REPORT
1978)68)%16)4368
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© profilingvalues
Explore your potential
1
Introduction and Explanations
The profilingvalues report is a scientific document to optimize staffing and career development.
It describes interests and skills of individuals and gives precise suggestions for further improvement
and development.
When corporations decide to utilize these interests and skills fully, employer and employee will
benefit alike.
All information in the profilingvalues report is collected from an online questionnaire.
profilingvalue´s scoring technique is based on the value psychology and determines the deviations
from a logic-mathematical norm. This allows a joint and objective display of interests and skills.
The personal value system is considered to be the most stable behaviour norm in humans. If you
are interested to find out more about the psychological or technical aspects of our diagnostic tool,
kindly request the documents directly from us ([email protected]).
The profilingvalues tool complies with all scientific standards for psychometric instruments such
as validity and reliability. profilingvalues is valid against other methods such as the Catell 16PF.
If you are interested to find out more about the scientific aspects of our diagnostic tool, kindly
request the documents directly from us ([email protected]).
profilingvalues is based on the scientific work of Dr. Robert S. Hartman and was developed by Dr.
Ulrich Vogel.
© profilingvalues Explore your potential
2
General instructions
to interpret the test results
Altogether, 12 character traits in two parameters – the ability as well as the willingness to use the
ability – are displayed. Each character trait is displayed in a separate figure. In the back of the report,
readers also find a summary page covering all characteristics.
In case you provided us with a job description, all results are in reference to the specific job description. profilingvalues extracts the individual requirements and translates them into a numerical
target corridor. You will find these numbers separately below each figure. In case the analysis was
done without a specific job profile, replacement characters (x, y) are displayed respectively.
Example 1
Example 2
High Ability and Will
Measured characteristic and
short definition
Bar = Ability (The Skill)
Diamond = Concentration (The Will)
Characterisations of
participant
Selected demand profile (optional)
Green: Within Target
Yellow: Above Target
Red: Below Target
© profilingvalues High Ability and Low Will
Empathy:
Success Orientation:
Intuitive attention to others´ views and feelings
0
25
50
75
Recognizing and mobilizing strengths
100
0
25
50
75
100
Very keen awareness of people; extremely accurate in
reading people; very trustful; as a general rule, shows own
feelings openly
Very good capability to discern own strengths and
success factors; moderate frustrations within current tasks
Target Result
Ability
80to 100
a a a a a green
Concentration 30to 65
a a a a a yellow
Target
Ability
65 to 85
Concentration 30 to 65
aaaaa
aaaaa
Result
green
red
Explore your potential
3
2,1%
13,6%
34,1%
34,1%
13,6%
2,1%
0,4
0,3
Goal Orientation:
0,2
Knowing and following goals, values, and principles
0,1
-3
µ
+3
0
0
25
Extremely
low
50
Low
Very
low
75
High
Average
Very
high
25
50
75
100
100
Extremely
high
reduced
balanced
increased
Interpreting the bars
The bars represent the ability or skill of a person in a certain field. The profilingvalues scales are
calibrated to show the normal distribution within a population as can be seen in the figure above.
Interpreting the diamonds
The diamonds represent the willingness of an individual to use a certain ability. Their basic position is at 50%. This means: The use of a skill is situational and balanced.
A diamond about up to 15% above or below the basic position signifies flexibility regarding the
usage of the competency.
A high score towards 100% signals high attention towards a skill – i.e. high willingness, possibly
even compulsion (90-100%). This implies also the ability of a person to steer this character trait is
decreasing. The combination of high ability and high willingness shows passion to use a skill.
A low score towards 0% signals little attention to use a skill and possibly even disregard (0-10%).
In this situation too, the conscious ability to steer a quality is decreasing.
Interesting is the combination of very high skill (bar) and very low willingness (diamond). In
these instances we speak of an unconscious competence. It does not need focus to unfold but can be
utilized more intentionally.
Lower diamonds are not „bad“. They are more or less beneficial regarding specific tasks or functions.
© profilingvalues Explore your potential
4
Green: Within Target
Yellow: Above Target
Red: Below Target
Bar = Ability (The Skill)
Diamond = Concentration (The Will)
General Competencies
and Personality
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Evaluation of
Surroundings:
Evaluation of
Oneself:
Empathy:
Human Value Dimension –
Question Answered: Who?
0
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Personal Needs:
Intuitive attention to others´ views and feelings
25
50
75
Following inner voice and gut feeling
100
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50
75
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Practical Thinking:
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Success Orientation:
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Practical Value Dimension –
Question Answered: What?
Recognizing and mobilizing strengths
50
75
100
0
25
50
75
100
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Structured Thinking:
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Goal Orientation:
Paying attention to systems and order
Systemic Value Dimension –
Question Answered: What For?
Knowing and following goals, values, and principles
75
100
0
25
50
75
100
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Explore your potential
5
Green: Within Target
Yellow: Above Target
Red: Below Target
Bar = Ability (The Skill)
Diamond = Concentration (The Will)
Problem Solving
Competencies
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Conflicts throughout
Surroundings:
Inner
Conflicts:
People Skills:
Stability/Resilience:
Interpersonal problem solving
Human Value Dimension –
Question Answered: Who?
0
25
50
Resisting high pressure
75
100
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50
75
100
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Solution-oriented Attitude:
0
25
50
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Responsibility/Assertiveness:
Solving practical problems
Practical Value Dimension –
Question Answered: What?
Obtain more impact
75
100
0
25
50
75
100
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Structural Problem Solving:
0
25
50
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Decisiveness:
Initiate and manage change
Systemic Value Dimension –
Question Answered: What For?
Decide and implement
75
100
0
25
50
75
100
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Explore your potential
6
Diagrams
Overview:
a Ability
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Empathy
Decisiveness
100
People Skills
90
80
70
Goal Orientation
Personal Needs
60
50
40
30
20
Structural Problem Solving
Stability/Resilience
10
0
10
20
30
40
Structured Thinking
Practical Thinking
50
60
70
80
Responsibility/Assertiveness
Solution-oriented Attitude
Success Orientation
90
100
Personality Type:
100
90
80
70
60
50
40
30
20
10
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Explore your potential
7
Summary
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Characteristics
(strengths/weaknesses depending on demands)
a) to x)
refer to bars and diamonds
from pages 5 and 6.
List is not ranked.
E
F
G
H
I
J
K
L
M
N
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Suggestions for Personal Development
a) to x)
refer to the corresponding numeration
from Characteristics, see above.
o.k.:
no improvement necessary
© profilingvalues E
F
G
H
I
J
K
L
M
N
O
P
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Explore your potential
8
* actual demand profiles in
certain companies could
deviate significantly from
these “standard profiles”
Recommendations for
Professional Functions*
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Research/Development/Conceptual Design
65
70
75
80
85
Sales
90
Production/Procurement/Logistics
65
70
75
80
65
70
75
85
90
70
75
80
85
90
Sums from page 5 and 6
Green: Within Target
Yellow: Above Target
Red: Below Target
70
65
65
80
85
90
65
85
90
70
75
80
85
90
70
75
80
85
90
70
75
80
85
90
75
80
85
90
75
80
85
90
Leadership/Entrepreneurial
75
Overall Result versus Target
80
85
90
65
70
Target-Profile
65
© profilingvalues 80
Service
Human Resources
65
75
Marketing/Product Management
Finance & Administration
65
70
Order/Project Management
Quality Management
65-70: Not recommended
70-75: Limited qualifications
75-80: Good qualifications
80-85: Very good qualifications
85-90: Outstanding qualifications
65
70
Explore your potential
9