文档内容
Dimensions Report
Name Sample Person
Date of Report: 05/07/2016
Trait Profile 3
Narrative Report 5
Also Recommended: Trait and Indicator Profile
Who could use components of this report: What can components of this report be
p used for:
Coaches
n
Individual development
j
HR professionals
A
Internal resourcing
i
Trained practitioners
B
Leadership development
k
Line managers
m
Recruitment
Assessment Dimensions
Completed date 19/03/2010
Language English (UK)
© Korn Ferry 2016. All rights reserved.Sample Person | Report generated on 05/07/2016
Introduction
Dimensions is an online personality questionnaire. It assesses and reports how individuals perceive their
behaviours at work in relation to three key areas: people and relationships, tasks and projects, and drives
and emotions.
Talent Q Dimensions Framework
u u u
e f g
People and Tasks and Drives and
Relationships Projects Emotions
How the individual will How the individual will How the individual will
work with others and manage tasks and projects deal with emotions, cope
handle relationships at with change and manage
work their energies
It combines valuable information, scientific rigour and ease of use for the line manager, HR professional,
coach or trainer, and supports important talent decisions and development discussions. Inspired and
developed by one of the pioneers in occupational testing – Roger Holdsworth – Dimensions draws on over
five decades of experience in personality at work.
Personality drives performance
Personality influences the way people behave, which in turn impacts their performance and success in the
role.
Cognitive Ability
Personality
Behaviour Performance
Skills & Experience
Motivation
By using this report, you can gain scientific and objective insight into how an individual is likely to behave in
the workplace. This insight helps organisations to:
a make better selection decisions
a develop individuals and teams
a identify high potential individuals
a improve performance and profitability.
Best practice across the talent lifecycle
With just a single completion of the questionnaire, data is provided that can be interpreted for a wide range
of applications: recruitment, selection, identification of high potential and individual, team and leadership
development. It provides a number of user-friendly reports that can be combined as required; not all reports
are appropriate for all applications. The reports contain practitioner guidance and are available in a number
of languages, enabling consistent assessment across different geographic regions.
Talent Q
2
Dimensions
© Korn Ferry 2016. All rights reservedSample Person | Report generated on 05/07/2016
Trait Profile
e
People and Relationships
Is independent of other people, able to keep secrets and Communicative Has a wide network of contacts, communicates openly with
avoid exposing their own feelings, can work on their own others, can maintain relationships, prefers working in a
11 2 3 4 5 6 7 8 9 10 team
Prefers following to leading, is reasonable and gentle in Influencing A natural leader and enjoys having responsibility for others,
negotiations, readily accepts orders and instructions from a dominant and forceful character, tough negotiator, can
others 1 22 3 4 5 6 7 8 9 10 sell products or ideas to others
Behaves in a low-key and discreet manner, is wary of new Socially Confident Is socially skilled, with charm and charisma, takes the
acquaintances, avoids being talkative or mixing too much initiative in making contacts, fits in with a wide range of
socially 1 2 3 4 5 66 7 8 9 10 people, good at presenting and public speaking
Leaves other people to themselves and their own devices, Supportive Is supportive and helpful towards other people, develops
is tough-minded, avoids getting involved in other people's and encourages others, devotes time to helping people in
problems or taking a service role 1 2 3 4 5 6 7 8 99 10 difficulties, enjoys giving and meeting other people's needs
Can operate without having to seek the views of others, Consultative Is a good listener and an agreeable person, consults with
lets others know when not in agreement, can go their own others, interested in other people's motives and behaviour,
way independently 1 2 3 4 5 6 7 88 9 10 tolerant of different perspectives and opinions
f
Tasks and Projects
More intuitive than analytical, avoids over-reliance on facts Analytical An analytical problem-solver, with relevant information at
and hard information, sceptical about numbers and their finger-tips, able to see pros and cons, good at working
statistics 1 2 3 44 5 6 7 8 9 10 with numbers and handling statistics
Prefers operating at a tactical or operational, rather than Conceptual Contributes to the development of strategy, a "visionary",
strategic level, concentrates on practicalities and avoids understands different perspectives on complex issues, and
theorising 1 2 3 4 55 6 7 8 9 10 relevant theoretical models
Prefers "tried-and-tested" ways, rather than needing to Creative Curious and inquisitive, always seeking and generating new
innovate, content with a job that has little creative scope, ideas, with an active imagination, readily embraces radical
has conventional rather than radical ideas 11 2 3 4 5 6 7 8 9 10 ideas and approaches
More spontaneous than structured, opposed to any form of Methodical Believes in methodical and procedural approaches, plans
bureaucracy, not overwhelmed by detail and organises tasks, structures own work efficiently, gives
1 2 3 44 5 6 7 8 9 10 due attention to accuracy
Can "bend" rules and regulations which they find limiting, Conscientious Conscientiously follows rules set down for their work,
avoids rigid adherence to deadlines, is able to make small honours any promises, deadline or commitments made,
mistakes and get away with them 1 2 3 4 5 6 7 8 99 10 believes in ethics and values
g
Drives and Emotions
Understands when fear or anxiety are appropriate, capable Relaxed Calm and relaxed, able to cope with stress, retaining
of showing frustration, sensitive to criticism, affected by composure in emotionally charged situations, thick-skinned
others' views of them 1 2 3 44 5 6 7 8 9 10 and able to accept criticism
More realistic than optimistic, avoids taking too rosy a view Resilient Always sees the positive aspects of a situation, copes well
of the future, accepts blame when appropriate, and takes with any problem, avoids blame and self-criticism, resilient
time over coming to terms with failures 1 2 3 4 5 6 7 88 9 10 and bounces back quickly from setbacks
Resists change for the sake of change, behaves stably and Flexible Adapts flexibly to new challenges and circumstances, able
conforms to a predictable pattern, happy with routine and a to change behaviour to match new circumstances, thrives
static environment 1 2 3 4 5 6 77 8 9 10 on variety and frequently changing environments
Prefers to work at a leisurely pace, avoids a hectic or Decisive & Action-oriented Has a high level of energy and stamina, gets things done,
frenetic style, considers all likely consequences before makes rapid decisions even when short of information,
taking decisions, avoids taking unnecessary risks 1 2 3 4 5 6 77 8 9 10 enjoys risk and a fast pace of work
More concerned with quality than with quantitative targets, Achievement-oriented Motivated by achievement, with a high ambition to succeed
seeks a good work-life balance, avoids behaving in a against all odds, puts their work and career before other
competitive manner 11 2 3 4 5 6 7 8 9 10 aims in life, thrives on competition
Talent Q
3
Dimensions
© Korn Ferry 2016. All rights reservedSample Person | Report generated on 05/07/2016
h
Response Styles
Tendency towards self-critical responses: the profile might Self-presentation Tendency to present self positively, or genuine high degree
do the subject less than full justice of self-confidence. Interpret the profile with some caution
1 2 33 4 5 6 7 8 9 10
A relatively flat profile: relatively little differentiation Profile-Spread Accentuated profile, with clear relative strengths and
between traits, possible inconsistency or lack of weakness or development needs
self-awareness 1 2 3 4 5 6 7 8 9 1100
Narrow range of ratings used, with tendency to avoid Rating-Spread Wide range of ratings, including frequent use of extremes
extreme ratings
1 2 3 4 5 6 7 8 99 10
Talent Q
4
Dimensions
© Korn Ferry 2016. All rights reservedSample Person | Report generated on 05/07/2016
Narrative Report
e
People and Relationships
The first section provides insight into her style in working with others and handling relationships at work.
She seems to be rather a private and serious sort of person. She may prefer to work on her own, rather than with other people. She
appears to prefer her own company, and may at times tend to rely too much on her own resources.
Although reasonably confident of herself in social situations, she does not seem to see herself as a leader. She may lack the
necessary influencing skills, and probably does not aspire to lead in any case.
She appears to be a very sensitive and kind person, and also to have a good understanding of other people's needs. She seems to
be a good listener, and her helpful, tolerant and considerate attitude is likely to be very much appreciated by others. She is
diplomatic, and it is probable that she rarely shows her disagreement with other people's opinions.
f
Tasks and Projects
This section explores her thinking style and how she manages tasks and projects.
She appears moderately interested in ideas, and could well be capable of making some contribution at an abstract level or in dealing
with complex issues. But perhaps she needs to develop her feeling for numbers and statistical data further, in order to give her ideas
a better foundation.
She does not seem to see herself at all as a creative person, and may also rather lack curiosity. She is likely to prefer conventional
techniques to more innovative ones, which she may even consider unwelcome.
Although she appears to be highly ethically minded, and to believe strongly in complying with every rule and deadline, her
responses suggest that she is actually rather more spontaneous in her own behaviour, and - if this is confirmed - could sometimes fail
to live up to the rules she professes to value.
g
Drives and Emotions
The third section is about dealing with emotions and coping with change, and it also deals with energies.
Although seemingly quite an anxious person, with a good deal of personal sensitivity, she appears to possess good resources in
terms of resilience, allowing her to cope well with emotional problems. She should be able to recover quite quickly from any
setbacks or disappointments, and to put a "brave face" on any difficulties.
The pattern of responses is that of someone who enjoys new situations, and should be quite an adaptable sort of person. She does
not appear to have much trouble in adapting her behaviour or attitudes in the light of new information or changing circumstances.
She appears to enjoy making decisions, even if there is some risk involved. She also seems energetic and to be someone who likes
to get a lot of things done. However, she may dislike having to compete with others and is apparently not at all driven by the need to
achieve particular targets or career milestones, so that her energy may not always seem focused enough.
h
Response Styles
Self-presentation: She responded to the questionnaire in a rather modest manner, compared with most other people.
Profile Spread: this is a highly accentuated profile, with very clear relative strengths and weaknesses. It may even seem to be a slight
exaggeration of her high and low points.
Use of the range of ratings (on the scale from "completely untrue" to "very true") of individual behaviours: She used the whole
breadth of the available ratings, with frequent use of the extremes of the scale.
Ties (giving the same rating to more than one behaviour in a block of group of four behaviours): She completely avoided giving the
same rating to more than one behaviour in a block.
The time taken overall (including any breaks that may have been taken): somewhat less than the average. She did not appear to take
any breaks during completion of the questionnaire.
Talent Q
5
Dimensions
© Korn Ferry 2016. All rights reservedReport language: English (UK) (1)
Dimensions language: English (UK) (1)
Dimensions version: 14
Elements norm: 3
Role profile Id: 13588
Created by: GetFeedBackTrial
Candidate username: YJAZ2664
About Korn Ferry
Korn Ferry is the preeminent global people and organizational advisory
firm. We help leaders, organizations and societies succeed by
releasing the full power and potential of people. Our nearly 7,000
colleagues deliver services through our Korn Ferry and our Hay Group
and Futurestep divisions. Visit kornferry.com for more information
© Korn Ferry 2016. All rights reserved.
This Assessment Report (this “Report”) is being delivered and disclosed to the client organization
retaining Korn Ferry (the “Client”) pursuant to its engagement agreement with Korn Ferry. By
accepting receipt of this Report, the Client agrees that (a) it will treat the Report and all of the
information contained in the Report as private and confidential and will use the Report only for the
purposes for which it was obtained; (b) it will maintain complete control over this Report and the
information contained in this Report; and (c) it will otherwise hold and use this Report, and all of the
information contained in this Report, in compliance with all applicable laws, including all applicable
data protection and privacy laws.
This report is derived from the TalentQ Dimensions personality assessment, which explores the
respondent’s personality in relation to employment. The respondent’s results are compared with a
standardisation comparison group. The questionnaire is a self report measure and as such the
results represent the respondent’s self perceptions. This report has been computer generated. Korn
Ferry do not guarantee that the report has not been modified. The use of TalentQ Dimensions is
restricted to individuals authorised by Korn Ferry.
