PACKAGES & RATES

Companies are wasting vast sums of money recruiting and training the wrong individuals.

More effort should be spent on getting the right individuals into the right positions. Money should be spent on making quality decisions about human resources.

Quality of human resources is one of the most critical success factors in any company. This includes not only staff contribution to the work at hand, but also the quality of staff as human capita, and more specific as psychological capital, of a business.

Successful human resources starts with employing the right people and then keeping the right people engaged and committed. It’s all about getting the right people on the bus in the first place, and then making sure each person is indeed sitting in the right seat. With this is place, a company will be successful going forward.

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The CFSI takes ±45 minutes to complete

Once the CFSI has been completed, you will have instant access to 12 graphs and reports that enable you to match people to jobs, sift CV’s, manage, coach, develop and train people.

• Work Values. A comprehensive report on 21 work values to indicate an individual’s motivators and de-motivators in the working environment.

• Leadership Qualities. Indicates an individual’s leadership and problem-solving abilities.

• People-orientated qualities. Gives an indication of an individual’s social competence.

• Task-orientated qualities. Gives an indication of an individual’s self-management.

• Self-orientated qualities. Gives an indication of an individual’s self-awareness.

• Positive psycho-social functioning. Indicates how effective an individual is functioning and how he/she is coping under stress.

• Negative psycho-social functioning. Indicates the impact of an individual’s frustration, stress and helplessness on his/her positive functioning.

• Emotional functioning. Gives an indication of an individual’s emotional functioning.

• Self-perception. Gives an indication of an individual’s self-perception.

• Interpersonal functioning. Gives an indication of an individual’s interpersonal functioning.

• Organizational functioning. Gives an indication of an individual’s organizational functioning.

• Fields of Interest. Gives an indication of an individual’s fields of interest.

Matrix Report

• The Matrix report is a feature that enables you to compare the corporate functioning of respondents quickly and efficiently within a table format.

• This enables you to quickly identify possible contradicting functioning areas in a specific section of the organization.

The Corporate Behavioural Functioning Inventory (CFSI) is a functioning and behavioural profile that provides an accurate insight into how people function and behave. It provides, amongst others, real answers to the following:

• Talent Management

  • As a scientific assessment scale, the CFSI identifies the optimal development opportunities for talent, attracts, deploys, develops, retains, and optimizes the appropriate talent requirements as identified in the workforce plan to ensure a sustainable organization.

  • Defines and develops leadership competencies in alignment with organizational values.

  • Supports effective talent management regarding recruitment and selection.

  • Reduces the cost and risk of recruitment and speeds up the process that will bring the biggest benefit to the organization.

• Risk Management

  • Identifies people risks (uncertainties and opportunities) that can either have a positive or negative effect on the realization of the objectives of an organization.

• Retain

  • Reduces staff turnover by identifying that which motivates and engages your staff.

• Workforce Planning

  • The CFSI will help managers spend less time managing poor performers and more time motivating top performers by ensuring them working on behavioural issues.

  • Identifies and analyzes organizational workforce needs.

  • Identifies the job value profile used for recruitment.

  • The person-job fit is optimized by utilizing scientific assessment and selection processes.

  • By utilizing scientific assessment, the organization ensures that the selection process fits the organization’s value culture.

  • The use of assessment scales ensures that information supporting the selection decision is objective.

• Employee Wellness

  • Use assessment scales to provide a framework for conflict resolution.

  • Identify employees who are unable to function effectively and need therapy