HR Research

HR Profiles is currently developing two simulations, one for entry-level, the second for middle- to senior-level management. We are looking for organizational sponsors to participate by providing managers who would both take the simulation and be evaluated by their boss using a brief rating instrument that we provide.

As a test publisher, HR Profiles is committed to on-going research and development of new and existing products. We are presently focusing much of our research attention on simulation testing, an approach to assessment that is highly valid, defensible, and realistic. These products can be used for selection but are also ideal for training and development. We describe below one of the ways in which your organization might participate in our research efforts. Contact our research and development department for more information.

Encompass Simulation™ (Level II) Middle to Senior Management
Competency-Based, Behavioural Assessment

This middle- to senior-level management simulation combines the realism and behavioural measurement of an in-basket exercise with the reliability of a standardized test. Participants find it to be engaging, realistic, and challenging.

Taking place in an organization called Westview Arts, the participant steps into the shoes of a manager who must deal with a variety of problems and challenges. As they deal with those challenges, they reveal both their style as well as their knowledge, skill, and capacity.

The Encompass Simulation™ measures 12 competencies organized into three broad factors:

I. Working with People Team Development Individual Development Collaboration Relationship Development	II. Thinking and Planning Commercial Orientation Analysis and Judgment Work Management Written Communication
III. Envisioning and Managing the Future Vision Change Making Strategic/Systemic Thinking Creativity Vision

The participant is profiled on each competency with respect to:

1. Orientation - The likelihood that they will engage in certain behaviours related to this competency
2. Performance - Their knowledge, skill, and capacity in the competency area

In its current form, the Encompass Simulation™ takes roughly 2 hours and 45 minutes to complete. It is comprised of four sections, each designed to measure aspects of management and leadership orientation and performance.

Participants assume the role of Kelly Maywood, Manager of Operations at Westview Arts. It is a generalist role with many (and diverse) responsibilities. The participants review the contents of their "in-basket" and various background materials (organization chart; a brochure on the organization) and then respond to a series of questions and exercises presented in the five sections of the simulation. They deal with issues ranging from interpreting and analyzing a budget, outlining a plan for team development and performance management, to dealing with a possible merger.

Your Commitment … Provide us with at least 20 managers from your organization.
Allow us to administer the Encompass Simulation™ to at least 20 managers and collect performance information on the participants from their managers (using a structured rating form that we provide) and there is no charge for the organization to participate.

Our Commitment ... We will provide…

1. Individualized feedback reports to all participants,
2. An organization feedback report profiling results for all participants; a useful report for your training department to assist in identifying developmental needs for your managers.

We are in the early stages of piloting the instrument. It will be available for use as a selection tool, once our research is complete and we are able to refine the instrument and document its reliability and validity.

Once the simulation has been developed, scoring and feedback of results will typically take place within 2 to 3 working days.

Look for the 2001 winter edition (Volume 4, Number 2) of PeopleTalk, a publication of the British Columbia Human Resources Management Association (HRMA) for an article on simulation testing by one of our industrial psychologists.

Click here to read the article