The Trait-Map Report from A to Z provides an overview of how it works and how it can be applied to individuals and businesses.
Businesses are always looking for suitable employees, while employees also want to find a company they can stay with for the long term. Yet this rarely happens. Instead, we often see:
- Employees leaving continuously
- Employees do not know what to do and frequently chat.
- Sales do not increase
- A lack of mutual recognition leads to arguments and conflict.
- …
To resolve these issues thoroughly, we must start with the workforce. Understanding the causes rooted in employees will help us develop more comprehensive and sustainable solutions. But how can we truly understand someone, even when they themselves do not clearly understand who they are?
The solution is…?
At small companies, the boss will usually speak directly with employees to learn about their work, motivation, capabilities, relationships with other colleagues, and so on, before determining a solution. This approach is generally only feasible for fairly small companies, not to mention the risk of subjective assessment. But what about companies with 200–1,000 employees or more?
Competency and personality tests can help us solve this problem. Based on the report results, we can accurately assess a particular employee. From these insights, we can assign and manage employees in ways that best suit their jobs and teams. This is especially meaningful for senior management positions and people who have a major influence on business operations.
Today, businesses use many different tests and reports to select employees. Each one offers distinct value, allowing us to choose the option that best suits our company.
In this article, VienQuest Institute introduces readers to the Trait Map Report from A to Z, which is widely used in Europe and increasingly trusted by many Vietnamese businesses.
1. What is the Trait-Map Report?
See details on how to take the Trait-Map assessment at: https://vienquest.com/trait-map/
Trait-Map is a report based on 25 questions completed online. Each question presents a situation similar to those we commonly encounter in social or work settings. Based on the participant’s choices, the system generates results describing their work personality.
These results are based on the Big Five model, which divides personality into 25 traits commonly demonstrated by a person at work.
For each specific trait, a person tends to lean either to the left or the right. The report shows how that person typically behaves in certain situations.
Each profession requires certain characteristic traits. By comparing these requirements with an individual report, we can determine the percentage match between a person and a position, and identify areas of mismatch. We can then determine how to work with that employee and organize additional programs to improve weaker areas and strengthen positive traits.
2. Applications of the Trait-Map Report from A to Z in workforce management:
See the details here: https://vienquest.com/bao-cao-trait-map-cho-biet-gi-ve-tinh-cach-nhan-vien-trong-cong-viec/
The Trait-map Report goes beyond an in-depth analysis of 25 traits. As its name suggests, it is a report on personality in the workplace. After studying and analyzing the characteristic traits required for certain basic employee skills, the assessor can answer questions such as:
- Why do some people perform well while others are less effective, even within the same team?
- What causes conflict among team members?
- What can be done to improve the company’s or team’s work performance?
- If they are not suitable for this position, which position would suit them?
- What can be done to help employees improve and develop themselves?
- …
Examples of using the Trait-Map Report to assess employee skills include:
- Sales skills: https://vienquest.com/bao-cao-trait-map-cho-biet-gi-ve-tinh-cach-nhan-vien-trong-cong-viec-phan-3/
- Collaboration skills: https://vienquest.com/bao-cao-trait-map-cho-biet-gi-ve-ki-nang-nghe-nghiep-trong-cong-viec-phan-4/
3. Using the Trait-Map Report in team building:
To perform our work well, we always need a team, much like in team sports. A team may consist of 11 outstanding players, but that does not necessarily make it the championship team. Sometimes, an ordinary team is the one that finishes first.
The important thing is to ensure seamless coordination among members. Each person is responsible for one position in the overall organizational chart. It is wonderful when every position is filled by the right person and works in harmony with the other positions.
The Trait-Map Report can also reveal team issues like these. You can learn more by analyzing the report results on roles within a team at: https://vienquest.com/bao-cao-trait-map-cho-biet-gi-ve-nang-luc-doi-nhom-phan-5/
In cases of conflict, whether constructive or destructive, we can also learn more about conflict styles to determine the best way to handle the situation within the team.
4. How is the Trait-Map Report different from other tests?
Each Trait-Map report generally remains valid for up to five years. This is because it reflects personality in the workplace, and personality is one of the most difficult things to change.
However, when reviewing a report and its measurements, additional methods such as observation, interviews, and surveys are always needed to provide a comprehensive assessment. The final section of each report includes suggestions to help us develop ourselves and improve or change certain personality traits to better suit the work, intentions, or goals of the person being assessed or the assessor.
https://vienquest.com/bai-test-trait-map-va-su-noi-bat-cac-ki-nang-cua-mot-nhan-vien-phan-6/
5. Some Other Examples of Using the Trait-Map Report from A to Z
Once a business has identified the requirements for a position, Trait-Map can also be used to develop a competency framework. Based on the results, you can determine which personality traits are necessary for that specific position.
- Which personality traits of the person being assessed would be suitable?
- Which personality tendencies can be changed?
- How compatible is that person with the competency framework?
- How should they be trained?
- How long should the training plan last?
- When should the second reassessment take place…
Depending on the circumstances of each business, the questions may vary in number or content in order to identify people who are capable and aligned with the organization’s values and culture.
Almost every industry and position can, or even should, use the Trait-Map test because of the report’s practical value and applicability.
- An assessment test for leadership positions: https://vienquest.com/trien-khai-bai-test-danh-gia-kha-nang-lanh-dao-danh-cho-cap-quan-ly-tai-hr/
- An assessment test for accounting positions: https://vienquest.com/dao-tao-nhan-su-cap-cao-tai-phong-tai-chinh-ke-toan/
- How the HR department can maintain corporate culture: https://vienquest.com/duy-tri-van-hoa-doanh-nghiep-trong-hr/
- Career orientation for students: https://vienquest.com/dinh-huong-nge-nghiep-va-nhan-thuc-ban-than-som/
To solve human resource challenges without consuming too much time and money, using assessment tests is one of the most optimal solutions for businesses. This is especially important at present, when cost control needs to be the top priority.
Contact Quest Now for Consultation on Competency Measurement Solutions!
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