COPAS - Cognitive and Potential Assessment

The COPAS is a comprehensive measure of cognition as applied in the world of work.  It can be used for the Selection process and Career Planning and Development.
The COPAS provide a Profile of the six most important Cognitive Constructs, e.g. Analytical, Original and Figurative Thinking in problem solving in practice. It also provides a measure of Accuracy with which the testee completed the test with and applies his cognitive capacity in practice.
It measures the:
  • Present Mental Ability used
  • Optimal Cognitive Development
  • Profile of “good” Cognitive Ability
  • Typical accuracy level of applying Cognitive Ability
  • Complexity level to be able to function effectively in

IP-200 - Integrity Profile - 200

The IP-200 is a comprehensive Integrity Measure in the world of work. It can be used for rolling out of a Culture of Integrity at work, Organisational Development, selection and Career Planning and Development.
The ten substructures of Integrity are:
  • Socialisation
  • Trustworthiness
  • Credibility
  • Work Ethics
  • Attitudes
  • Functional vs Dysfunctional behaviour
  • Manipulative Abuse of Power – non
  • Values
  • Transformation commitment and Management Integrity
  • Monitors lie, Consistency and Exaggeration in completion of the test

IMI - Integrity Measurement Instrument

The IMI is the shorter and simpler version of the IP-200. It is much more overt and direct in its basic approach to measuring Integrity.  The IMI can be used for enhancing Integrity, Promotions, Career Planning and Development and Screening and Selection.

PAW - Personality at Work

The PAW is the most comprehensive personality test on the market , measuring personality applicable to the World of Work. It takes approximately an hour to one and a half hour to complete, but is providing the user with conclusive information on all angles relative to the field in personality. It can be used at all levels and to serve the full spectrum of needs a user may have in the field of Personality.
The PAW can be used for selection, Development and Organisational Development and Promotions.
The Substructures measured are:
  • Doing & Work Orientation                                                
  • Self & Perception Orientation                                      
  • Thinking & Styles Orientation                                            
  • People & Relations Orientation                                        
  • Emotions & Feelings Orientation

BOP - Brain Orientation Profile

Research shows that people are born with a Left/Right Brain dominance and that can thus be classified as a genetic phenomenon. Brain dominance is not a rigid statistic nor is a person bound by the hemisphere (left/right side of brain) he/she is accustomed to using. Response to sensory input and external stimuli can change over time by changing your thinking patterns – you can learn to think using the opposite hemisphere!
The ‘left-brainers’ are typically the more rational, analytical, logical, structured, factual, detailed, scientific, numerical, serious and down to earth realistic and practical type who like order and are guided by proven principles.
The ‘right-brainers’ are typically the more creative, open-minded, flexible, unstructured, ‘free-floating’ – intuitive type who see the ‘big picture’ and is more emotional, imaginary, artistic and light-hearted (playful) in their orientation.
The BOP can be used for Selection, Career Counselling, Career Development and Team Building exercises.

BAP - Basic Aptitude Profile

The BAP forms part of a battery of two tests in the Aptitude field, namely the Basic and Comprehensive Aptitude Profiles. Both these tests have a particular role to play in this sphere. As the name implies, the BAP is more involved in the ‘groundwork’, so to speak, in that it is a much more basic instrument, determining the fundamental leaning the testee has in terms of the more primary and intrinsic abilities and attributes he possesses on which careers are build. It relies more on the essential human faculties of Cognitive and Personality rather than abilities, proficiencies, competencies, skills, knowledge and interests the person acquires as a result of specific exposures and experiences at a later stage of his life. The BAP is thus an instrument that assesses and guides the testee more in terms of the basic ‘broad stream of careers’ that his basic human capacity profile will ‘allow’ him to successfully enter into.
The basic human capacity is represented by the individual’s cognitive ability and specific profile as well as his personality orientation and specific structure/profile. The concept of Integrity is also added to the assessment process considering the fact that it also forms part of personality, that it is establishedat an early stage of the person’s life-cycle and that it is a wide and influential factor that plays an important and significant role in the testee’s career-life. It may thus not really matter if a person has the ability and basic human capacity to make a success of the particular (broad) career-stream, if he does not also possesses the necessary (minimum) Integrity orientation in practical terms.
In summary, the BAP is focusing on assessing and guiding the testee in terms of his aptitudinal orientation based on his more genetically determined human faculties (i.e., the Gifted-Profile) in his career choice in broad terms, rather than relying also on the acquired competency and interest profiles that may result from the person’s exposure and experience in later life and the more specific career choices that may flow from this .

CAP - Comprehensive Aptitude Profile

The CAP covers the ‘Career-fit-field in much more detail than the BAP, and offers its user the option to choose from the Primary facet of the career matching process (i.e., the sphere where the inherent and more generically aptitudinal-orientation forms the focus of the assessment), to the Extended facet where the candidate’s Interest Profile is added to the assessment and matching process, to finally, the third Counselling facet, where also the candidate’s Experience Profile is brought into play to cover the matching process fully. The CAP also offers a more comprehensive list of Personality attributes on the Psychological Dimensions side of the matching process in order to enhance the fit with the Career Requirements side of the matching process.
It also guides the user in the counselling process and provides a Career Index consisting of the critical job-profiles (according to the most crucial job requirements of each job) of hundreds of job/careers to hone in on the final decision-making flowing from the assessment function to the basic essential detail the concept consists of.

BIP - Basic Integrity Profile

The BIP was specifically developed from the very comprehensive IP200 for the purpose of having a condensed instrument available to ‘shortlist’ people regarding Integrity in the World of Work.
It measures:
  • Honesty
  • Dependability and Reliability
  • Work Ethic
  • Orientation to Corporate Environment and Authority / Management
  • Behavioural Disposition
  • Verifiable Factors
  • Monitors Lie –Detector, Consistency and Exaggeration

SAP - Security Assessment Profile

The SAP is a comprehensive measure of Security and can be used for: Selection
Promotion
Training
Project Management & Control
Organisation Development
Career Planning & Development

DAP - Driver Assessment Profile

This instrument is virtually similar to the SAP, but specialises in the field of driving and was especially developed to serve the Driver Fraternity in the economy of today. It is assessing the critical human factors that differentiate between people who perform the Driver function in a professional capacity (i.e., doing driving as a work/job – to earn a living by driving) in terms of a sound and multiple criteria of (work) success. The DAP deals with the ‘driver profession’ as a specific career entity in terms of the common denominators identified via objective and comprehensive research studies conducted over many years by researchers in different fields of speciality in a wide variety of economic industries (e.g., transport, mining, production, etc.) and involving drivers of virtually all types of vehicles – including trucks, tractors, taxis, busses, ambulances, fire-engines, etc. – involving ‘general’ and ‘specialised’ vehicles.

The DAP can be used for:

Selection
Promotion
Case investigation
Training
Project Management and Control
Organisational Development
Career Planning and Development

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