• If you are looking for some initiative or tool that will help to re-connect and re-engage your team after a long period of working remotely or being absent from the workplace, this is the solution! As a manager, you can use the report to form the basis of a re-boarding / engagement conversation with your team to explore what changes may need to be made in the working environment and relationship going forward. A 30 minute debrief is included in this price to help you understand how to read and interpret the report.   If you want to buy these reports for your full team, just purchase a multiple of reports and the link provided will work for the number of reports you buy. We will then do a joint debrief of the results so you get a full picture review of your team allowing a summary discussion during the call on suggested follow on actions. View a sample of this report here
  • Behaviours (DISC) and Driving Forces Assessment and Report. Click here to view a Sample Recruitment Report. Recruitment is arguably the most important business function of all. In our global knowledge economy, the only true source of competitive advantage lies in recruiting the best talent. As popular management author Jim Collins notes, “Leaders of companies that go from good to great start not with ‘where’ but with ‘who’. They start by getting the right people on the bus, the wrong people off the bus, and the right people in the right seats”. Assessment tools help to identify which candidates have the best compatibility for a given job as well as the company culture. The primary purpose of this information is not to make the hiring decision on behalf of the manager, but to help validate or challenge the information provided by the candidate on paper and during the interview process. After your purchase, you will receive a link with the Assessment Questionnaire. After the Assessment Questionnaire is completed, you will receive the report via your email and a link to book your 30 minute Debriefing session.  
  • Behaviours (DISC), Driving Forces and Personal Skills Assessment and Report. Click here to view a Sample Recruitment Report. This report is a level two recruitment/ coaching assessment. It includes the baseline DISC and Driving Forces report but adds an additional dimension to assess personal skills (competencies).  In recruiting new team members or building our competence through coaching and development, we are seeking to achieve superior performance of each individual and the team as a whole. With every additional layer we add to assessments, we get closer to this goal. The DNA profile is so named because there are 25 soft skills that are the basis (or building blocks) for performance across many different roles. The advantage of the DNA profile is that it allows hiring managers to quickly assess the level of mastery of a large number of competencies and whether each skills is either crucial, important, or somewhat important to job performance. After your purchase, you will receive a link with the Assessment Questionnaire. After the Assessment Questionnaire is completed, you will receive the report via your email and a link to book your 30 minute Debriefing session.
  • In this new knowledge economy so many of our organisations are reliant on their people to make the difference - to win that new client, to deliver that exceptional project, to prove why their organisation was chosen over a competitor. If we recruit the right people, support and development them well within a rewarding environment, everyone can achieve their own definitions of success. Notice what came first - recruiting and selecting the RIGHT PEOPLE! Can you afford to get it wrong? This assessment can be used for senior recruitment and/or development purposes of internal staff. It combines 4 sciences to provide a comprehensive overview of Behaviours (DISC) and Motivators (Driving Forces), Competencies (DNA) and Perception (Acumen). It can also be used for development purposes – when a manager has identified a high potential employee and is seeking to maximise their development towards progression in the organisation. Click here to see a sample report. One hour of Senior HR Consultant debriefing time will be provided to ensure you get the maximum benefit from this report.
  • Your Difference: Multi-Science Reports

    One of the advantages of the TTI suite of tools is that we offer you “multi-science” reports, which provide integrated feedback. With this multi-dimensional view, leaders and managers are able to understand themselves and others at a much deeper level than just using a single assessment. The additional advantage to multi-science assessments is they provide you with a layered development plan for leaders. For example, leaders can work through information on their behavioural style, motivators, and emotional intelligence in one short sitting or they can tackle it one phase at a time over several months. Multi-science reports provide better options for training, more comprehensive information, and more “ah-ha” moments.   This report is the cream of the crop using all 5 sciences to give you an abundance of information about any person. This type of assessment is a great foundational report when engaging in a process of continual development. It is recommended to use this report alongside the initiation of a coaching/mentoring intervention. The individual is likely to use the data in this report for a number of years of self-development and reflection. This report is not recommended for recruitment purposes as it includes an assessment on emotional intelligence, which we know improves with age. When this report is selected, you will receive two links to two different assessments. The first link is for the four science report. Click here to see a sample 4 science report. The second link will be for an Emotional Intelligence report. Click here to see a sample. One hour of Senior HR Consultant debriefing time will be provided to ensure you get the maximum benefit from this report.
  • Most employees want to know how well they are performing on the job. Managers should hold regular review meetings during probation with employees, at which feedback on the managers performance expectations versus the employee’s performance and progress should be discussed. The probation reviews should permit both parties to identify any learning and development needs and prepare themselves for future. Once this is known it becomes easy for employees to learn about the yardsticks and to improve their performance in future. This Product is a customisable Probation Review Form and 45 minutes of Consultation with a Senior HR Consultant to discuss your Employee Probation Review Process. View a Short Preview of this Template here. Please choose a preferred date for your Consultation. We will contact you to confirm/arrange a suitable time and date.  
  • Most employees want to know how well they are performing on the job. Managers should hold regular review meetings during probation with employees, at which feedback on the managers performance expectations versus the employee’s performance and progress should be discussed. The probation reviews should permit both parties to identify any learning and development needs and prepare themselves for future. Once this is known it becomes easy for employees to learn about the yardsticks and to improve their performance in future. This Product is a customisable Probation Review Form that you can use to support Probation Reviews with employees. View a Short Preview of this Template here
  • Ensuring all individuals have a clear role profile is a critical part of any effective HR function. The role profile or job description should be designed to indicate the general nature and level of work performed by employees within each position. It can include the person specification in one document so it also captures the type of individual suited to the responsibilities of the role.   The role profile should define:
    • The title of the role
    • To whom the position reports
    • Whether it is a permanent or fixed term contract
    • The purpose of the role
    • The specific areas of responsibility
    • The technical skills, qualifications and experience required to do the role
    • The soft / personal competencies required
    • Salary range, if on a banded scale
      Follow this link to see a Sample Role Profile