CanReport IBMR Nishant Singhvi 97 Detail

Turning Point Training & Assessment Systems Pvt Ltd
Career Suitability Report (Graduates)

Nishant Singhvi
6th Sep 09
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------
Career Suitability Report for Nishant Singhvi. 1

--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Career Suitability Report

Nishant Singhvi
6th Sep 09
Introduction
Effective career choices are based on your environment, interest, physical abilities, mental abilities or
aptitudes and thinking or valuation structure. Everyone has many important considerations to apply before
making a career choice. These may range from how and where you want to live, the kind of lifestyle you
want to have, how much money you want to make, your unique skills portfolio, experience of others, market
conditions, growth opportunities etc. It will definitely help if you take an aptitude test and an interest
inventory to help you sort out your best career options.
Aptitude test helps you discover your natural skills (numerical aptitude, spatial reasoning, creativity, analytical
ability etc.).
Interest inventories provide direction about those things towards which you naturally gravitate or enjoy
(things of heart). For example, flying just fascinates some one whether they have the necessary aptitude or
abilities to become a pilot are different things.
Nishant Singhvi this report analyzes your talents; that is, your unique abilities (ways you prefer to do things)
/ your preferred thinking and decision making patterns or your valuation structure. This report gives you an
integrated view of how you respond to people, things and processes.
This report is generated based on your responses to 'Hartman Value Profile' - an axiology based valuation
profiling tool. This report thus is only about your unique thinking/ valuation structure. It is crucial to
understand it as many times the thinking pattern gives life to our mental abilities or aptitudes and interests.
This report clearly indicates the emphasis you tend to give to the interaction with people, the type of work
which will energize you, the type of environment which will suit you.
Your interests may change throughout your working life. You may develop new skills. But your preferred
interactions with others, the type of environment and things you may like to do are likely to remain same and
may remain same even though the field of operation may change substantially.
This report is best interpreted by trained and certified counselor.

--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Your External World View

Practical (Prudent)
Your unique external world view structure - also known as your "lifestyle" identifies your natural talents, aptitudes
and personal preferences in relation to the external world.
Section 1: Description:
1. You are well attuned to social norms, that is, how people look and dress, what role they play in society, their
social status, etc.
2. You also enjoy dealing hands-on with things and processes, putting various things together to make or
produce something; or getting involved in sports or other group-oriented activities.
3. You are very good at making comparisons and judging what is best in the practical sense.
4. You tend to be very resourceful and conscious of the time it will take you to do something - homework,
chores, any task or project.
5. You are very much a "doer" who focuses on the task at hand, and you pay very good attention to all the
details, which helps you to avoid mistakes.
6. You have the tendency to ignore problems or interruptions to stay focused on what you are doing, and you
usually stick with the task or assignment until you get it done.
7. You also look at people and systems in the practical sense, judging whether people are performing their roles
or functions well, and whether systems or plans and ideas are practical enough to work out in reality.
8. You do get along well with others socially and professionally, and you especially enjoy being with other
people who share your interests and chosen activities, but you don't want other people or "rules" to get in the
way of getting things done.
9. In your opinion, rules and policies should be used as flexible guidelines, and should not interfere with your
chosen goals and activities.
Section 2: Talents (Energisers):
1. Your greatest strength is your capacity to focus all of your attention on the activity or task at hand, and to get
the job done.
2. It is easy for you to learn a new process - what to do and how to do it, and you are also excellent at
comparing different things or options, and choosing that which would work out the best practically.
3. You also have good communication skills, and can be very persuasive in convincing others to agree with your
point of view, or your plan for action.
Section 3: Motivated by:
1. You want to be known as resourceful and good at what you do.

