Human Capital Assessment

Typical Assessments:


Birkman International, Inc. provides a proven and validated methodology for increasing personal, team and organizational effectiveness. In an increasingly competitive business world, it is this management information, properly used, that is the gateway to greater personal, team and organizational productivity.

The Birkman Method has been used for more than 50 years to assess human potential, enhance performance and transform corporate culture.

The Birkman Method is delivered over the Web for the ultimate in rapid, flexible and worldwide accessibility. Designed to meet the strictest security requirements. Birkman Direct provides a highly interactive and effective operational platform.

The information that Birkman International provides is supplied to appropriately trained consultants around the world. These consultants add value to the Birkman data by integrating it into more effective and targeted development and training programs and consulting services.

Birkman data is available in several languages and dozens of standard formats, as well as customizable, co-branded formats. The Birkman technology is in use in the largest companies in the world as well as small independent consultancies, in a multiplicity of for-profit and non-profit corporations, and in most regions of the world.

Benchmarks ®


A comprehensive, 360-degree assessment tool for experienced managers that measures 16 skills and perspectives critical for success. Benchmarks offers an in-depth look at development by assessment skills developed from a multitude of leadership experiences, identifying what lessons may yet to be learned and helping the executive determine what specific work experiences need to be sought out in order to develop critical skills for success.


Through the Benchmarks ® process, participants:

Sixteen Personality Factor Test

The 16 PF provides a comprehensive description of normal personality. To this comprehensiveness is added the confidence that comes from the extensive body of research that has been done using the 16 PF.

Since the time it was first developed in the late 1940's, the 16 PF has been extensively researched. Such a dept of research produces two things. First, a confidence in what the test is measuring. It has been proven reliable and useful in a vast number of settings. It has been translated into at least eight other languages and the same structure of sixteen personality factors has been found in those cultures as well. Second, all that research provides a base of understanding about what the factors mean in various settings.

The 16 PF is a test of normal personality. As such, it does an excellent job of describing what someone's personality is good for. To be sure, it can also point out problems and areas of pain. But often enough, these are issues of a person being in the wrong setting rather than something wrong with the person.

The Personal Career Development Profile shows you how your personality is related to career decisions, on-the-job performance and success. Generated from one of the world's most widely used personality assessment instruments, Raymond Cattell's 16 Personality Factor Questionnaire (16 PF), the Profile offers thought provoking commentary to help you consider your next move. The Profile will offer you observations about your choices and preferences, emphasize your personal strengths and help you achieve deeper insight into your personality as it relates to your personal life and career development.


Disc Summary

The DISC profile analysis is based on the work of Dr. William Moulton Marston dating back to 1928. The Personal Profile Analysis (PPA) identifies the behavioral characteristics within a person. It is based on a simple questionnaire that measures an individual's personal communication style and techniques, leadership qualities, self-image, dependability, competitiveness, attitude and response to stress. Validation studies have determined the PPA is accurate over 97% of the time when properly administered. The PPA has been demonstrated to be an effective tool for selecting the right individual as well as for coaching, motivating and communication. It provides results that are measurable in terms of reduced turnover, increased motivation and productivity, better customer service and more cohesive teams.

The PPA is not a critical instrument and there is no right or wrong answers in a personal profile. It is used by organizations together with other instruments and data in order to make more informed decisions regarding the compatibility of individuals with particular job functions.

The system addresses critical competencies, which are hardest to assess objectively and accurately. The PPA identifies the personality traits and preferences, that characterize a person's actions and reactions and identifies each individual's own special talents. Each personality has its own points of reference, its own value and behavioral patterns. These are defined in terms of four main characteristics: