns and connections influencing how the person functions provides insight into typical roles s/he will succeed in, possible inhibitors, the ideal level of functioning (complexity) as well as development actions for growth.
Talent Acquisition System
Are you struggling with talent acquisition systems that don’t speak to each other? Are there big gaps in your systems that require time-consuming, costly, manual intervention?
The Evalex Talent Acquisition system is an advanced talent assessment system nested in a cloud-based environment that helps organisations to manage the talent acquisition and assessment process. The system combines talent search, applications, assessments, screening, job-fit evaluation and talent classification into one seamless process.
It helps to create assessments, advertise roles, track applicant success, manage and track agency efficiency and, most importantly, allows candidates to complete assessments for specific roles.
Key Functionalities
Automated assessment choice: Using a proprietary algorithm, the system advises which assessment tools to include in the application process based on the competencies included in the role.
Screening questions: You can set up as many questions as you like to reduce your initial pool of talent.
Agency setup: If you choose to involve agencies in your talent acquisition process, you can define which agencies you will be using. The system automatically communicates with the agencies about vacancies and allows you to manage and track their efficiency and effectiveness.
Customisable activities and sequencing: You can sequence the type and order of assessment instruments, interviews and communications, which will then automatically workflow the applicant through the complete application and assessment experience.
Progressive hurdling capability: Traditionally you would need all applicants to complete an entire battery of assessments. The Evalex e-recruitment system makes use of a hurdling process that ensures each candidate only does as many tests as are required to determine a fit. Using state-of-the-art artificial intelligence techniques, the revolutionary Evalex hurdling method (part of the Master of Management Programme) ensures that only the most successful applicants go through the full process, reducing time and cost of assessment.
Applicant experience workflow: This feature allows you to manage the candidate through all the stages of the process with no human intervention required. This results in a massive saving in the human resources required to manage it.
Recruiter dashboard: This dashboard provides you with a 360° view of the process from number of hits on the advert, number of candidates who passed the knock-out questions phase, number who passed the first hurdle of assessment, then the number who passed the second hurdle of assessments, list of who to interview, and so forth.
Talent management capability: After the recruitment session has been completed the successful applicants are automatically added to the talent management system. From here you can start managing the rest of the employee’s life cycle, such as development, career path planning, succession planning and talent mapping.
Database mining: All applicants, including their assessment results, remain on the system for you to mine at any future time, allowing you to find previous applicants who may be suitable for new roles.
Added benefits
- The process seamlessly integrates into the Evalex30 and 40 processes that are already embedded within the culture. It also integrates with the employee life cycle and the rest of the system that allows for better development, career-path planning, succession planning, and talent management and analytics via the tracking of your talent landscape
- We provide you with the option to use all or some of our psychometrics/technical/cognitive tools. We also make future assessment tools such as the Evalex5 available at no additional cost
- We always make the latest version of the software available to you. You have direct access to the developers of the system and we can develop new functionalities if required
- You own the process and have full access to the system, including searching for best candidates, data mining, research modules and all available reports
- You will be using assessments developed in South Africa, developed for South Africans, taking into account our unique South African challenges
- We provide an entire range of assessment processes, including assessment centres, psychometric assessments, the unique Evalex Competence Inventory (skills audits), 360° assessments, culture assessments and values assessments
EvaleX10
The EvaleX10 is a psychometric test battery consisting of 3 instruments (Cognition, Personality, and Interests), assessing the key behavioural competencies that have proven to be the main drivers of effective performance predictors at work level 1 (as example Clerical roles, learner-ships, entry level sales roles,) in one seamless on-line assessment battery where results are available immediately and incorporated into the EvaleX Talent Eco System. It provides a high level of prediction with extensive research backing providing high levels of predictive validity and reliability.
The nature of Evalex10
Evalex10 deploys three of the seven Evalex Psychometric tools, carefully chosen to provide an extremely cost effective solution whilst still incorporating the assessment tools that would measure the key drivers of performance at work level 1 positions.
Please navigate to Evalex Psychometrics to gain a fuller context on this aspect.
When to use Evalex10
When your organisation needs to assess talent for positions at work level 1,0 and 1,5 Evalex10 is an elegant solution.
The requirement at work level 1 and 1,5 is usually:
- Cognitive ability at the level of work complexity: Mainly for learning and problem solving.
- The required personality traits for the job.
- Interest in the required work or tasks to be performed, giving an indication of motivation.
Typical scenarios and positions include:
- Annual learner-ship intakes.
- Clerical roles in finance, HR, operations, sales.
- Identification of talent to promote to team leader and supervisory level.
- As a first hurdling process (assessment) to ascertain suitability to progress a candidate to a more extensive recruitment and assessment level.
Research
Navigating to the research section of our web-site will provide a more extensive review of the statistical properties of all the Evalex assessment products.
The Business Comprehension test (BCT) has a validity range of 0,30-0,40 in predicting the level of work at which a candidate can function at. The graphic shows the slope indicating what level of BCT performance is associated with each level of management.
An interesting aspect about the research into the validity of the BCT is that the slope plateaus from middle management to middle/senior, then escalates agin towards the most senior roles.
This quite an important finding. Researching the Evalex Business Simulation (EBS)parallel to the BCT indicates an opposite trajectory. So what does this mean?
Cognitive ability seems to be one of the main drivers to propel an individual from entry level roles up to middle management, but then runs out of steam as leadership competencies assessed through the EBS takes over as the main driver to the upper echelons of management and leadership.
However, to move from middle/senior roles to executive level roles reporting to the CEO, cognitive ability again, alongside the EBS leadership competencies comes into it’s own as a driver of suc
cess.
Similar research results have been obtained for the Organisation Personality Construct Scale (OPCS). Using the dimensions that all showed a statistically significant correlation with position level (Level of Work) the following correlation slope was obtained.
Employees that normally function at work level 1,5-2,0 (Team-leader/supervisory) score approximately 40, with level 3,0-3,5 (middle management) scoring approximately 60 and those at CEO level scoring 80. This indicate the power of the OPCS to predict potential and talent for functioning at increasingly more complex roles.
EvaleX15
The EvaleX15 is a psychometric test battery consisting of 5 instruments (Cognition, Business Acumen, Personality, Styles and Interests), assessing the key behavioural competencies that have proven to be the main drivers of effective performance predictors at work level 1,5 (as example Senior clerical roles, Team leaders and Supervisory roles) in one seamless on-line assessment battery where results are available immediately and incorporated into the EvaleX Talent Eco System. It provides a high level of prediction with extensive research backing providing high levels of predictive validity and reliability.
The nature of Evalex15
Evalex15 deploys five of the seven Evalex Psychometric tools, carefully chosen to provide an extremely cost effective solution whilst still incorporating the assessment tools that would measure the key drivers of performance at work level 1.5 positions.
Please navigate to Evalex Psychometrics to gain a fuller context on this aspect.
When to use Evalex15
When your organisation needs to assess talent for positions at work level 1,5-2,0 Evalex15 is an elegant solution.
The requirement at work level 1,5 is usually:
- Cognitive ability at the level of work complexity: Mainly for learning and problem solving.
- Business acumen starts playing a role.
- The required personality traits for the job.
- Work styles starts playing a role.
- Interest in the required work or tasks to be performed, giving an indication of motivation.
Typical scenarios and positions include:
- Team leaders.
- Supervisors.
- Senior clerical roles in finance, HR, operations, sales.
- Identification of talent to promote to junior management level.
- As a first hurdling process (assessment) to ascertain suitability to progress a candidate to a more extensive recruitment and assessment level.
Research
Navigating to the research section of our web-site will provide a more extensive review of the statistical properties of all the Evalex assessment products.
The Business Comprehension test (BCT) has a validity range of 0,30-0,40 in predicting the level of work at which a candidate can function at. The graphic shows the slope indicating what level of BCT performance is associated with each level of management.
An interesting aspect about the research into the validity of the BCT is that the slope plateaus from middle management to middle/senior, then escalates agin towards the most senior roles.
This quite an important finding. Researching the Evalex Business Simulation (EBS)parallel to the BCT indicates an opposite trajectory. So what does this mean?
Cognitive ability seems to be one of the main drivers to propel an individual from entry level roles up to middle management, but then runs out of steam as leadership competencies assessed through the EBS takes over as the main driver to the upper echelons of management and leadership.
However, to move from middle/senior roles to executive level roles reporting to the CEO, cognitive ability again, alongside the EBS leadership competencies comes into it’s own as a driver of success.
Similar research results have been obtained for the Organisation Personality Construct Scale (OPCS). Using the dimensions that all showed a statistically significant correlation with position level (Level of Work) the following correlation slope was obtained.
Employees that normally function at work level 1,5-2,0 (Team-leader/supervisory) score approximately 40, with level 3,0-3,5 (middle management) scoring approximately 60 and those at CEO level scoring 80. This indicate the power of the OPCS to predict potential and talent for functioning at increasingly more complex roles.