Page 45 - DRG HR HANDBOOK- Nikita Pillay
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Individuals: understand your strengths and styles. This report provides detailed descriptions
development areas to improve job/career of the candidate’s natural behaviour style as
prospects, leadership style, decision making well as behaviour modification in work and other
approach, people skills. contexts. Natural competency style and fit to generic
competencies are provided in this report as well.
The PDA Assessment does not qualify behavioural
Detailed information regarding strengths and possible
profiles as “good or bad”; it describes the evaluated
areas of development (strengths that become
individual’s behavioural characteristics.
overused) is given as well as information regarding
The PDA behaviour profile is defined in terms of: environment factors that are required to keep the
candidate engaged and motivated.
Risk – the degree to which a person tends to take
risks to achieve results
JOB FIT REPORT:
Extroversion – the degree to which a person
Provides details of the candidate’s fit to a pre-
desires/is inclined to interact with other individuals,
determined (either system generated or customised)
persuade and please people in order to achieve
job profile. Details regarding the fit to the different
results
competencies required for success in this job role are
Patience – the degree to which a person tends to
provided as well as overall percentage job fit.
respond in a patient and peaceful manner in order
to achieve results
GROUP JOB FIT REPORT:
Compliance – the degree to which a person
Provides percentage fit of various candidates to a pre-
requires to conform to norms and procedures in
determined (either system generated or customised)
order to achieve results
job profile. Fit to more than one job profile can also
The PDA assessment enables one to: be provided and average fit for each candidate to the
group of job profiles used in the comparison is g.iven
Assess three core areas: behaviour, energy, and
in percentage format.
emotional indicators
Analyse the competencies of individuals and teams
COMPETENCY REPORT:
Recruit the best candidates for the role/job
Provides a percentage match of a candidate (based
Assess competency frameworks and skills-gaps
on his/her natural behavioural style) to a set of system
Provide guidance for effective succession planning generated or customised competencies. The system
Develop leaders and leadership skills contains generic, agile and entrepreneur competencies.
Design career development plans for employees
GROUP COMPETENCY REPORT:
Identify communication and conflict styles
Provides a percentage match of a group of candidates
Improve self-awareness and emotional intelligence
(based on his/her natural behavioural style) to a set
Enable personal growth and development
of system generated or customised competencies.
The PDA has a 90% reliability rate, is scientifically verified, The system contains generic, agile and entrepreneur
has ISO9001 certification, meets U.S. Equal Employment competencies.
Opportunity Commission (EEOC) requirements and is
GROUP TRENDS REPORT:
internationally validated by the American Institute of
Business Psychology (AIOBP). Provides the average behavioural trend of a group of
candidates assessed on the 4 axes in the PDA and
TYPES OF REPORTS
gives an average energy balance reading for the group.
PDA REPORT: Details of the group spread in the four quadrants is also
A comprehensive behavioural report detailing the provided as well as the average range of behaviour
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candidate’s leadership, sales and communication modification occurring within the group.
