Showing all 6 results

  • Ecommerce on Cloud

    Ecommerce on Cloud

    Setup up your ecommerce business in the fraction of time, Our reliable ecommerce hosting solutions will provide your the most professional and economic ecommerce services to enable your ebusiness. We enable your ecommerce store using opensource technologies and ensure the application is professionally deployed.

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  • Entrepreneurship Mindset Assessment Test

    $20.00

    Entrepreneurship Mindset Assessment Test

    $20.00

    Key profiles the test is useful for:

    Anyone looking for a business partner / entrepreneur and any start-up enthusiast can take the test for evaluation of entrepreneurial capabilities. This test can also be used by senior personnel who are looking for young and promising candidates to kick-start their venture. Individuals can also use the test for self evaluation.

    Use this test for: 

    • Identifying one’s ability required for an entrepreneur
    • Talent maximization
    • Identifying training and development areas
    Test Details:

    Number of Sections

    2

    Number of Questions

    111

    Test Duration

    50 minutes

    Test Language

    English

     

    Section Details:

    Mettl Personality Profiler Assesses the candidate’s behavioral competencies required for an Entrepreneur and is based on Big Five Model of Personality.
    Cognitive Ability Assesses the person’s ability to be able to learn and absorb information and apply that learning to solve problems and take prompt actions.

     

    Answer to common queries:

    What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?

    Utmost care has been taken to reduce the probability of individuals trying to present themselves in a socially desirable manner at every stage of the tool development.  The following are some of the steps taken:

    1. The item format of the assessment – the ‘semantic differential’ format – was deliberately selected for the purpose of making it hard for candidates to guess the appropriate response and ‘fake’ in order to increase their scores. The items are presented in a format that requires the individual to consciously think about their preferences and then make a choice between two equally ‘desirable’ statements.

    2. Before beginning the assessment, the candidates are provided with information on the format of the assessment and are told to respond to the items according to their first reactions and not to overthink their responses. Guided by research showing the efficacy of ‘instructional warnings’ they are warned against faking and impression management and told that their assessment reports may be considered invalid if they distort their responses in dishonest ways.

    3. The tool identifies certain patterns of responding and indicates in the report, if the candidate has attempted to respond to the assessment in an appropriate or a socially desirable manner.

    Can we determine the appropriate levels of behaviors required for a specific job role in an organization?

    Yes, it is possible to do so for different job roles in your organization. We follow a scientifically valid method of determining the norms appropriate for each job role.  Please write to us and we would be glad to assist.

    Candidates who apply for jobs in my organization are very unique. Will your assessment still score them appropriately?

    We have undertaken every effort to include a diverse and representative sample during assessment development. Despite this, every context might attract a specific kind of applicant. Mettl does have options to optimize the assessment content and scoring for your context. Ask us about local validation and local norms and we would be glad to assist you with those steps.

    Is it possible to map an organization’s competency framework to your assessments?

    Yes, it is possible. We can build a customized assessment for your organization, taking into account your organization’s unique needs and accordingly determine the combination of behaviors that determine success in your organization’s context.  Please write to us for such a request and we would be glad to work out a solution for you.

    How do we determine the thresholds for the proficiency levels for a norm group?

    The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.

    How have  norms been decided for MPP?

    The data obtained from the sample used during tool development have been used to determine the norms for various behaviors. Additionally, the norms are being re-calculated periodically basis new data that is collected to ensure that they stay relevant and provide the most accurate information about a candidate. However, we can further determine the norms relevant for your organization through a validation exercise. Please write to us for further details.

    What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?

    Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a definitive predictor of a particular type of behavior. These reports should be integrated with all other sources of information in reaching professional decisions about the person. If you find any discrepancy in the reports from actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. For the best combination of selection tools for your needs (i.e. psychometric assessment, job/functional tests, behavioral interviews, etc.) please reach out to us and our consultants would be happy to assist you.

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  • ERP on Cloud

    ERP on Cloud

    Manage your business effectively using the ERP on cloud, marketing, sales, accounting, billing, invoicing, all under one application. Unlimited users

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  • Leadership Assessment Test

    $20.00

    Leadership Assessment Test

    $20.00

    Key profiles the test is useful for:

    • All CXO level roles
    • President/ Vice President/ Director
    • Mid-management level roles

    Section Details:

    Mettl Personality Profiler Assesses the candidate’s behavioral competencies required for a leadership role and is based on Big Five Model of Personality.
    Critical Thinking Assesses the ability of a candidate to solve various problems and the effectiveness of the opposing argument to test the validity of the proposition.
    Abstract Reasoning Assess the ability of an individual to identify patterns by analyzing things to measure person’s lateral thinking ability and clarity of thoughts to recognize the underlying logical rule to arrive at solutions.

