by Angelline Ong
Helping You & Businesses Grow
Conceptual Org-Mentor for Human Capital
As an employer, the DISC & GIA assessment serves as an accurate tool for hiring as well as evaluating the employee. It accurately describes each individual’s characteristics and how they will react to the work environment. This is very important as employers will want to get the most of out each employee and by placing them in a job function that is suitable to traits listed in the DISC & GIA assessment, it is a win-win situation for both the employer and employee. The employer can ensure that the employee is performing at his optimum while the employee will be able to work in a role that he thrives in.
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On the other hand, the employer can also use the DISC & GIA assessment to identify weaknesses in the employee and help the employee in these areas. Ideally, once the employer is able to understand why the employee is unable to perform as required under certain circumstances due to the employees natural traits, the employer will then be able to reallocate job functions that are more suited to the employee or help the employee with any difficulties faced if reallocation of jobs are not available.
About Thomas
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Over the past 30 years Thomas International has become a global provider of objective management systems, which assist organisations to manage their employees during each stage of the HR life-cycle. We have a presence in over 60 countries, and the behavioural assessment tool is available in 56 different languages. Angelline is accredited through Thomas International to utilise the Thomas Tools.
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The Thomas Tools include:
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D.I.S.C. Assessment (Thomas PPA)
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General Intelligence Assessment (Thomas GIA)
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DISC Psychometric Assessment (Thomas PPA)
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‘The DISC assessment very accurately identifies my behavioural and working traits that I will demonstrate under different circumstances. It enabled me to identify my strengths and weaknesses by detailing how I react and what others perceive of me in various situations. This not only provides me with information on how to use my strengths to my advantage but also on how to develop on my weaknesses for self improvement.
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Overall, I strongly recommend the DISC assessment to anyone who wants a comprehensive understanding of their own characteristics and behavioural traits, especially for the working environment. It will enable the candidate to build on their strengths and improve on their weakness in the greater aim of achieving more within an organization.
Mr. Lim Chee Sen
Manager of Northern Territory – Silk Air (S) Pte Ltd
The Thomas Emotional Intelligence Questionnaire tells you how well your people understand and manage their emotions, how well they interpret and deal with the emotions of others, and how they use this knowledge to manage relationships.
Emotionally intelligent people have self-awareness, are excellent communicators and can adapt their behaviour to a variety of situations. As a result, they are more likely to have the edge they need to lead, manage, and perform in today’s competitive and complex marketplace. They are also adept at dealing with stress, low morale, conflict and change.
The TEIQue will help you identify the external candidates and employees who can thrive in a dynamic, changing environment. It can also identify the areas your people need to develop going forward. And because emotionally intelligent managers have fine-tuned people management skills, their teams tend to perform well, they’re motivated and have high morale, which contributes to staff loyalty and high retention.
This assessment provides you with a report and will help you answer questions, including:
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How aware is this person of their strengths and limitations?
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To what level does this person modify their behaviour to suit changing situations?
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How does this person react to pressure?
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Can they control their impulses when under stress?
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How sensitive is this person to other people’s emotions?
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Do they excel at developing relationships?
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How self motivated and adaptable is this person?