2. You are motivated by social and peer recognition as well as material and financial security. Since you like to
feel competent, you are also motivated by opportunities for training and education that would increase your
knowledge and improve your practical performance.
Section 4: Best performance climate:
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

1. You will learn and work best in an atmosphere that is practical or production-oriented, with the end-point of
each job segment or project task clearly defined.
2. You can work well with others as part of a group or team, but prefer to focus on carrying out your own specific
responsibilities.
Section 5: Best suited for:
1. You can learn just about any technical or practical process, whether it is production
work that relates to building or running machines, installation of systems
(electronics), carpentry, crafts, any kind of practice that requires mastering the
detail of how certain things work.
2. You could also do very well at jobs like sports (athletics), engineering or sales, as
long as you enjoy the process involved in these careers.
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Self Appreciation Style

Achiever (Continuous-Improver)
Your own self-appreciation style characterizes how you appreciate yourself, and it also provides you with
feedback on how you can add or realize more of your potential. It gives you feedback on 3 dimensions:
1. Your direct feelings about your own total reality, or "who" you are - the sense inner worth.
2. Your work and all your roles in life: personal, social, and professional - your ability to achieve and maintain
harmony and balance between your roles, and your level of clarity about your various role responsibilities.
3. Your mental concept of yourself, including self-knowledge, self-organization, and self-direction - the strength
and maturity of your self-concept, which shows how clearly you project yourself into the future and present
yourself to others.
Section 1: Description:
1. You have a strong and clear focus on learning, thinking, planning, organizing, and living up to high self
standards.
2. This means you have the tendency to define who you are in terms of your various goals and duties in life.
3. Your life is well organized according to a set of rules or moral codes that you identify with.
4. You are more of a thinker and planner, than a doer or feeler, and you strongly rely on your planning and
thinking abilities in a habitual sense, resulting in a focus on living up to your duties, and focusing on what you
"ought" to do.
5. You are overly conscientious, and your excessive concern for conforming to self-standards requires a great
deal of self-discipline, and a strong desire for continued improvement.
6. You emphasize rules to live by, plans for the future, and all moral codes or belief systems that you are in
agreement with, to guide your life.
7. Your secondary emphasis is on the external perspective: your professional job, personal roles and social
activity involvement in the world.
8. You put least emphasis on the inner-personal perspective: who you are as a unique individual, apart from
what you know or can do or achieve.
9. You are in the learning habit, and have a great deal of energy, creative initiative, and ambition.
10. You are self-starting and can be quite assertive, when necessary.
11. You tend to see yourself as the "thinker" or "scientist" in various situations, and you enjoy interpreting things
from an abstract or analytic point of view.
12. You may see yourself as the brain power or blueprint maker, based on your ability to think, reason and plan.
13. You may even see other people, tasks and events as part of an overarching system or plan.
14. Your future is clear and definite, and the rules and standards that guide your life are well defined.
15. You try to live up to your own high self standards, as well as expectations that others have of you, but you
tend to judge yourself as falling short of the mark, which results in low self esteem, but instills in you the
constant desire for further improvement.
16. You like to feel that you are in control of your life, and you are overly concerned about conforming to the rules
and goals you have set for yourself, because you overemphasize what "ought" to be, as well as what you
ought to do and achieve. This quality makes you security and duty-oriented, and tends to restrict you from
fully enjoying your various roles.
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Section 2: Talents (Energizers):
1. Your primary strength is your ego-drive and your strong devotion to living up to who and what you think you
ought to be.
2. You are committed to doing your duty and adhering to high standards and principles.
3. You have definite rules and guidelines to live by, and you exercise strict self-discipline in sticking with your
plan and organizing your life.
4. You have a clear picture of where you are going and who you ought to become, and this vision fuels your
optimism, initiative, and persistence to succeed.
Section 3: Motivated (internally) by:
1. You are motivated by anything you perceive to fit your self-image - what you think you should do, or fulfilling
your various duties in life.
2. You are also highly motivated by any goals that you want to achieve, and you enjoy doing things that require
intelligence and quick thinking, as well as creative ideas.
3. You prefer to work in an environment that is highly structured, organized, as well as dedicated to high quality
and standards.
4. You have a strong desire to know and learn more, and you are also motivated by anything that will help you
achieve more control and power over your own life and destiny
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Your Unique Talent Portfolio
Nishant Singhvi your unique valuation structure gives you many capacities or talents developed at various levels.
Table 1 below lists your most developed talents and Table 2 lists your least developed or used talents from your
talent portfolio.
Pl remember, because a talent is listed as a most developed in your talent Portfolio, it may not be strength
for you in an absolute sense. For a talent to be your strength, your score on that talent needs to be >=8.0.
In the same vein, just because a talent is listed in the least developed talent table, it may not be a weakness
for you. For a talent to be counted as a weakness, your talent score needs to <6.0. If your score on a
particular talent is >=6.0 and <8.0, it is considered as moderately developed talent.
To view your talent portfolio from a strength/ weakness perspective, we have color coded your talent scores
in Table 1 and Table 2 as per following key:
When you look at Table 1, pl check if all the items are 'Green'. If not, the items in 'Amber' and 'Red' should be
your first development priority as your value structure makes them accessible to you easily.
Also pl remember that the items in 'Green' are your talents or capacities. It is necessary to work diligently
to convert your talent into your strength.
Table 1: Your Most Developed Talents
Talent Description
A gauge of personal motivation: to achieve, accomplish, or

