With hrmforce you have access to a large number of online assessments. Gain insight into the knowledge, abilities, personality, satisfaction and motivation of your staff. There are tests for every HR phase: (pre)selection, development, performance and appraisal.
Goal: Insight into behaviour, communication and collaboration, so you know how someone performs, collaborates and wants to be managed best.
Goal: Receive feedback on skills, abilities, personality and motivation.
Goal: Translate personality traits into skills and discover where someone can grow.
Goal: Clearly help understand what raises and lowers motivation.
Goal: How quickly you can understand problems, form an opinion and learn new things. From this an average level is derived: vocational, bachelor or Master.
Goal: A valid overview of which competencies need development and which are already strong.
Goal: Talent (Big Fifty) and behaviour (360 feedback) combined into four development quadrants, with concrete development tips per profile.
Goal: Based on interests, give pupils, students and employees insight into the best-fitting study programmes.
Goal: The Lencioni questionnaire is designed to help teams understand and evaluate team dynamics by measuring the presence and impact of the five dysfunctions in teamwork.
Goal: Enable organisations to design their own questionnaires using our standard questionnaires and question database, and send them to applicants and employees.
Goal: Gain insight into the extent to which someone keeps working effectively under high pressure and/or setbacks.
Goal: Gain insight into a candidate's life course to reveal starting points for coaching and development.
Goal: Gain insight into the gap between the current and ideal situation to demonstrate the need for Lean management.
Goal: Gain insight into which sectors a pupil, student or employee is most interested in, to link these results to relevant study programmes and professions.
Goal: Quickly gain insight into whether an employee and/or organisation is still sufficiently sustainably employable.
Goal: Gain insight into which complaints and problems a candidate experiences and how they deal with them.
Goal: For companies, change is an important theme. Within that framework, it is people's values that play a role. The Value Drives questionnaire sorts these values by colour and maps them out.
Goal: Provide insight into which topics and themes within the team need (extra) attention, to include them in the team development plan.
Goal: Gain insight into which competencies and behaviours the various respondent groups consider relevant for a role, as input for selection, development and appraisal.
Goal: Ask all the questions that should ideally be covered in the first interview online in advance, so the interview can gain real substance.
Goal: Provide insight into the reasons and causes of employee departures, as well as tips for improvement.
Goal: Measure how quickly a person can understand problems, form an opinion and/or learn new things.
Goal: Provide feedback (90 degrees) from a number of different perspectives. Ideal as input for the performance and appraisal cycle.
Goal: Indicate how easily an employee with a certain personality profile can demonstrate or develop specific competencies. In addition, performance in a specific role is scored.
Goal: Reliable advice on suitable and less suitable occupational groups.
Goal: Provide support in answering whether certain roles, positions or organisations match a person's career values.
Goal: Compare the presence of essential interaction factors (power/influence and personal distance/closeness) and translate these into specific communication styles.
Goal: Provide feedback (0 degrees) on an employee's own behaviour. An answer to the question of how one sees oneself.
Goal: Analyse individual behaviour in conflict situations. The test indicates to what extent a certain conflict style can be useful to someone.
Goal: Create an overview of employee satisfaction on factors such as work processes, culture, management, working conditions, career development and loyalty.
Goal: Overview of the management roles and leadership styles an employee will adopt in different situations.
Goal: Insight into how an employee approaches learning activities and what their learning preference is.
Goal: Insight into how an employee will behave or react in different situations.
Goal: Adequately request references for an application or selection procedure.
Goal: Insight into the sales skills of your top salesperson. It also provides insight into the customer's buying behaviour and the communication style of your salespeople.
Goal: Overview of the group roles an employee may or may not adopt in certain situations.
Goal: Insight into the type of employees, based on how we deal with dominance (influence versus cooperation) and emotion (feeling versus reason).
No assessments found.
Not sure yet which instrument you need? These pages explain per type what is measured and which questionnaire belongs to it.