FiT In™: Personality at Work
Are you looking for a personality test which is:
- scientifically solid?
- accurate?
- easy to relate to competency models?
- instead of labeling people, it rather motivates for development?
If you answered yes to the questions above, you probably
have found a suitable tool on this web site. FiT In™
Professional Personality Profile, the "Five Trait Inventory"
is an advanced personality test, based on the "Big Five"
theory, including 25 traits, and developed for corporate HR
use. FiT In™ is an HR development tool, it helps your
key staff achieve higher self-awareness and personality development.
It also provides an effective selection reference tool, in
short, FiT In™ helps select those people that can best
work and grow with your organization.
Application fields:
- Development needs analysis
- Training and coaching
- Assessment centers
- Recruitment
- Selection
- Career planning, succession planning
Major benefits:
- Higher self-awareness
- Realistic personality development objectives
- Better recruitment decisions
- Increased performance due to better person - job fit
- Enhanced performance due to the right blend of personalities
within work teams
- Increased effectiveness due
to selection of suitable leaders
Features:
- Efficient measures to prevent
manipulation of results by test takers
- Instant reports with charts
- FiT In™ can be administered by HR
Managers themselves
- Training and resources are available
to efficiently integrate FiT In™ into HR practices
FiT In™ is an advanced psychometric test combining
best practices of psychometrics with the requirements of modern
corporations. FiT In™ combines the “Big Five”
robust psychological model with thorough profiling of typical
white collar jobs.
The “Big Five” personality model has become widely
accepted and acknowledged as the common framework for personality
research since the 1990s, and it is the leading personality
theory today. Many of the currently published Organizational
Behavior textbooks already use the “Big 5” terminology
to illustrate personality issues at work. FiT In™ utilizes
26 facets of the "Big Five" to create sophisticated
profiles.
The FiT In™ test was developed in Shanghai, China,
and it's localized as much as possible to meet Chinese conditions.
Personality testing faces special challenges in China, because
Chinese culture is less tolerant towards differences and people
attach stronger value judgments to such differences than in
the West. This is the main reason for choosing the forced-choice
questionnaire format of FiT In™. The questionnaire passed
a thorough validation process and is also validated by the
hiring success of clients.
FiT In™ measures the differences between item responses
of individuals, and analyzes these differences with the purpose
of predicting behavior in work situations. This personality
analysis provides HR professionals with insights into the
personality of the test taker and allows for a more objective
comparison between individuals. The FiT In™ test was
developed specifically for HR use, which clearly differentiates
it from most other personality instruments. The inventory
items and descriptions are all focused on providing accurate
employee profiles, which can be utilized for predicting long-term
job performance.
FiT In™ comes with a comprehensive User Manual, Test Administrator Training and a Job Profile booklet containing ideal target profiles for the most typical corporate jobs.
Further information:
FiT In™
Background
What is the advantage of FiT In™ - Comparison with other tests
|
DISC® |
MBTI® |
16PF |
FiT In™ |
Origin |
Developed in the 1930’s in the USA, by William Moulton Marston |
Developed in the 1940’s in the USA, by Katharine Cook Briggs and Isabel Briggs Myers based on the personality theory of Carl Jung (1921) |
Developed in the 1940’s in the USA, by Cattell James |
Developed 2001-2003 in China based on the latest advancements in personality testing (Big 5 and fundamental factor-analysis research by Samuel Goldberg (1993)). |
Psychological model |
4 Dimensions that establish 16 typical Patterns |
4 Dimensions that establish 16 Types |
16 factors that establish a continuous comprehensive profile |
26 specific Scales grouped in 5 broad Dimensions to establish a continuous comprehensive profile
|
Resolution |
Type-model
Patterns are rough, each pattern broad and complex.
Therefore, if a person does not belong very clearly to one pattern, interpretation becomes difficult, because it is hard to grab the meaning of mixed types. |
Type-model
Types are rough, each type broad and complex.
Therefore, if a person does not belong very clearly to one type, interpretation becomes difficult, because it is hard to grab the meaning of mixed types. |
Trait- Model.
Each trait is independently defined. |
Trait-Model.
Each scale is independently defined. This way FiT In®
is capable of generating an original, unique, and distinctive
Profile for virtually every Human Being on the Planet.
|
|
DISC® |
MBTI® |
16PF |
FiT In™ |
Purpose |
Identifying certain emotional reaction-patterns a person shows in certain environments. Mainly self-oriented perspective. Results shall help the individual to better cope with his/her own patterns. |
Identifying the basic way a person behaviourally and intellectually approaches his/her environment. Mainly social approach. Results shall help a person to better get along especially with other people. |
Identifying
the mental health and preferences a person shows in
everyday life. Mainly social approach. Results shall
help a counselor to better know the individual behaviour.
|
Designed
to support the HR Management processes of modern corporations.
Identifying work related behaviour-patterns
and tendencies. Social as well as self-oriented
approach.
Results shall help both the company and the person to
recognize and realize his/her real professional potential. |
Corporate Fields of use |
Self-Management |
Self- and Team-Development |
Self-Development and mental diagnosis. |
Recruitment, Succession-Planning, Self- and Team-development |
Summary |
Long
and well established tool with widespread additional
publications. But as being developed in the USA of the
1930s it is kind of the Ford T-Model of Personality-Tests.
Further there is no possibility for customizations. |
Long
and well established tool with widespread additional
publications. But as developed in the USA of the 1940s
it faces similar limitations as DISC: Maybe the VW Beetle
of Assessment. Also no possibility for customizations.
Not recommended for recruitment. |
Long
and well established tool with widespread additional
publications. But the main usage is to help counselor
and psychiatrist.
No (legal) Chinese norm, and not recommended for recruitment. |
An advanced and modern Test, developed in China with a broad spectrum of corporate applications and special reports in key areas of recruitment and HR-development.
Web based, on-line system. Comprehensive user manual, user training and additional consulting is available.
Customizable by the original authors. |
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