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Saville Consulting Performance Culture Card Set:
This versatile resource has cards for all components of the Saville Consulting Performance Culture framework, encompassing Behaviour, Ability, Global aspects. Additionally, the set also contains question cards and scale cards to help practitioners in designing and delivering interventions.
The card set can be used for many applications including job analysis, role clarity exercises, OD interventions, performance discussions, culture conversations, competency mapping exercises, feedback and development conversations
For information on Saville Consulting Aptitude Portfolio – click here
To know more, write to email@example.com
Evolution & ModelSaville Assessment’s ability model is a hierarchical model of abilities with 1 cluster, 2 sections, 6 dimensions and 30 facets.
UsesThe Saville Assessment Aptitude ranges can be used for screening and selection across levels and roles. Different roles require different set of abilities and these have been mapped to create different aptitude tests (combination as well as single tests) in the portfolio. Please refer to the graphic below to see the mapping of roles and levels to the appropriate assessment.
|Report Name||Description||Sample Report|
|Swift Comprehension Aptitude||Measures verbal, numerical and error checking ability for front line roles.||View Sample|
|Swift Analysis Aptitude||Measures verbal, numerical and diagrammatical ability for complex managerial roles.||View Sample|
|Swift Technical Aptitude||Measures spatial, mechanical and diagrammatic ability for technical and engineering roles.||View Sample|
|Swift Apprentice Aptitude||Measures a range of abilities for apprentices to aid job streaming.||View Sample|
|Swift Executive Aptitude||Measures verbal, numerical and abstract abilities for senior/executive level roles.||View Sample|
|Abstract Reasoning Aptitude||Measures abstract reasoning ability for any role based on a language agnostic assessment.||View Sample|
Reliability and Validity
Saville Aptitude range assessments are highly reliable (average internal consistency r=.84) and valid (average r=.45). They are powerful predictors of work performance, are positively correlated to academic performance as well as general mental ability (IQ).