Research has proven that job-related talents are directly related to job satisfaction and personal performance. People are well positioned to achieve success when they are engaged in work suited to their inherent attributes, behavioral style and unique values. The TriMetrix™ System Personal Talent Report can be compared with specific job requirements outlined in TriMetrix™ System Job and Job Plus Reports. When the talent required by the job is clearly defined and in turn matched to the individual, everyone wins!

The TriMetrix™ System Personal Talent Report is a highly-personalized portrait of talent in three main sections:

SECTION 1: PERSONAL ATTRIBUTES HIERARCHY (23 AREAS)

·    This section presents 23 key personal attributes and ranks them from top to bottom, defining your major strengths.

·    The attributes at the top highlight well-developed capabilities and reveal where you are naturally most effective in focusing your time.

SECTION 2: PERSONAL INTERESTS, ATTITUDES AND VALUES (6 AREAS)

·    This section identifies what motivates you. In order to be successful and energized on the job, it is important that your underlying values are satisfied through the nature of your work.

·    When they are, you feel personally rewarded by your work.

SECTION 3: BEHAVIORAL HIERARCHY (8 AREAS)

·    This section ranks the traits that most closely describe your natural behavior.

·    When your job requires the use of your top behavioral traits, your potential for success increases, as do your levels of personal and professional satisfaction.·     

SECTION 1: PERSONAL ATTRIBUTES HIERARCHY (23 AREAS)

·    This section presents 23 key personal attributes and ranks them from top to bottom, defining your major strengths.

·    The attributes at the top highlight well-developed capabilities and reveal where you are naturally most effective in focusing your time.

SECTION 2: PERSONAL INTERESTS, ATTITUDES AND VALUES (6 AREAS)

·    This section identifies what motivates you. In order to be successful and energized on the job, it is important that your underlying values are satisfied through the nature of your work.

·    When they are, you feel personally rewarded by your work.

SECTION 3: BEHAVIORAL HIERARCHY (8 AREAS)

·    This section ranks the traits that most closely describe your natural behavior.

·    When your job requires the use of your top behavioral traits, your potential for success increases, as do your levels of personal and professional satisfaction.

SECTION 4: PERSONAL ATTRIBUTES FEEDBACK

·    This section provides detail on your top seven talents. Apply your strongest talents to your job as appropriate and develop further talents as required.

SECTION 5: PERSONAL INTERESTS, ATTITUDES AND VALUES FEEDBACK

·    This section expands on three areas that you value most.

·    When your job emphasizes what you value, you will feel personally rewarded.

SECTION 6: BEHAVIORAL FEEDBACK

·    This section gives you insight into your top three behavioral traits to further identify your unique strengths.

If the job could talk, it would clearly define the knowledge, hard skills, people skills, behavior and culture needed for superior performance. Your unbiased input regarding the specific requirements of the job in question has been applied to the TriMetrix™ job benchmarking process. The result is an evaluative report that analyzes a total of 37 separate areas, presented in three sections:

SECTION 1: JOB ATTRIBUTES HIERARCHY (23 AREAS)

·    This section presents 23 key job attributes and quantifies their importance to this specific job.

·    Each job has a unique ranking of attributes, reflecting different levels of capacities required by different jobs for superior performance.

SECTION 2: REWARDS/CULTURE HIERARCHY (6 AREAS)

·  This section clearly identifies the rewards/culture of the job, which defines its sources of motivation. It clarifies "why" and "in what kind of environment" this job will produce success.

SECTION 3: BEHAVIORAL HIERARCHY (8 AREAS)

If the job could talk, it would clearly define the knowledge, hard skills, people skills, behavior and culture needed for superior performance. Your unbiased input regarding the specific requirements of the job in question has been applied to the TriMetrix™ job benchmarking process. The result is an evaluative report that analyzes a total of 37 separate areas in Sections 1 through 3. Additional feedback on each area is presented in Sections 4 through 6. Suggested interview questions that pertain to each area complete this report in Sections 7 through 9.

SECTION 1: JOB ATTRIBUTES HIERARCHY (23 AREAS)

·    This section presents 23 key job attributes and quantifies their importance to this specific job.

·    Each job has a unique ranking of attributes, reflecting different levels of capacities required by different jobs for superior performance.

SECTION 2: REWARDS/CULTURE HIERARCHY (6 AREAS)

·    This section clearly identifies the rewards/culture of the job, which defines its sources of motivation. It clarifies "why" and "in what kind of environment" this job will produce success.

SECTION 3: BEHAVIORAL HIERARCHY (8 AREAS)

·    This section explores the behavioral traits demanded of the job. The higher the ranking, the more important the behavioral trait will be to the job for stress reduction and superior performance.

·    The results of Sections 1 through 3 (above) are ranked on a scale, reflecting the unique levels of applicability and importance to the job. These rankings illustrate what is essential for this job to deliver superior performance and maximum value to your organization.

SECTION 4: JOB ATTRIBUTES FEEDBACK

·    This section will assist in understanding the type and kind of attributes (people skills) that are needed for superior job performance. Read the feedback on each of the top seven attributes thoroughly to understand the job's requirements.

SECTION 5: REWARDS/CULTURE FEEDBACK

·    This section expands on the fact that every job in every organization has its own culture.

·    The culture of any job is clearly defined by how it rewards superior performance.      