     

    Answer to common queries:

    What if a person takes a test in a socially desirable manner or manipulates or fakes the responses?

    Utmost care has been taken to reduce the probability of individuals trying to present themselves in a socially desirable manner at every stage of the tool development.  The following are some of the steps taken:

    1. The item format of the assessment – the ‘semantic differential’ format – was deliberately selected for the purpose of making it hard for candidates to guess the appropriate response and ‘fake’ in order to increase their scores. The items are presented in a format that requires the individual to consciously think about their preferences and then make a choice between two equally ‘desirable’ statements.

    2. Before beginning the assessment, the candidates are provided with information on the format of the assessment and are told to respond to the items according to their first reactions and not to overthink their responses. Guided by research showing the efficacy of ‘instructional warnings’ they are warned against faking and impression management and told that their assessment reports may be considered invalid if they distort their responses in dishonest ways.

    3. The tool identifies certain patterns of responding and indicates in the report, if the candidate has attempted to respond to the assessment in an appropriate or a socially desirable manner.

    Can we determine the appropriate levels of behaviors required for a specific job role in an organization?

    Yes, it is possible to do so for different job roles in your organization. We follow a scientifically valid method of determining the norms appropriate for each job role.  Please write to us and we would be glad to assist.

    Candidates who apply for jobs in my organization are very unique. Will your assessment still score them appropriately?

    We have undertaken every effort to include a diverse and representative sample during assessment development. Despite this, every context might attract a specific kind of applicant. Mettl does have options to optimize the assessment content and scoring for your context. Ask us about local validation and local norms and we would be glad to assist you with those steps.

    Is it possible to map an organization’s competency framework to your assessments?

    Yes, it is possible. We can build a customized assessment for your organization, taking into account your organization’s unique needs and accordingly determine the combination of behaviors that determine success in your organization’s context.  Please write to us for such a request and we would be glad to work out a solution for you.

    How do we determine the thresholds for the proficiency levels for a norm group?

    The thresholds for the proficiency levels are based on the normal probability distribution of scores for a particular norm group.

    How have  norms been decided for MPP?

    The data obtained from the sample used during tool development have been used to determine the norms for various behaviors. Additionally, the norms are being re-calculated periodically basis new data that is collected to ensure that they stay relevant and provide the most accurate information about a candidate. However, we can further determine the norms relevant for your organization through a validation exercise. Please write to us for further details.

    What if the reports generated for the psychometric assessments differ from the actual behavior, attitude or aptitude of the person?

    Human behavior is a projection of multiple psychological and environmental factors. So, any psychometric report should not be interpreted as a definitive predictor of a particular type of behavior. These reports should be integrated with all other sources of information in reaching professional decisions about the person. If you find any discrepancy in the reports from actual behavior of the person, always refer to the other environmental, physical and psychological factors driving that behavior. For the best combination of selection tools for your needs (i.e. psychometric assessment, job/functional tests, behavioral interviews, etc.) please reach out to us and our consultants would be happy to assist you.

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  • Mautic -Installation & Hosting Service – Digital Marketing Automation

    $250.00

    Mautic -Installation & Hosting Service – Digital Marketing Automation

    $250.00

    Mautic is an open source marketing automation platform that allows users to build the best marketing campaigns, while delivering a personalized and unified brand experience throughout all digital properties. Lead management, progressive profiling, website tracking, drip flow, social media monitoring, contact management, landing pages, etc are some of the key features of this tool, for content, high performance marketing campaigns and results.

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  • Odoo ERP Installation & Hosting Service

    $250.00

    Odoo ERP Installation & Hosting Service

    $250.00

    Odoo ERP or Odoo modules is a combination of different software packages. These are essential components for the successful functioning of any contemporary business enterprises. They help in streamlining all the activities to get the desired results. The main feature is that it enhances the effectiveness of all business aspects, and helps product statistics in real time. Apart from that it optimizes the decision-making process and simplifies both internal and external communication, which is essential for the success of an entity.

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