The 57th Annual General Conference of the Nigerian Bar
Association (NBA) is themed with a laser focus on “African
Business: Penetrating through Institution Building”. It is
pertinent to note the underlying direction here: “strategic
development and growth implementation”.
Institution building, beyond capital, resource availability and
network expansion, demands critical approach to the development of
a key component in the reinforcement of the structural integrity of
an organisation: Human Resource.
Both ability testing and personality assessments are big
businesses today as organisations, more than ever, seek competency
in efficiency and effectiveness of staff output. Needless to say,
it has become necessary now with the current impact of the state of
the economy on businesses. Hence, the need for evaluation measures
for the enhancement of recruitment processes and optimization of
further evaluation in human resource in psychometric
assessments.
Psychometric tests help to identify a person’s skills, knowledge
and personality. They’re often used during the preliminary
screening stages, or as part of an assessment. They’re objective,
convenient and strong indicators of job performance; making them
very popular with large recruiters. The majority of psychometric
testing is completed online, though some paper questionnaires
remain.
There are two main types of psychometric testing: personality
tests and aptitude tests.
Personality tests explore your interests, values and
motivations, analysing how your character fits with the role and
organisation. They analyse your emotions, behaviours and
relationships in a variety of situations.
Aptitude tests assess your reasoning or cognitive ability,
determining whether you’ve got the right skill-set for a role.
Usually administered under exam conditions, you’ll often be given
one minute to answer each multiple choice question. Your
‘intelligence’ levels are compared to a standard, meaning that you
must achieve a certain score to pass.
A key feature of the #NBA2017AGC is the replacement of
conference bags and materials with electronic Tablets, which come
preinstalled with electronic law reports and other precedents for
the benefit of the Nigerian lawyer.
It is pertinent to note that the Electronic Tablets will, among
other useful applications, be pre-installed with psychometric
tests, provided by Thomas International in partnership with
Phillips Consulting Limited (PCL).
Founded in 1992 and headquartered in Nigeria, Phillips
Consulting Limited (PCL) is a leading business and management
consulting firm, serving clients across Africa through offices in
Lagos, Abuja and Johannesburg. For 25 years, its integrity and
proficiency in designing systems to manage people has enabled it
gain a reputation for quality in the services provision.
Thomas International … with the mantra “Your Business, Your
People, but BETTER” is the largest independent assessment company
in the world with more than 32,000 companies using its assessment
tools in 60 countries globally; which is utilised to empower
business leaders to transform the performance of their individuals
and teams – and deliver an immediate impact on their
organisations.
Thomas International conducts PPA (Personal profile
analysis), a behavioural assessment that provides an accurate
insight into how people behave at work. It provides the real
answers to questions such as:
– What are this person’s strengths?
– Is our business playing to this person’s strengths?
– Which limitations will impact on their ability to be
successful?
– Will this person be successful in a role that is technical,
quality or standards focused?
– Does this person drive for results?
– Can this person work with and through people?
– Will this person excel in a service, support or specialist
role?
Thomas International and PCL will be leading a working session
on how to successfully conduct these psychometric tests, during the
Conference and precisely on Monday, 21 August, 2017 at 10.30am.
How well do you know yourself?
How well do your employers know you?
How well do you know your employees?
How well are you matching your employees to responsibilities for
optimal results?
These and more are key indices for building the institutions
that will remain strong and vibrant tomorrow. We enjoin everyone to
be a part of this most ingenious session for their personal
enhancement and development.
Welcome to the #NBA2017AGC … This is indeed … #ABraveNewBar.
… Please visit the conference website for more information on
the conference and the showcase events… www.nbaconference.com
The 57th Annual General Conference of the Nigerian Bar
Association (NBA) is themed with a laser focus on “African
Business: Penetrating through Institution Building”. It is
pertinent to note the underlying direction here: “strategic
development and growth implementation”.
Institution building, beyond capital, resource availability and
network expansion, demands critical approach to the development of
a key component in the reinforcement of the structural integrity of
an organisation: Human Resource.
Both ability testing and personality assessments are big
businesses today as organisations, more than ever, seek competency
in efficiency and effectiveness of staff output. Needless to say,
it has become necessary now with the current impact of the state of
the economy on businesses. Hence, the need for evaluation measures
for the enhancement of recruitment processes and optimization of
further evaluation in human resource in psychometric
assessments.
Psychometric tests help to identify a person’s skills, knowledge
and personality. They’re often used during the preliminary
screening stages, or as part of an assessment. They’re objective,
convenient and strong indicators of job performance; making them
very popular with large recruiters. The majority of psychometric
testing is completed online, though some paper questionnaires
remain.
There are two main types of psychometric testing: personality
tests and aptitude tests.
Personality tests explore your interests, values and
motivations, analysing how your character fits with the role and
organisation. They analyse your emotions, behaviours and
relationships in a variety of situations.
Aptitude tests assess your reasoning or cognitive ability,
determining whether you’ve got the right skill-set for a role.
Usually administered under exam conditions, you’ll often be given
one minute to answer each multiple choice question. Your
‘intelligence’ levels are compared to a standard, meaning that you
must achieve a certain score to pass.
A key feature of the #NBA2017AGC is the replacement of
conference bags and materials with electronic Tablets, which come
preinstalled with electronic law reports and other precedents for
the benefit of the Nigerian lawyer.
It is pertinent to note that the Electronic Tablets will, among
other useful applications, be pre-installed with psychometric
tests, provided by Thomas International in partnership with
Phillips Consulting Limited (PCL).
Founded in 1992 and headquartered in Nigeria, Phillips
Consulting Limited (PCL) is a leading business and management
consulting firm, serving clients across Africa through offices in
Lagos, Abuja and Johannesburg. For 25 years, its integrity and
proficiency in designing systems to manage people has enabled it
gain a reputation for quality in the services provision.
Thomas International … with the mantra “Your Business, Your
People, but BETTER” is the largest independent assessment company
in the world with more than 32,000 companies using its assessment
tools in 60 countries globally; which is utilised to empower
business leaders to transform the performance of their individuals
and teams – and deliver an immediate impact on their
organisations.
Thomas International conducts PPA (Personal profile
analysis), a behavioural assessment that provides an accurate
insight into how people behave at work. It provides the real
answers to questions such as:
– What are this person’s strengths?
– Is our business playing to this person’s strengths?
– Which limitations will impact on their ability to be
successful?
– Will this person be successful in a role that is technical,
quality or standards focused?
– Does this person drive for results?
– Can this person work with and through people?
– Will this person excel in a service, support or specialist
role?
Thomas International and PCL will be leading a working session
on how to successfully conduct these psychometric tests, during the
Conference and precisely on Monday, 21 August, 2017 at 10.30am.
How well do you know yourself?
How well do your employers know you?
How well do you know your employees?
How well are you matching your employees to responsibilities for
optimal results?
These and more are key indices for building the institutions
that will remain strong and vibrant tomorrow. We enjoin everyone to
be a part of this most ingenious session for their personal
enhancement and development.
Welcome to the #NBA2017AGC … This is indeed … #ABraveNewBar.
… Please visit the conference website for more information on
the conference and the showcase events… www.nbaconference.com