At HummingByrd, we use a variety of tools and assessments best suited to the programme objectives. From revealing behavioural traits, to identifying personal aptitudes, to suggesting best fit between people and roles, we use the appropriate tool for the job. We are happy to talk with you about how we use the tools listed here, and how they can help deliver the results you are looking for.
The Hogan Personality Inventory (HPI)
This report describes bright-side personality – qualities that describe how you relate to others when you are at your best, providing you with valuable insight into how you work, how you lead & how successful you will be in your roles . ..
The Hogan Development Survey (HDS)
This report describes qualities that emerge in times of increased stress & can disrupt relationships, damage your reputation & derail your chances of success. By assessing dark-side personality, you can recognize & mitigate performance risks before they become a problem . . .
Motives, Values, Preferences Inventory (MVPI)
This report describes the core goals, values, drivers & interests that determine what you desire & strive to achieve. By assessing values, you can understand what motivates you to succeed & in what situations, role & environment you are the most productive . . .
TMS Team Management Profile (TMP)
The TMS Team Management Profile (TMP) is a profiling tool for personal, team & leadership development, offering a framework for creating & sustaining high performing teams. It identifies strengths and work preferences, and offers strategies to improve performance.
TMS offers a suite of psychometric profiles, and we use many of them. Have a look at them here: https://www.tmsoz.com/
Saville Professional Styles Report
Professional Styles measures motives, talents, preferred culture & competency potential, in one dynamic questionnaire. It’s high reliability and validity ensure a stronger prediction of performance and return on investment.
Saville Performance 360 Report
The report summarises responses from different raters to the 39-45 questions across a seven-point effectiveness scale, with 5 rater categories: Manager(s), Focus Person, Colleagues, Peers, and Other Stakeholders. Understand BOTH how you perceive yourself & how you are perceived by others.
Peak Performance Pyramid
Imagine training your key people in the skills they need, then the performance you hoped for never arrives. We often see HRD initiatives like this, and to overcome this ineffectiveness is the reason we developed the Peak Performance Pyramid. Using this tool we look at all the elements needed for peak performance. The Individual, the Assets available, the Actions taken, and the Environment within which these actions occur. Aligning all these allows peak performance to emerge.