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What is an Assessment?

An Assessment is the systematic basis for making inferences about the learning and

Development of any individual. It is the process of defining, selecting, designing, collecting, analyzing, interpreting, and using information to increase an individual’s learning and development.

The Structured assessments carried out for a well defined and specific objective provides crucial information regarding not just the knowledge and skills of an individual but also about his behavioral attitude and motivation.

A few principles that are followed while conducting assessment exercises are:

  1. Clearly defining the objective of the assessments
  2. Identifying the criteria and sharing it with the assessee in a transparent manner
  3. Feedback to the assessee on his/her performance
  4. The nature of records made and data collected needs to be shared with the assessee
  5. If the data is to be used for purposes other than what defined before the assessment, the assessee needs to be informed regarding the same

The 2 structured assessments which are carried out are “Emotional Intelligence Assessment” and “Personality Profile Assessment”.


The El assessment tool looks at an individual’s capability (or level of skill) at applying their emotional intelligence. Most competency measures of emotional intelligence are workplace-specific, measuring how well an individual demonstrates a set of emotionally intelligent workplace behaviors. However, the tool may help you assess the El level personally and socially as well. Emotional intelligence is a psychological construct that has become exceptionally popular in both the academic and human resources literature. The ability to manage your emotions and those of others have become an increasingly important part of the modern working environment.

The El assessment is done through the “Trait Emotional Intelligence Questionnaire (TEIQue)” that views emotional intelligence as a collection of personality traits.

The theory of emotional intelligence can be divided into two broad categories: emotional intelligence as an ability or as a trait.

Ability emotional intelligence assessments use performance tests and tasks to measure an individual’s ability to process and reason from emotional information. Answers are right or wrong.

Trait emotional intelligence assessments use self-report questionnaires and measure an individual’s perceptions of their emotional experiences and capacities. There are no rights or wrong answers, your responses are reflected in you in comparison to others.


A personality profile assessment is used to measure your personality and behavioral style. The questions are covert (reading the question doesn’t reveal what it measures) and relate to aspects of your personality which are generally relevant to the workplace.

This is done by using The Thomas Personality Profile Assessment (PPA) which is subjected to rigorous scientific testing to determine its reliability and validity as a psychological assessment. The PPA is registered with the British Psychological Society (BPS) after it was audited against the technical criteria established by the European Standing Committee on Tests and Testing, part of the European Federation of Psychologists’ Associations

Through your answers to the questions, the PPA assessment can evaluate your strengths and weaknesses, what drives you and what challenges you, which situations make you feel uncomfortable, and so on. To elaborate it further, the PPA determines whether individuals see themselves as responding to workplace situations that they perceive to be favorable or challenging, and reveals whether their response patterns are active or passive; thus classifying the individual’s behavioral preferences in terms of four domains: Dominance, Influence, Steadiness, and Compliance.

Thomas PPA is used for

• Recruiting the right candidate
• Improving communication
• Motivating and engaging staff
• Identifying areas for development
• Managing performance