Part 1 in a series which defines, shows with worked examples, and evaluates the positive and negative features of each methodology used in person-target profiling.
An online browser-based resource is available, as well as a Pdf download ‘manual’ of the resource.
Target profiling applications include autonomous screen-out/screen-in candidate selection for job-roles, and talent investigations of an existing workforceRead More
Research on the Value Orientations in the form of 20 case studies. The research provides insight into the worldview and organisational cultures of diverse industries. The qualitative interpretations are useful to people familiar with the VO or interested in Spiral Dynamics.
The following seven studies were conducted in two of the big four accounting firms in South Africa. The goal was to evaluate the degree by which the CPP predicts the academic and work performance of trainee and qualified accountants.Read More
The retest reliability of the VO was assessed, where the test results to be compared are two ordered-category sequences of selected and rejected orientations, consisting of up to three orientations per sequence (Accepted Values) and one or two orientations (Rejected Values). A new computational comparison analysis algorithm was constructed to work with ordered category sequences, generating a percentage match index varying between 0% (no agreement) to 100% (absolute identity).Read More
Using the VO Technical Manual mixed-gender sample dataset of n=3,683 cases, four homogeneity (reliability) coefficients were computed for every values orientation "scale"Read More
Analysing and reporting upon the relationships between VO selected and rejected values orientations, MBTI personality scores & types, Belbin ranked team types, and CPP attribute-scores, levels of work, and ranked cognitive styles.Read More
Investigating short, medium, and long-term (> 5 years) retest reliability using two samples of data:
This paper investigates how the cost of implementing the Q12 Employee Engagement assessment may be critically evaluated in terms of calculating the likelihood of making or losing money as a corporate-wide Q12 score is increased. i.e. The question posed and answered via computational simulation is "what are the odds of a company making or losing money as a result of an increase in score from 36 (average) to something higher".Read More
This study is aimed at answering the question of whether the CPP results of individuals tend to match the complexity requirements of their work as indicated by the Stratified Systems Theory (SST).Read More
This study investigates the relationship between:Read More
This study investigates the nature of the proposed holonic model of information processing constructs on which the Cognitive Process Profile (CPP) is based, and what distinguishes low and high information processing competency groups in terms of their preferred cognitive styles, functional area of employment, and educational qualifications.Read More
In this investigation, we look at how preferred cognitive styles vary over different job families and age-groups, equated on their educational level. A sample of the most recently acquired 60,572 cases of CPP data were used, subdivided into four age groups (20-29, 30-39, 40-49, 50 and above). We computed the median ranked style for each of the 14 CPP cognitive styles, within each age-group, across 10 job families.Read More
This investigation examines the variation in scores on the 14 CPP Information processing competencies (IPCs) as a function of various current employment categories, age at CPP completion, and highest attained educational level, using a sample of the most recently acquired 60,572 cases of CPP data.Read More
Is this always an accurate index of effect? I provide the definition, some warnings of the conditions under which it may not always produce accurate results, and some worked examples demonstrating those conditions. Overall, I think it’s a pretty good ‘quick approximation’ … but it is no substitute to having all the data at hand to calculate the actual effect/accuracy implied by a correlation/validity coefficient.Read More
I was asked this question recently by an executive responsible for hiring in a large
“We observe too often that people with seemingly disparate profiles can excel in the same role. What type of analyses can someone do with a big dataset of predictors and criteria to determine whether multiple "profiles" can predict success? It seems that traditional model approaches can’t do this as they just create a single ‘average’ profile or solution.”
This report provides the rationale, computational information, and graphical examples associated with score transformation methodologies in use by Cognadev, other test publishers, and data scientists.Read More
This is a list of Cognadev's Evidence bases available for download.Read More