Axiometrics – Overview

• Video – One tool, Multiple Applications, Maximum ROI  – click here
• Video – The Origins of Axiology and Axiometrics®  – click here
• Video  – The 3 Dimensions of Value – the Science of Effective Decision Making  – click here
• Identifying & Valuing Talent, Getting Round Pegs Into Round Holes  – click here

Academic & Commercial Validity Studies  

• Catapult Human Science Accelerator Fact Sheet – click here
• Axiometrics Validity Studies report – click here
• CARPENTER Why Good People Do Bad Things – click here
• 11 Ways to Judge the Accuracy of an Assessment Tool – click here

 Client Evidence

• Axiometrics® – What they say – click here
• Axiometrics® – Case Studies– click here

Comparative Analysis of Tools in the market place 

• Psychometrics and Axiometrics® – benefits and applications – click here

  • prepared by Learning & Development Team NHS Trust

Academic Psychologists –  analysis of Conventional Psychometrics

• “There is little evidence of enduring relationships between personality test scores and measures of success at work” (Blinkhorn and Johnson 1990). – click here
• “Are psychological attributes quantitative?” is not an empirical question: Conceptual confusions in the measurement debate (Franz, D. J. (2022). Theory & Psychology, 32(1), 131–150.  – click here
• A Harvard Business Review (HBR) paper reported the findings of a study by Schmidt and Hunter (1998) and updated findings (2013) that set out to discover the most effective recruitment selection processes and to reveal the practices that don’t work as well. It was based on validity coefficients ranging from 0 to 1. The higher the number, the higher the correlation between test scores and predicted future job performance.  Psychometrics personality tests typically using the Likert Scale or are Ipsative in assessment technique. They rank near the bottom – with a coefficient of only up to 0.22. Axiometrics®, on the other hand, is a cognitive ability test – these have a coefficient of 0.65.

Simple 3 step Culture Blueprint Process

– Define, Measure, Develop (and re-measure)

• Blueprint Process – click here

1. 1. 9 Pathways – Define Values for Blueprint – click here
   2. Select Competency set:-
      1. Manager Competency Definitions – click here
      2. Sales Competency Definitions – click here
      3. Customer Service Definitions – click here
      4. General Competency Definitions – click here
   3. Applicant/Employee value profile against Blueprint  – Example Outputs:-
      • Success Factors for Customer Service with Leadership/Learning/Communication Styles – click here
      • Heat Map (including incumbent team) – click here
      • Team ‘Fit’ (including incumbent team)- click here

One Blueprint Multiple Applications..

• Recruitment
• Onboarding
• Needs Analysis
• Equality, Diversity and Inclusivity
• Identification of Retention ‘hot-spots’
• Understand People Risk
• Measure Distance travelled
• Career Management
• Appraisals/Performance Improvement/PDP
• Manpower Manning

Understand Cause rather than Effect