8.9 7.1 Personal Drive
complete tasks, goals, or missions.
8.7 7.3 Sense of Mission A measure of a person's sense of purpose in his or her life.
The ability to regularly and dependably engage in and
8.6 7.3 Consistency and Reliability
complete tasks or processes.
The ability to define realistic and attainable goals for one's
8.6 7.6 Realistic Personal Goal Setting
self using specific time frames and the resources at hand.
The capacity to fulfill one's professional responsibilities with
8.6 7.3 Job Ethic
a strong sense of moral duty and obligation.
* There are more than 5 attributes falling in strengths and are explained in Appendix 3.
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Table 2: Your Least Developed Talents
Talent Description
The ability to see different components of a situation and tie

4.0 7.6 Integrative Ability
them together to see the situation holistically.
The ability to maintain composure and internal strength
5.2 7.0 Handling Stress
when coping with external and internal pressures.
The importance of having and maintaining personal
5.3 8.1 Personal Relationships
relationships and not just being seen as part of the team.
The ability to understand and appreciate the value of other
5.3 7.9 Sensitivity to Others people with genuine concern for their needs, desires and
feelings.
The ability to maintain objectivity when relating to other
5.3 7.8 Freedom from Prejudices
people.
* There are more than 5 attributes falling in weaknesses and are explained in Appendix 3.
When you look at Table 2, please check if some of the items are marked 'Green'. If yes, this is good news.
This means that your talent portfolio is very well developed. It is worth while to remind you that the items
in 'Green' are your talents or capacities. It is necessary to work diligently to convert your
talent into your strength.
If some items are in 'Amber' or 'Red' this may be your developmental opportunity. Another way of looking
at these talents is to understand that these talents do not come to you naturally and it may be necessary to
remember to workout powerful workaround strategies for these talents. Also while selecting a job please
watch out if the job calls for using these talents. As it will be a stretch for you to exhibit those talents on a
continuing basis.
Appendix III gives you further description of each of the talent mentioned in Table 1 and 2.
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Appendix I: Talent Portfolio Details
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Personal Drive (Table 1)

Definition :
A gauge of personal motivation: to achieve, accomplish, or complete tasks, goals, or missions.
Description :
Personal Drive is
The measure of how strongly a person feels the need to achieve, accomplish or complete something.
Can take many forms (e.g., tasks, knowledge, career, physical, etc.), but it involves the level of personal motivation a person is capable
of bringing to bear on any given task which they feel is important.
Positive Indicators :
Someone who has mastered skills associated with Personal Drive:
1. Has an internal drive for achieving success.
2. Is motivated and enthusiastic about achieving key objectives.
3. Maintains a constant, consistent level of activity on key tasks.
4. Stays busy and productive with little direct supervision.
5. Is confident in his or her beliefs and acts on them with commitment.
6. Is not easily distracted by irrelevant projects or unimportant details.
7. Does not wait for approval before making progress.
Negative Indicators :
Someone who has not mastered skills associated with Personal Drive:
1. May have difficulty committing substantial internal resources towards completing a task.
2. Has trouble avoiding procrastination.
3. May not be aware of what is expected
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Sense of Mission (Table 1)

