TriMetrix HD - Amazon S3 · 8. Resiliency - Quickly recovering from adversity. 0 10 20 30 40 50 60...

TriMetrix® HDTalent

Tom RobertsLoss Prevention ManagerApex Corporation6-30-2017

NEW25

Copyright © 2006-2017. Target Training International, Ltd.

Introduction Where Opportunity Meets Talent

Research has proven that job-related talents are directly related to job satisfaction and personalperformance. People are well positioned to achieve success when they are engaged in worksuited to their inherent skills, behavioral style and unique values. Your TriMetrix® HD TalentReport can be compared with specific job requirements outlined in TriMetrix® HD Job Reports.When the talent required by the job is clearly defined and in turn matched to the individual,everyone wins!

The following is a highly-personalized portrait of your talent in three main sections:

Competencies Hierarchy (25 Areas)

This section presents 25 key competencies and ranks them from top to bottom, defining yourmajor strengths. The skills at the top highlight well-developed capabilities and reveal where youare naturally most effective in focusing your time.

Driving Forces Clusters (12 Areas)

This section identifies what drives you. In order to be successful and energized on the job, it isimportant that your driving forces are in alignment with the rewards of your role.

Behavioral Hierarchy (12 Areas)

This section ranks the traits that most closely describe your natural behavior. When your jobrequires the use of your top behavioral traits, your potential for success increases, as do yourlevels of personal and professional satisfaction.

Summary of Top Competencies

This section provides detail on your top seven competencies. Apply your strongest competenciesto your job as appropriate and develop further competencies as required.

Driving Forces Feedback

This section expands on your Primary Driving Forces Cluster. You will feel energized andsuccessful at work when your job supports and satisfies these driving forces.

Behavioral Feedback

This section gives you insight into your top four behavioral traits to further identify your uniquestrengths.

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Development IndicatorThis section of your report shows your development level of 25 personal skills based on your responses tothe questionnaire.

Time and Priority Management

Customer Focus

Project Management

Continuous Learning

Problem Solving

Decision Making

Employee Development/Coaching

Resiliency

Personal Accountability

Interpersonal Skills

Self Starting

Goal Orientation

Understanding Others

Planning and Organizing

Appreciating Others

Conceptual Thinking

Creativity and Innovation

Leadership

Futuristic Thinking

Conflict Management

Negotiation

Teamwork

Flexibility

Influencing Others

Diplomacy

0 10 20 30 40 50 60 70 80 90 100

T: 8:54

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Competencies HierarchyYour unique hierarchy of competencies is key to your success. Knowing what theyare is essential to reaching your goals. The graphs below rank your competenciesfrom top to bottom.

1. Time and Priority Management - Prioritizing and completing tasksin order to deliver desired outcomes within allotted time frames.0 10 20 30 40 50 60 70 80 90 100

87

65*

2. Customer Focus - Anticipating, meeting and/or exceeding customerneeds, wants and expectations.0 10 20 30 40 50 60 70 80 90 100

87

69*

3. Project Management - Identifying and overseeing all resources,tasks, systems and people to obtain results.0 10 20 30 40 50 60 70 80 90 100

80

56*

4. Continuous Learning - Taking initiative to regularly learn newconcepts, technologies and/or methods.0 10 20 30 40 50 60 70 80 90 100

77

62*

5. Problem Solving - Defining, analyzing and diagnosing keycomponents of a problem to formulate a solution.0 10 20 30 40 50 60 70 80 90 100

73

54*

6. Decision Making - Analyzing all aspects of a situation to makeconsistently sound and timely decisions.0 10 20 30 40 50 60 70 80 90 100

67

50*

* 68% of the population falls within the shaded area.

3Tom Roberts


Competencies Hierarchy7. Employee Development/Coaching - Facilitating, supporting andcontributing to the professional growth of others.0 10 20 30 40 50 60 70 80 90 100

67

72*

8. Resiliency - Quickly recovering from adversity.0 10 20 30 40 50 60 70 80 90 100

63

63*

9. Personal Accountability - Being answerable for personal actions.0 10 20 30 40 50 60 70 80 90 100

63

67*

10. Interpersonal Skills - Effectively communicating, building rapportand relating well to all kinds of people.0 10 20 30 40 50 60 70 80 90 100

63

71*

11. Self Starting - Demonstrating initiative and willingness to beginworking.0 10 20 30 40 50 60 70 80 90 100

57

64*

12. Goal Orientation - Setting, pursuing and attaining goals,regardless of obstacles or circumstances.0 10 20 30 40 50 60 70 80 90 100

57

72*

13. Understanding Others - Understanding the uniqueness andcontributions of others.0 10 20 30 40 50 60 70 80 90 100

57

76*


4Tom Roberts


Competencies Hierarchy14. Planning and Organizing - Establishing courses of action toensure that work is completed effectively.0 10 20 30 40 50 60 70 80 90 100

