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Presentation about Thomas

Personal Profile System

Colgate Palmolive
22nd July 2003

2001-03-20/oh targetti 010323 - presentation thomas.ppt


Description
PPA System is a managerial aid to recruiting,
selection, training, counselling and team building
The tool has been created, the content is always
tailor-made!
Two pillars are the Human Job Analysis (HJA) and
the Personal Profile Analysis (PPA)
HJA: means of identifying the behavioural
requirements of a job specification
PPA: means of identifying the behavioural
characteristics of the individual

2001-03-20/oh targetti 010323 - presentation thomas.ppt


Assessment
We assess four factors, which influence each other

Dominance Compliance

Influence Steadiness

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Background of Thomas PPA
System

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Culture Competence
cultivation/cooperation

Moti-
Communication vation

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Moulton Marston 1928
Antagonistic
High High

Dominance Compliance
Active Passive

High High
Influence Steadiness
Friendly
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Research and measures
To develop the system further:
1935 Sullivan
1945 Lecky, Sargin
1951 Rogers
1957 Super
Originally the centre was in the UK
Thomas operates in 50 countries
Over 40,000 clients since over 40 years
More than 8 million assessment in the last 20 years
Continuous improvement and research with
psychologists

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FINLAND

RUSSIA
NORWAY

SWEDEN ESTONIA

DENMARK
LATVIA
POLAND

ENGLAND
GERMANY CZECH REP

AUSTRIA HUNGARY
ROMANIA
SWITZERL
SLOVENIA

CHINA

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Bel Fra Gre Hol Ita Por Spa Tur

SLG Management consultants


SLG Exhibit development Partners
SLG Thomas Norway
LOS
SLG ITP In Mente
SLG Media Finland
SLG Resurs Novetos Consulting Oy
SLG Public pres. People Management

SLG Market research Sweden/Denmark


Diff. Consultancy comp.
SLG Sales development
SLG Retail development
SLG Service development
SLG Management systems

Aus Chi Cze Den Est Fin Ger Hun

Lat Nor Pol Rom Rus Slo Swe Swi

2001-03-20/oh targetti 010323 - presentation thomas.ppt


The Factors of Thomas PPA
System

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D

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D dominance
Characteristics:

Driving competitive
forceful Inquisitive direct
self-starter assertive
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I

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I influence
Characteristics:

Influential persuasive
friendly verbal
communicative positive
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S

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S steadiness
Characteristics:

Dependable deliberate
amiable persistent
good listener kind
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C

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C compliance
Characteristics:

Compliant careful
systematic accurate
perfectionist logical
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D

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D Characteristics
Straight forward, Direct, Powerful
Expects
Short meeting, Straight information,
Clear arguments, Own (economical)
profit (of the product)
Your actions
Be structured and efficient, Avoid
emotions, Make a quick close
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I

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I Characteristics
Open, Nice, Large vocabulary
Expects
Good personal contact, Understan-
ding, Commitment, Appreciation
Your actions
Put straight questions demanding
short answers, Direct the conver-
sation to a given structure, Take
notes at agreements
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S

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S Characteristics
Nice, Calm, Attentive

Expects
Thorough presentation, Safe
arguments, Confidence, Team profit
Your actions
Listen! Be patient, Be careful
when closing
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C

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C Characteristics
Correct, Distant, Matter-of-fact
Expects
Logic reasoning, Background and
facts, Quality/structure
Your actions
Be diplomatic, Give details and
careful analyses, Avoid subjective
valuations
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D I S C

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Advantages of PPA System
PPA:
not a test, psychometric questionnaire
can be filled in 5-8 minutes (24 questions)
measures behaviour in the work environment in three
aspects (how individual sees himself, behaves under
pressure and how others see him)
provides understanding of behavioural differences in
leadership and teams
can be used
to identifying training needs,
to stimulate and energise individuals in the work environment
to raise self-esteem, confidence and enthusiasm of individual

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What PPA doesnt show:
Knowledge
Intelligence
Experience
Your whole personality
Motivation for the task

It is a useful tool as one element of


assessment / interview process to
support you in decision making

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A Case Study of using Thomas
PPA System

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Recruitment
Understand job description and competencies
Design HJA
Phone and face-to-face interview with candidates
(competencies, experience, knowledge, motivation)
Ask potential candidates to fulfil questionnaire
(behaviour)
Compare PPA and HJA
Select the best candidates

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Assessment and Development
Understand business goals, job requirements and
competencies
Design HJA
Work together with (and interview) participants
Analyse their performance with the line managers
Highlight strengths and potential limitations of
individuals
Work out individual development programmes
including training needs
Conduct development programmes, trainings,
counselling
2001-03-20/oh targetti 010323 - presentation thomas.ppt