Definition :
A measure of a person's sense of purpose in his or her life.
Description :
Sense of Mission is
A measure of importance and commitment to one's ideals and goals.
The willingness to perform well in jobs, simply for the purpose of doing a good job in whatever they are doing.
Someone who has mastered skills associated with Sense of Mission:
1. Is focused on doing his or her best, regardless of the situation
2. .Is a "big-picture" thinker who can see how today's actions affect tomorrow.
3. Wants to be working toward a greater goal, and is persistent in working toward achievement of that goal.
4. Values other people who have strong ideals and goals
5. Is strongly self-motivated.
Someone who has not mastered skills associated with Sense of Mission:
1. May be unclear about what is important to them in their life.
2. Is more focused on day-to-day events then long-range objectives.
3. As they are confused about their larger goals or life purpose, they may not be very self-motivated.
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Consistency and Reliability (Table 1)

Definition :
The ability to regularly and dependably engage in and complete tasks or processes.
Description :
Consistency and Reliability is
The ability to feel able an internal need to be conscientious in his or her personal or professional efforts.
The need to be both consistent and reliable in his or her life roles is an internal motivation, as opposed to being motivated by external
forces such as job, peer or supervisory pressures.
Someone who has mastered skills associated with Consistency and Reliability:
1. Successfully maintains emotional equilibrium regardless of circumstances.
2. Is able to re-order priorities and activities as shifting situations demand.
3. Comes across as being assertive rather than aggressive.
4. Maintains personal composure in the face of adversity.
5. Strikes an equal commitment to job and other life priorities.
6. Is organized and structured in the pursuit of achieving objectives.
7. Operates from a sense of getting results rather than simply being busy for the sake of being busy.
8. Is sufficiently organized so as to minimize work flow disruption and slowing down self and others.
Someone who has not mastered skills associated with Consistency and Reliability:
1. May need external motivators to stay on task.
2. May not maintain personal composure in the face of adversity.
3. May not have an equal commitment to the job and other life priorities.
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Realistic Personal Goal Setting (Table 1)

Definition :
The ability to define realistic and attainable goals for one's self using specific time frames and the resources at hand.
Description :
Realistic Personal Goal Setting is
The ability to set goals for one's self that can be achieved using available resources and operating within a projected timeframe.
Whereas setting realistic goals for others involves the ability to evaluate others strengths and weaknesses, this competency deals with a
person's ability to accurately evaluate their own strengths and weaknesses, and to use this information to set achievable goals for
themselves.
Someone who has mastered skills associated with Realistic Personal Goal Setting:
1. Is self-confident and ambitious, but not too proud to ask other people for assistance.
2. Is a good time manager / supervisor who is able to delegate effectively to employees or team members.
3. Has set extremely high standards for his or her own performance - but not so high that he or she is set up for failure.
4. Checks in with him or herself regularly to maintain progress toward goals.
Someone who has not mastered skills associated with Realistic Personal Goal Setting:
1. May not understand own abilities in order to set goals
2. May set unrealistic goals
3. May let interruptions get in the way of accomplishing a goal
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Job Ethic (Table 1)

Definition :
The capacity to fulfill one's professional responsibilities with a strong sense of moral duty and obligation.
Description :
Job Ethic is
The personal commitment an individual makes to execute a specific task.
Someone who has mastered skills associated with Job Ethic:
1. Has a positive self-direction - is able to motivate himself or herself through positive self-talk and reasonable goal setting.
2. Makes efforts to understand his or her role within a larger corporate organization, and understands that he or she bring unique value to that
position.
3. Keeps professional, personal, and civic goals at the forefront of his or her mind at all times.
4. Develops his or her organizational skills and manages schedules well.
5. Keeps procrastination to a minimum.
Someone who has not mastered skills associated with Job Ethic:
1. Does not understand some basic expectations of the workplace
2. Sees their work or job in very narrow perspective, is unable to relate their job to value provided in the organization
3. Expects the organization to occupy their time, would not be proactive in finding ways to contribute during lull phases
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Integrative Ability (Table 2)

Definition :
The ability to see different components of a situation and tie them together to see the situation holistically.
Description :
Integrative Ability is
The ability to identify the elements of a problem situation, and understand which components are critical.
Being able to see clearly the component dimensions of a situation gives a person the ability to see different types of situation structures,
and thereby the ability to see different types of problem solutions.
Someone who has mastered skills associated with Integrative Ability:
1. Is able to prioritize critical events while not losing track of less critical ones.
2. Accurately defines the key elements in problem situation.
3. Develops effective solutions that address components of problem situations in priority order.
4. Is a good project planner and scheduler.
5. Is able to see different types of solution structures - isn't stuck on one method of problem solving.
Someone who has not mastered skills associated with Integrative Ability:
1. May not see the most obvious solution to a problem.
2. May get mentally blocked by only focusing on one component.
3. May have trouble identifying key components of a problem.
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Handling Stress (Table 2)

Definition :
The ability to maintain composure and internal strength when coping with external and internal pressures.
Description :
Handling Stress is
A person's ability to balance and defuse inner tensions and stresses, which, if allowed to build up, could interfere with a person's ability
to perform to their potential.
Not the person's ability to handle stressful situations, but rather their ability to appropriately separate themselves from such stressful
situations, and maintain their own separate inner sense of peace.
Someone who has mastered skills associated with Handling Stress:
1. Is focused on the task at hand and not preoccupied.
2. Is able to separate emotionally from difficult situations.
3. Does not assign blame for problems, but instead focuses on finding a solution.
4. Recognizes the difference between "good stress" and "bad stress".
5. Finds productive ways to reduce the impact of "bad stress".
6. Is an effective time and task manager.
7. Has strong interpersonal relationships.
8. Takes time to focus on play and relaxation.
Someone who has not mastered skills associated with Handling Stress:
1. Gets emotionally tied to difficult situations.
2. Does not recognize the difference between "good stress" and "bad stress".
3. May not take time to relax.
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Personal Relationships (Table 2)

Definition :
The importance of having and maintaining personal relationships and not just being seen as part of the team.
Description :
Personal Relationships is
The motivation generated by the importance of forming personal relationships with the people with whom they work.
The person is motivated by being accepted and recognized as a person, not simply as a professional that is part of a team or group.
Someone who has mastered skills associated with Personal Relationships:
1. Has an instinctive understanding that positive, healthy personal relationships on the job will help productivity, teamwork, and morale.
2. Recognizes boundaries that other people may have, and is sensitive toward these boundaries when communicating with each individual.
3. Obeys company policies and social norms about what is appropriate as regards personal relationships on the job.
4. Is honest and trustworthy about friendships developed on the job.
5. Does not let personal relationships interfere with productivity and achievement of corporate or departmental goals.
Someone who has not mastered skills associated with Personal Relationships:
1. Doesn't make an effort to develop relationships with people in his work environment OR develops relationships that are centered around
the task to be completed.
2. In some cases, the person may overstep personal boundaries or not abide by written or unwritten social norms.
3. Does not use relationships at the workplace to solely get work done or drive ones personal agenda.
4. May or may not believe in basic decency or honesty of people.
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Sensitivity to Others (Table 2)

Definition :
The ability to understand and appreciate the value of other people with genuine concern for their needs, desires and
feelings.
Description :
Sensitivity to Others is
The ability to be sensitive and aware of the feelings of others, but this awareness does not get in the way of making objective decisions.
Someone who has mastered skills associated with Sensitivity to Others:
1. Empathizes with other people, and maintains positive emotional connections.
2. Pays attention to details.
3. Responds thoughtfully to the concerns of others, even if they don't seem relevant to the issues at hand.
4. Is a good listener.
5. Recognizes that people like and need to feel important, and does his or her best to help other people feel valued.
6. Is trustworthy and compassionate in his or her dealings with other people.
7. Does not overreact - stays calm and cool in emotional situations.
Someone who has not mastered skills associated with Sensitivity to Others:
1. May have difficulty relating to people on a personal level.
2. May have difficulty empathizing with the needs and concerns of the people involved.
3. May not notice the small details of a person's reactions to a situation or conversation.
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Freedom from Prejudices (Table 2)

Definition :
The ability to maintain objectivity when relating to other people.
Description :
Freedom from Prejudices is
The ability to not allow the unfair implications of assumptions to enter into, and affect, an interpersonal relationship.
Not allowing a person's class, race, sex, ethnicity or personal philosophy to cause a person to prejudge the actions, potential, intentions
or attitudes of others.
Someone who has mastered skills associated with Freedom from Prejudices:
1. Able to maintain emotional control in difficult situations.
2. Keeps personal issues below the surface relative to maintaining focus on relevant business issues.
3. Understands the importance of, and has the ability to sustain productive relationships with key stakeholders.
4. Understands the value of maintaining positive relationships while being politically sensitive.
5. Keeps essential issues of the organization at the forefront regardless of personal opinions.
6. Is sensitive to the ramifications of saying or doing the wrong or inappropriate thing.
7. Thinks before acting or saying the wrong thing.
8. Works comfortably across all levels of hierarchy.
Someone who has not mastered skills associated with Freedom from Prejudices:
1. May not be sensitive to the ramifications of saying or doing the wrong or inappropriate thing.
2. Has difficulty keeping personal issues below the surface relative to maintaining focus on relevant business issues.
3. May not be politically sensitive when dealing with business relationships.
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Appendix II: Career Discovery Process
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Appendix II: Success Discovery Process - Career

This is a process which helps you do reflection on the information provided in this report. This process will
take no more than 30-35 minutes of your time. But for many of you those 30 minutes may be extremely
rewarding in terms of clarity you may achieve in terms of your future and career choices.
Step 1: Pl put aside 45 minutes of your busy schedule. Sit in a quite place where you can
be with yourself for next 35-40 minutes.
Step 2: Take the career Report, a pen or a pencil and a highlighter and the template given
here.
Step 3: Pl read pages 3, 4, 5, and 6 fully and highlight all the statements that you agree
with.
Step 4: Write down all the statements you strongly agree with as per the template given
below.
I relate to following things the most:
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
My Talents and Motivators:
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
My Preferred Performance Climate:
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
Step 5: Pl read pages 7,8, and 9 fully and highlight all the statements that you agree with.
Step 6: Write down all the statements you strongly agree with as per the template given
below.
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

My unique talents:
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
My least developed talents:
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
---------------------------------------------------------------------------------------------------------------------------------
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Job Evaluation Checklist

Whenever you are considering a job/career opportunity, use the success discovery
template filled up in previous pages.
Step 1: Think deeply about the job in question. Try and collect as much information as
possible for the organization and job. Ask questions during the pre-placement talks
to clarify the job in terms of your career preferences.
Step 2: Fill the template given below based on the template on pages 11 and 12.
Me The Job
I relate most strongly to: This job relates most strongly to:
My Motivators: Motivators inherent in the job and Organization:
My Preferred Performance Climate: Performance Climate:
My Talents: Talents Required on the job:
My Hot spots: Are my hot spots a liability in this job?
My Conclusion:
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Job Evaluation Checklist

Whenever you are considering a job/career opportunity, use the success discovery
template filled up in previous pages.
Step 1: Think deeply about the job in question. Try and collect as much information as
possible for the organization and job. Ask questions during the pre-placement talks
to clarify the job in terms of your career preferences.
Step 2: Fill the template given below based on the template on pages 11 and 12.
Me The Job
I relate most strongly to: This job relates most strongly to:
My Motivators: Motivators inherent in the job and Organization:
My Preferred Performance Climate: Performance Climate:
My Talents: Talents Required on the job:
My Hot spots: Are my hot spots a liability in this job?
My Conclusion:
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Appendix III
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Table 1: Your Most Developed Talents (Extra)
Talent Description
A measure of the level of respect and appreciation for the

8.4 8.2 Respect for Property
property that belongs to others or the company.
Having a clear vision of their own future objectives and the
8.4 6.9 Self Direction
self-discipline and organization necessary to achieve them.
The ability to solve problems in a "virtual" or hypothetical
8.3 8.3 Theoretical Problem Solving
sense, abstracted from real content
The capacity to see the big picture and long-term goals and
8.3 7.6 Long Range Planning to forge clear, realistic plans to accomplish the desired
results.
The ability to influentially present one's positions, opinions,
8.3 7.8 Persuading Others feelings or views to others in such a way that they will listen
and adopt the same view.
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

Table 2: Your Least Developed Talents (Extra)
Talent Description
5.3 7.9 Attitude Toward Others The general capacity one has for relating with other people.
The ability to objectively listen, understand and accurately
5.5 7.7 Evaluating What is Said
interpret what someone else is saying
The ability to make decisions by looking at the most
5.5 7.0 Intuitive Decision Making
essential elements and without all the facts or data.
The ability to be resourceful and apply good, practical,
5.6 7.6 Using Common Sense
ordinary sense in whatever situations arise.
The capacity to organize others in such a way that inspires
5.6 7.9 Leading Others
trust and motivates people toward a common goal.
--------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------------

CanReport IBMR Nishant Singhvi 97 Detail

Diunggah oleh

Informasi Dokumen

Deskripsi Asli:

Hak Cipta

Format Tersedia

Bagikan dokumen Ini

Bagikan atau Tanam Dokumen

Opsi Berbagi

Apakah menurut Anda dokumen ini bermanfaat?

Apakah konten ini tidak pantas?

Hak Cipta:

Format Tersedia

CanReport IBMR Nishant Singhvi 97 Detail

Diunggah oleh

Hak Cipta:

Format Tersedia

Turning Point Training & Assessment Systems Pvt Ltd

Career Suitability Report (Graduates)

Career Suitability Report for Nishant Singhvi. 1

Career Suitability Report for Nishant Singhvi. 2

Career Suitability Report

This report is best interpreted by trained and certified counselor.

Career Suitability Report for Nishant Singhvi. 3

Your External World View

Section 2: Talents (Energisers):

Section 3: Motivated by:

1. You want to be known as resourceful and good at what you do.

Section 4: Best performance climate:

Career Suitability Report for Nishant Singhvi. 4

Section 5: Best suited for:

Career Suitability Report for Nishant Singhvi. 5

Self Appreciation Style

Career Suitability Report for Nishant Singhvi. 6

Section 2: Talents (Energizers):

Section 3: Motivated (internally) by:

Career Suitability Report for Nishant Singhvi. 7

Your Unique Talent Portfolio

Table 1: Your Most Developed Talents

A gauge of personal motivation: to achieve, accomplish, or

Career Suitability Report for Nishant Singhvi. 8

Table 2: Your Least Developed Talents

The ability to see different components of a situation and tie

Career Suitability Report for Nishant Singhvi. 9

Career Suitability Report for Nishant Singhvi. 10

Appendix I: Talent Portfolio Details

Career Suitability Report for Nishant Singhvi. 11

Personal Drive (Table 1)

Career Suitability Report for Nishant Singhvi. 12

Sense of Mission (Table 1)

A measure of importance and commitment to one's ideals and goals.

Career Suitability Report for Nishant Singhvi. 13

Consistency and Reliability (Table 1)

Career Suitability Report for Nishant Singhvi. 14

Realistic Personal Goal Setting (Table 1)

Career Suitability Report for Nishant Singhvi. 15

Job Ethic (Table 1)

The personal commitment an individual makes to execute a specific task.

Career Suitability Report for Nishant Singhvi. 16

Integrative Ability (Table 2)

Career Suitability Report for Nishant Singhvi. 17

Handling Stress (Table 2)

Career Suitability Report for Nishant Singhvi. 18

Personal Relationships (Table 2)

Career Suitability Report for Nishant Singhvi. 19

Sensitivity to Others (Table 2)

Career Suitability Report for Nishant Singhvi. 20

Freedom from Prejudices (Table 2)

Career Suitability Report for Nishant Singhvi. 21

Career Suitability Report for Nishant Singhvi. 22

Appendix II: Career Discovery Process

Career Suitability Report for Nishant Singhvi. 23

Appendix II: Success Discovery Process - Career

Career Suitability Report for Nishant Singhvi. 24

Career Suitability Report for Nishant Singhvi. 25

Job Evaluation Checklist

My Motivators: Motivators inherent in the job and Organization:

My Preferred Performance Climate: Performance Climate:

My Talents: Talents Required on the job:

My Hot spots: Are my hot spots a liability in this job?