47

52*

15. Appreciating Others - Identifying with and caring about others.0 10 20 30 40 50 60 70 80 90 100

47

55*

16. Conceptual Thinking - Analyzing hypothetical situations, patternsand/or abstract concepts to formulate connections and new insights.0 10 20 30 40 50 60 70 80 90 100

43

59*

17. Creativity and Innovation - Creating new approaches, designs,processes, technologies and/or systems to achieve the desired result.0 10 20 30 40 50 60 70 80 90 100

40

56*

18. Leadership - Organizing and influencing people to believe in avision while creating a sense of purpose and direction.0 10 20 30 40 50 60 70 80 90 100

40

62*

19. Futuristic Thinking - Imagining, envisioning, projecting and/orcreating what has not yet been actualized.0 10 20 30 40 50 60 70 80 90 100

37

49*

20. Conflict Management - Understanding, addressing and resolvingconflict constructively.0 10 20 30 40 50 60 70 80 90 100

37

62*


5Tom Roberts


Competencies Hierarchy21. Negotiation - Listening to many points of view and facilitatingagreements between two or more parties.0 10 20 30 40 50 60 70 80 90 100

30

51*

22. Teamwork - Cooperating with others to meet objectives.0 10 20 30 40 50 60 70 80 90 100

30

63*

23. Flexibility - Readily modifying, responding and adapting to changewith minimal resistance.0 10 20 30 40 50 60 70 80 90 100

30

70*

24. Influencing Others - Personally affecting others actions,decisions, opinions or thinking.0 10 20 30 40 50 60 70 80 90 100

27

58*

25. Diplomacy - Effectively and tactfully handling difficult or sensitiveissues.0 10 20 30 40 50 60 70 80 90 100

19

56*


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Primary Driving Forces ClusterYour top driving forces create a cluster of drivers that move you to action. If you focuson the cluster rather than a single driver you can create combinations of factors thatare very specific to you. The closer the scores are to each other the more you canpull from each driver. Think about the driver that you can relate to most and then seehow your other primary drivers can support or complement to create your uniquedriving force.

1. Intellectual - People who are driven by opportunities to learn, acquireknowledge and the discovery of truth.0 10 20 30 40 50 60 70 80 90 100

90

54*

2. Collaborative - People who are driven by being in a supporting role andcontributing with little need for individual recognition.0 10 20 30 40 50 60 70 80 90 100

88

35*

3. Harmonious - People who are driven by the experience, subjectiveviewpoints and balance in their surroundings.0 10 20 30 40 50 60 70 80 90 100

83

35*

4. Receptive - People who are driven by new ideas, methods and opportunitiesthat fall outside a defined system for living.0 10 20 30 40 50 60 70 80 90 100

64

46*

Norm 2017

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Situational Driving Forces ClusterYour middle driving forces create a cluster of drivers that come in to play on asituational basis. While not as significant as your primary drivers, they can influenceyour actions in certain scenarios.

5. Intentional - People who are driven to assist others for a specific purpose,not just for the sake of being helpful or supportive.0 10 20 30 40 50 60 70 80 90 100

53

51*

6. Selfless - People who are driven by completing tasks for the sake ofcompletion, with little expectation of personal return.0 10 20 30 40 50 60 70 80 90 100

46

40*

7. Resourceful - People who are driven by practical results, maximizing bothefficiency and returns for their investments of time, talent, energy andresources.0 10 20 30 40 50 60 70 80 90 100

33

42*

8. Altruistic - People who are driven to assist others for the satisfaction ofbeing helpful or supportive.0 10 20 30 40 50 60 70 80 90 100

22

33*

Norm 2017

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Indifferent Driving Forces ClusterYou may feel indifferent toward some or all of the drivers in this cluster. However, theremaining factors may cause an adverse reaction when interacting with people whohave one or more of these as a primary driving force.

9. Structured - People who are driven by traditional approaches, provenmethods and a defined system for living.0 10 20 30 40 50 60 70 80 90 100

21

38*

10. Instinctive - People who are driven by utilizing past experiences, intuitionand seeking specific knowledge when necessary.0 10 20 30 40 50 60 70 80 90 100

0

29*

11. Objective - People who are driven by the functionality and objectivity oftheir surroundings.0 10 20 30 40 50 60 70 80 90 100

0

50*

12. Commanding - People who are driven by status, recognition and controlover personal freedom.0 10 20 30 40 50 60 70 80 90 100

0

50*

Norm 2017

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Behavioral HierarchyYour observable behavior and related emotions contribute to your success on the job.When matched to the job, they play a large role in enhancing your performance. Thelist below ranks your behavioral traits from the strongest to the weakest.

1. Consistent - Perform predictably in repetitive situations.0 10 20 30 40 50 60 70 80 90 100

95 Natural

61*100 Adapted

64*

2. Organized Workplace - Establish and maintain specific orderin daily activities.0 10 20 30 40 50 60 70 80 90 100

90 Natural

51*100 Adapted

57*

3. Analysis - Compile, confirm and organize information.0 10 20 30 40 50 60 70 80 90 100

90 Natural

53*100 Adapted

59*

4. Following Policy - Adhere to rules, regulations, or existingmethods.0 10 20 30 40 50 60 70 80 90 100

90 Natural

60*95 Adapted

63*


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Behavioral Hierarchy Continued

5. Persistence - Finish tasks despite challenges or resistance.0 10 20 30 40 50 60 70 80 90 100

87 Natural

61*93 Adapted

64*

6. People-Oriented - Build rapport with a wide range ofindividuals.0 10 20 30 40 50 60 70 80 90 100

65 Natural

65*55 Adapted

62*

7. Customer-Oriented - Identify and fulfill customerexpectations.0 10 20 30 40 50 60 70 80 90 100

60 Natural

64*55 Adapted

62*

8. Interaction - Frequently engage and communicate withothers.0 10 20 30 40 50 60 70 80 90 100

25 Natural

60*15 Adapted

55*


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Behavioral Hierarchy Continued

9. Versatile - Adapt to various situations with ease.0 10 20 30 40 50 60 70 80 90 100

23 Natural

54*17 Adapted

52*

10. Competitive - Want to win or gain an advantage.0 10 20 30 40 50 60 70 80 90 100

20 Natural

49*20 Adapted

47*

11. Frequent Change - Rapidly shift between tasks.0 10 20 30 40 50 60 70 80 90 100

15 Natural

52*10 Adapted

50*

12. Urgency - Take immediate action.0 10 20 30 40 50 60 70 80 90 100

12 Natural

43*15 Adapted

43*

* 68% of the population falls within the shaded area.SIA: 12-15-82-93 (21) SIN: 12-34-88-91 (21)

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Summary of Top CompetenciesYour unique hierarchy of competencies is key to your success. Knowing what theyare is essential to reaching your goals. The following are your 7 highest-rankedcompetencies:

1. Time and Priority Management: Prioritizing and completing tasks in order todeliver desired outcomes within allotted time frames.

Effectively manages difficulties and delays to complete tasks on time.Effectively manages time and priorities to meet deadlines.Presents completed tasks on or before the deadline.Demonstrates an ability to maintain deadlines in the midst of crisis.Strives to improve prioritization.Balances timelines and desired outcomes.Takes initiative and prioritizes tasks to stay on schedule.Accepts responsibility for deadlines and results.Creates an environment conducive to effectiveness.Reduces the amount of time spent on non-priorities.

2. Customer Focus: Anticipating, meeting and/or exceeding customer needs,wants and expectations.

Strives to anticipate, identify and understand customers' wants, needsand concerns.Responds to customers with a sense of urgency.Follows through on customer requests.Is patient and courteous with customers.Resolves issues and complaints to the satisfaction of customers.Expends extraordinary effort to satisfy customers.Develops relationships with customers.Partners with customers to assist them in achieving their objectives.Acts as an advocate for customers' needs.Takes professional risks for the sake of customers' needs.

3. Project Management: Identifying and overseeing all resources, tasks,systems and people to obtain results.

Identifies all required components to achieve goals, objectives orresults.Demonstrates the ability to utilize the right people to complete theproject.Establishes high performance standards.Holds people accountable and is focused on goals and priorities.Identifies barriers to objectives and removes them.Delegates appropriate responsibilities and authority.Ensures adequate resources are available to achieve objectives.Makes decisions that benefit the outcome of the project.Plans, organizes, motivates and controls resources, procedures andprotocols to achieve specific goals.Maintains the objectives while honoring designated constraints.

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4. Continuous Learning: Taking initiative to regularly learn new concepts,technologies and/or methods.

Demonstrates curiosity and enthusiasm for learning.Takes initiative in acquiring and mastering the skills and knowledgerequirements of a position.Keeps abreast of current or new information through reading and otherlearning methods.Actively interested in new technologies, processes and methods.Welcomes or seeks assignments requiring new skills and knowledge.Expends considerable effort and/or time on learning.Genuinely enjoys learning.Identifies opportunities to gain knowledge.May be considered a knowledgeable resource by others.Enjoys new resources or methods for learning.

5. Problem Solving: Defining, analyzing and diagnosing key components of aproblem to formulate a solution.

Anticipates, identifies and resolves problems or obstacles.Utilizes logical processes to analyze and solve problems.Defines the causes, effects, impact and scope of problems.Identifies the multiple components of problems and their relationships.Prioritizes steps to a solution.Defines and develops criteria for optimum solutions.Evaluates the potential impact of possible solutions.Looks for specific goals, clearly defined solution paths, and/or clearexpected solutions.Allows for initial planning including some abstract thinking to come upwith creative solutions.Understands and defines the problem before jumping to a solution.

