Bottom-line business outcomes are directly linked to the processes organisations use to acquire, retain and develop their talent. Assessments such as cognitive ability, motivation and personality can be used to accurately predict an individual’s potential for on-the-job performance. This information provides an organisation with unique intelligence about their people, enabling the development of effective talent acquisition and mobility strategies.
SHL: UNPARALLELED SCIENTIFIC EXPERTISE AND INNOVATION
Our robust, scientifically proven assessments are based on more than 50 years of research and development. SHL technologies and methodologies predict business outcomes and drive measurable success more effectively than any other provider’s solutions, as evidenced and verified by our annual ROI studies (2013 Business Outcomes Report). Consider some of our industry-leading technology innovations:
- First randomised and verifiable Cognitive Ability test
- Computer adaptive testing
- Multimedia-based assessment solutions
- Seamless integration with 83 Talent Management Systems
BECOME AN SHL RESEARCH PARTNER
SHL is committed to transforming the way assessments are used as part of People Intelligence processes. This commitment to innovation requires a close partnership with organisations to design, develop, and implement leading-edge tools. Participants in SHL’s Advance programme gain early access to our latest solutions, and have an opportunity to help shape tools for their talent measurement initiatives.
Learn more about Advance, SHL’s client research partner programme.
MEET THE SCIENTIFIC ADVISORY BOARD
In addition to 300+ industrial-organizational psychologists worldwide—the largest group of business psychologists outside the public sector—SHL boasts an extraordinary team of global researchers. SHL’s Scientific Advisory Board, drawn from China, Europe and the US, provides invaluable thought leadership to the fields of applied psychology, human resources and psychometrics.
Professor Ronald Hambleton
Ronald is a Distinguished University Professor at the University of Massachusetts, USA. He has served as a Council Member and President of the International Test Commission and he is the past-President of the Measurement and Evaluation Division of the International Association of Applied Psychology. His current research interests include computer-based testing issues and test designs, item response theory, development of methods for setting standards on performance assessments, methods and guidelines for adapting tests from one language and culture to another and implementation issues in large-scale assessment programmes.
Professor Robert Roe
Robert is Professor of Organisational Theory and Organisational Behaviour at the University of Maastricht, the Netherlands. He has been Professor of Work & Organisational Psychology at the Dutch universities of Delft, Tilburg and Nijmegen, director of the Work and Organisation Research Center in Tilburg and of the Netherlands Aeromedical Institute, and organisational consultant. Robert is founding president of the European Association of Work & Organisational Psychology (1991). Robert has a long track record in HRM Methods. Robert holds a master's degree in Psychology and a PhD in Social Sciences from the University of Amsterdam.
Professor Filip Lievens
Filip Lievens received his PhD from Ghent University, Belgium and is currently a Professor at the Department of Personnel Management and Work and Organisational Psychology at the same university. He is the author of over 100 articles in the areas of organisational attractiveness, high-stakes testing, and selection including assessment centres, situational judgment tests, and web-based assessment. He was a past book review editor for the International Journal of Selection and Assessment and serves as editorial board member for seven journals. He is currently treasurer for the Organisational Psychology Division of the International Association for Applied Psychology. Filip has received several awards including the Best Paper Award from the International Personnel Management Association (2001), the Distinguished Early Career Award from the Society of Industrial and Organizational Psychology (2006), and the Douglas W. Bray - Ann Howard Award (2007).
Dr. James Jian-Min Sun
Dr. James Jian-Min Sun is a Professor of Management and Associate Dean at the School of Labor and Human Resources in Renmin University of China, Beijing. He holds a PhD in Psychology from Beijing Normal University and is a member of the Academy of Management, the International Association of Applied Psychology, the International Association of China Management Research (Founding member), the Asian Academy of Management and the Society of Industrial and Organizational Psychology. Dr. Sun’s research focuses on the measurement and assessment of individual characteristics; personality and performance; competency modeling and effectiveness; strategic human resource management. His work has been published in a number of journals including Strategic Management Journal, Journal of Organisational Behavior and Leadership and Organisation Development Journal. In addition to teaching and research Dr. Sun provides consultancy to a number of international businesses.
Learn more about the power of People Intelligence
Having behavior and personality assessment in one tool is great.~Debra Stabile