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1.
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What applications can the CDR 3-Dimensional Assessment Suite be used for?
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a.
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Coaching feedback
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b.
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Succession planning
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c.
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Strategic team development
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d.
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Staffing decisions & redeployment consideration
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e.
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Career planning
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f.
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Developmental action planning
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g.
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Determining rewards and incentive programs
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h.
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Core values survey data
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i.
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Research data analysis for various performance and quality management issues: turnover, accidents, sales performance, error rates, productivity, management effectiveness, maximizing position profiles, and more.
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2.
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How does the CDR 3-D Suite differ from other leadership assessments?
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The narrative reports are more comprehensive than any on the market. Because they are more accurate and precise than others, they carefully articulate individual differences that are significant for job performance and suitability. In fact, many of the unique details delineate specific gifts and traits that should be understood to best leverage and develop talent.
But also important, the CDR 3-D Suite was created using the EEOC Guidelines for Employee Selection and the American Psychological Association standards of professional protocol, which is the most rigorous approach to assessment development. This is why they are appropriate for many applications.
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3.
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Who can use these tools?
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It depends on what the assessments will be used for. If, for example, they are used for selection, any key HR representative can be provided with the assessment results. If it will be used for coaching feedback, we generally require certification. Other applications will vary.
We are glad to provide or refer certified coaches to clients.
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4.
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Does CDR offer communications support in rolling out an initiative that uses the CDR 3-D Suite or CDR 3-D Leader Scan?
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Yes—CDR Assessment Group works closely with clients to effectively prepare and deliver communications to internal and external constituents. We offer orientation programs, written communications support, internet conference presentations, and even process design to assure that client implementation goes well and that affected leader and employee groups know what to expect and are at ease with the process.
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5.
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Does CDR offer design guidance to determine the best ways to implement the assessment process(es)?
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Absolutely—we help clients carefully think through the important questions, issues, and objectives related to their desired performance, development and tangible goals. We help our clients design the process that will best meet their desired objectives in the most cost effective and expedient ways, while assuring that the quality of services is at the highest standards.
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6.
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What’s different about CDR Assessment Group’s service and support level from many other assessment providers?
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We don’t merely distribute tools—we focus on service to support these unmatched tools. We realize that because these tools dig deeper than others, our personal attention to each client’s project needs, organizational climate, and educational/training needs is vital to smooth implementation. We are dedicated to helping each client to the extent that they need. We are also committed to not overselling people services or tools they do not need or that are not the most beneficial to swiftly attaining their project goals.
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7.
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Why use CDR Assessments for Selection Screening?
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Our tools predict performance and are designed to pinpoint critical personality and motivational characteristics that impact one’s ability to be successful in a given position and within a particular organizational climate. Without this objective assessment information, the selection process (including in-depth targeted interviews and even test problem-solving scenarios) often falls short.
In fact, CDR helps clients avoid hiring mistakes and, perhaps more importantly, our assessment services equip clients to right fit or best fit candidates for specific position requirements to maximize performance success.
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8.
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Do we need to use all three assessments in the CDR 3D Suite for selection?
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In most cases—no. The assessment process begins with the CDR Character Assessment that provides the personality characteristics essential for matching the basic job fit or non-fitness of candidates. Next, the CDR Drivers & Rewards Assessment determines motivational and cultural fit and defines individual reward and satisfaction needs and aversions. The CDR Risk Assessment identifies inherent risks that may interfere with effectiveness that can be important to selection when it comes to high risk or high impact positions.
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