6. Decision Making: Analyzing all aspects of a situation to make consistentlysound and timely decisions.

Demonstrates an ability to make thorough decisions in a timely manner.Gathers relevant input and develops a rationale for making decisions.Evaluates the impact or consequences of decisions before makingthem.Acts decisively once all aspects have been analyzed.Focuses on timely decisions after the situations have been completelydiagnosed.Willing to update decisions if more information becomes available.Provides a rationale for decisions when necessary.Systematically analyzes information before making a decision.Looks at all aspects of a situation including historical components.Asks the right questions rather than making assumptions to produce atimely decision.

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7. Employee Development/Coaching: Facilitating, supporting and contributingto the professional growth of others.

Inspires confidence in others' ability to grow professionally.Identifies and facilitates developmental opportunities.Encourages initiative and improvement.Provides opportunities for enhancement.Gives new and challenging work assignments.Acknowledges and praises improvements.Supports, coaches and mentors the development of others.Views mistakes as opportunities for learning.Promotes learning and professional growth.Understands the uniqueness and current level of each participant.

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Driving Forces FeedbackYour motivation to succeed is, in part, determined by your underlying driving forces.You will feel energized and successful at work when your job supports and satisfiesthese driving forces. The following 4 factors make up your primary driving forcescluster.

1. IntellectualYou are driven by opportunities to learn, acquire knowledge and thediscovery of truth.

2. CollaborativeYou are driven by being in a supporting role and contributing with littleneed for individual recognition.

3. HarmoniousYou are driven by the experience, subjective viewpoints and balance inyour surroundings.

4. ReceptiveYou are driven by new ideas, methods and opportunities that falloutside a defined system for living.

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Driving Forces Feedback

Tom will continue researching until all information is discovered. He seesdocumentation of the process as important as the results. He will relinquishcontrol as long as the task at hand is completed to his standards. He is anatural fit playing the supporting role. Tom will thrive in a role where he canexperience self-realization and gratification. He is able to see the overallsituation and strive for harmony. He may prefer to set his own plan to guide hisactions. He will not be afraid to explore new and different ways of interpretinghis own belief system. Tom is willing to help others if they are willing to work toachieve their goals. He tends to help other people in the organization, if it's inhis best interest. He may accomplish tasks for the sake of accomplishment.He tends to be less focused on a return versus the success of the project.

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Behavioral FeedbackYour observable behavior and related emotions contribute to your success on the job.When matched to the job, they play a large role in enhancing your performance. Thefollowing are your 3 highest ranked behavioral traits:

1. ConsistentYou thrive in an environment where lasting and meaningful successrequires sustained and consistent effort. You demonstrate the ability tobe consistent and to maintain quality.

2. Organized WorkplaceYour strength lies in accurate record keeping and planning. Yoursuccessful performance depends on established systems andprocedures and is tied to careful organization of activities, tasks, andprojects.

3. AnalysisYou are able to analyze and challenge a large number of details, data,and facts prior to making decisions.

4. Following PolicyYou excel when it comes to compliance with a policy or existingprocedures.

Adapted Style

100

90

80

70

60

50

40

30

20

10

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D

12

I

15

S

82

C

93

Natural Style

100

90

80

70

60

50

40

30

20

10

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D

12

I

34

S

88

C

91

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Behavioral Feedback

Tom is good at work that requires attention to detail and accuracy. He prideshimself on being incisive. He wants to get things done by proceeding with thefacts that are at hand. He may have a low trust level of others. Becomingacquainted with him can be difficult since he tends to withhold his emotions. Hemay appear to be cool and distant. Tom wants to know the company rules sohe can follow them, and he may become upset when others continually breakthe rules. Accuracy is important to him. He is a real stickler for quality andsystems; to ensure quality. He tends to be his own worst critic constantlyreminding himself that he could have done better if given more time.

Adapted Style

100

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40

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D

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82

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100

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70

60

50

40

30

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12

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34

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Dimensional Balance

EXTERNAL FACTORS (Part 1) INTERNAL FACTORS (Part 2)

Score

Bias

8.8 7.2 8.0 8.2 7.8 7.2

0 0

1 1

2 2

3 3

4 4

5 5

6 6

7 7

8 8

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UnderstandingOthers

PracticalThinking

SystemsJudgment

Sense of Self RoleAwareness

Self Direction

Population meanOvervaluationNeutral valuationUndervaluation

50

100100- +

50

100100- +

50

100100- +

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100100- +

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100100- +

Rev: 0.91-0.90

T: 5:29

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