If the job could talk, it would clearly define the knowledge, hard skills, people skills, behavior and culture needed for superior performance. Your unbiased input regarding the specific requirements of the job in question has been applied to the TriMetrix job benchmarking process. The result is an evaluative report that analyzes a total of 37 separate areas in Sections 1 through 3. Additional feedback on each area is presented in Sections 4 through 6. Suggested interview questions that pertain to each area are in Sections 7 through 9. Finally, Section 10 contains composite rankings in all areas.

SECTION 1: JOB ATTRIBUTES HIERARCHY (23 AREAS)

·    This section presents 23 key job attributes and quantifies their importance to this specific job.

·    Each job has a unique ranking of attributes, reflecting different levels of capacities required by different jobs for superior performance.

SECTION 2: REWARDS/CULTURE HIERARCHY (6 AREAS)

·    This section clearly identifies the rewards/culture of the job, which defines its sources of motivation.

·    It clarifies "why" and "in what kind of environment" this job will produce success.

SECTION 3: BEHAVIORAL HIERARCHY (8 AREAS)

·    This section explores the behavioral traits demanded of the job.

·    The higher the ranking, the more important the behavioral trait will be to the job for stress reduction and superior performance.

·    The results of Sections 1 through 3 (above) are ranked on a scale, reflecting the unique levels of applicability and importance to the job. These rankings illustrate what is essential for this job to deliver superior performance and maximum value to your organization.

SECTION 4: JOB ATTRIBUTES FEEDBACK

·    This section will assist in understanding the type and kind of attributes (people skills) that are needed for superior job performance.

·    Read the feedback on each of the top seven attributes thoroughly to understand the job's requirements.

SECTION 5: REWARDS/CULTURE FEEDBACK

·    This section expands on the fact that every job in every organization has its own culture.

·    The culture of any job is clearly defined by how it rewards superior performance.

SECTION 6: BEHAVIORAL FEEDBACK

·    This section clarifies the nature of the behavioral traits demanded by the job.

SECTION 7: ATTRIBUTE INTERVIEW QUESTIONS

·    This section contains suggested interview questions that pertain specifically to the attributes of the job.

SECTION 8: REWARDS/CULTURE INTERVIEW QUESTIONS

·    This section contains suggested interview questions that pertain specifically to the rewards/culture of the job.

SECTION 9: BEHAVIORAL INTERVIEW QUESTIONS

·    This section contains suggested interview questions that pertain specifically to the behavioral traits required by the job.

SECTION 10: COMPOSITE RANKINGS

·    This last section details the individual input contributed by each respondent and shows the final composite rankings (averages of all responses) in Job Attributes, Rewards/Culture and Behaviors.

The Trimetrix™ System Job Plus Talent Comparison Report   (click HERE    for a free sample report) 

This report compares a specific job benchmark to the results of one to five talent reports. The following guidelines help to effectively interpret the results.

INTERPRETATION GUIDELINES

·    When you compare a person to a specific job benchmark, you must ask yourself some very important questions with regard to the top seven attributes in Section 1, the top three areas in Section 2, and the top three areas in Section 3.

·    The answers to these questions will maximize the use of this report:

ATTRIBUTES

·    How difficult will it be for someone to master and maintain the specific attribute for which the job is calling?

·    If a gap exists between the job and the person, can the gap be addressed with training, or not?

·    Are courses, seminars, training, books, tapes, or CDs available for personal development in the weak area(s)?

·    How cost effective will it be to train a person rather than hire someone who has already mastered the necessary attributes?

·    Has the person mastered certain attributes that could be detrimental to the job benchmark?

REWARDS/CULTURE

·    How will a person feel if they have to spend eight hours a day in a culture that does not reward their passion?

·    How will a person feel if he/she has negative feelings about the built-in rewards and culture of the job?

BEHAVIORAL TRAITS

·    How will a person feel about being required to make a major behavioral change, and how will that affect productivity?

SECTION 1: JOB ATTRIBUTES HIERARCHY (23 AREAS)

·    This section presents the key job attributes, quantifies their importance to this specific job benchmark, and compares the talent results for each attribute.

·    The job has a unique ranking of attributes, reflecting different levels of capacities required for superior performance.

SECTION 2: REWARDS/CULTURE HIERARCHY (6 AREAS)

·    This section clearly identifies the rewards/culture of the job, which defines its sources of motivation, and compares the talent results in each of these areas. It clarifies "why" and "in what kind of environment" this job will produce success.

SECTION 3: BEHAVIORAL HIERARCHY (8 AREAS)

·    This section provides the behavioral traits demanded by the job and compares the talent for each trait.

·    The higher the ranking, the more important the behavioral trait will be to the job for stress reduction and superior performance.

SECTION 4: JOB ATTRIBUTES FEEDBACK

·    This section will assist you in understanding the type and kinds of attributes (people skills) that are needed for superior job performance.

SECTION 5: REWARDS/CULTURE FEEDBACK

·    This section expands on the fact that every job in every organization has its own culture.

·    The culture of any job is clearly defined by how it rewards superior performance.

SECTION 6: BEHAVIORAL FEEDBACK

·    This section clarifies the nature of the behavioral traits demanded by the job.

·    The information provided in Sections 4-6 (above) offers you a better understanding of the job requirements for superior performance based on the top seven attributes, the top three rewards/culture and the top three behavioral traits.

·    Information is designed to apply to coaching and other developmental activities for the person(s) selected to perform this job.

Following are some of the various reports that can be generated in the benchmarking process: