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1. SQI System Introduction
SQI SystemTM provides an assessment of the suitability of a
person—the probability that he/she will succeed in a particular position
if he/she is eligible for that position. Thus, it is still vital that
eligibility is also assessed. That is, both eligibility and
suitability must be assessed in order to hire, promote and retain
employees who will perform effectively.
The Success Quotient Intelligence (SQI) System is a diagnostic and
prescriptive tool to draw out the best in an individual such that
the individual can experience his/her best to achieve top-level
performance.
Five areas that SQI System provides detailed diagnosis &
prescriptions: |
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| 1. |
Hiring Management: recruitments & selections of new hires;
retain / redeploy existing staff; setting benchmarks
for future hiring
decisions & actions |
| 2. |
Talent Development: personal SWOT awareness, counseling for
mind-set developments and mentoring for job specific competency
developments; setting benchmarks for future development decisions &
actions |
| 3. |
Succession Planning: retain & grow top performers;
coaching; mentoring & development benchmarking for future succession
strategies |
| 4. |
High Performing Teams: learning & growth developments,
bonding strategy developments and benchmarking |
| 5. |
Culture & Values: Leadership developments, effectiveness &
influence, people management and organization developments benchmarking |
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| SQI System measures 58 suitability factors relating to six major
areas: |
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| 1. |
Beliefs Inventory |
| 2. |
Emotions Inventory |
| 3. |
Behavioral Tendencies |
| 4. |
Task Preferences |
| 5. |
Work Environment Preferences |
| 6. |
Role & work personality fit |
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A person who is suitable for a position tends to choose to perform
the different tasks that are required; is very interested
in the work
areas; has a high tolerance for the type of work environment;
comfortable with the type of interpersonal interactions and
decision-making required for the position; and have much less unsuitable
traits that could hinder his/her productivity. In order to accurately
assess suitability, a thorough analysis of the position is necessary.
The following questions should be asked: |
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What types of tasks need to be done? |
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What types of work environment does the person need to work in? |
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What types of interpersonal interactions are required? |
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What type of decision-making is required? |
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What types of traits should be avoided for the position? |
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These should be thoroughly reflected upon and listed. Requirements
should be placed in order of importance. This process creates the basic
ingredients for a job template that can be used to compare a person to
requirements. By using a comprehensive analysis of a position and the
SQI System questionnaire completed by a person, employers can gain
insight into the suitability of the person for the position. They can
also use an employee’s SQI System profile to encourage his/her personal
development. They can likewise analyze it to understand an employee’s
work preferences so that they may adjust his/her responsibilities in
such a way that he/she is more likely to enjoy the work. However, it is NOT recommended that they use profiles for disciplinary
procedures or for making decisions on possible employee termination.
This is so because
it is a tool to assist decision-making in hiring
management and development NOT for employee termination. |
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