Intellectual Capital Management: Assessment Products and Constructs

By Maretha Prinsloo on September 17, 2019


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In this final blog of the 4-part series, the assessment products which were referred to in part 3 are examined in more detail.

Job Analysis by means of the Contextualised Competency Mapping (CCM) tool and integrated reporting via the Integrative Competency Report (ICR), offers the following.


  • determines the SST level of complexity of a job or functional job family
  • specifies the role-related competency requirements of a role at the applicable SST level
  • matches individual assessment profiles to the job requirements
  • compares the cognitive suitability of various candidates to the job requirements
  • identifies the required team development initiatives
  • enables competency-based performance evaluations through an online 360- degree questionnaire
  • informs reporting on the person’s competency-based match to a specific role


An example of the CCM items

9 Examples of the 46 competency requirements as reflective of 6 categories of functioning

 Examples of generic competency definitions

An example of the behavioural components of a competency at the Tactical Strategy level of work

Innovation applied at Tactical strategy

Applying an enterprising and original approach to initiate change by exploring and formulating new ideas and tactical strategies to continuously improve systems functioning, professional application or business unit performance.

  • continuous critical evaluation of the effectiveness of systems and processes
  • benchmark and implement improved systems
  • reorganise operational structures and processes
  • change tactics in allocating resources
  • experiment in leveraging resources and people skills creatively
  • apply an entrepreneurial and experimental approach
  • spot opportunities
  • show personal resilience and resourcefulness
  • show energy and optimism
  • identify and capitalise on untapped resources
  • show change awareness
  • use effective communication
  • ensure wide adoption of best practices
  • build a culture of improvement
  • reward creative contributions
  • challenge the status quo
  • show risk awareness
  • monitor transition processes

Cognadev’s approach to holistic assessment


Cognadev’s holistic assessment battery


Assessment products: Cognitive assessment by using the Cognitive Process Profile (CPP) and/or Learning Orientation Index (LOI)

The CPP and LOI have been developed for the purpose of measuring cognitive processes, styles, learning potential and complexity capabilities. Both assessments involve automated simulation exercises which externalise and track thinking processes. The results for both assessments are interpreted by algorithmic expert systems; with detailed explanatory reports (CPP and LOI) provided to support a number of HR objectives including selection, placement, career pathing and personal or team development.

Read more on the cognitive assessment approach in an article published in the journal Integral Leadership Review and in a whitepaper published on the Cognadev website.


Assessment products: Values assessment by using the Values Orientation (VO)

For purposes of the measurement of values and culture, otherwise referred to as levels of consciousness, the Value Orientations (VO) tool has been developed. It is based on a host of developmental models from psychology, consciousness theory and the spiritual traditions – the Spiral Dynamics (SD) model in particular. The VO measures and reports upon worldviews, values, perceptual systems, decision making frameworks and cultural memes. Further model and assessment information can be found in a paper published in the journal Integral Leadership Review.

The Spiral Dynamics (SD) model


Motivational assessment by using the Motivational Profile (MP)

… motivation may be just as important to job performance as ability

                                                Paul Barrett (2017)

The Motivational Profile (MP) is a non-transparent psychological tool with a Jungian flavour. It is based on the use of archetypes or metaphors and measures aspects of personal functioning for which self-reporting by a test candidate is not suitable. Many different aspects of motivational drive and energy are addressed by the MP. Graphics of the person’s motivational drivers in life, work and relationship are shown below, followed by the graphic representation of the dynamic personality patterns as specified by the Enneagram. Besides these two graphically depicted constructs, the MP also measures and reports upon many other aspects of motivational drive.


The assessment tools available on the Cliquidity volume-assessment platform


An example of an Integrated Competency Report (ICR)

A person’s assessment results on the above-mentioned tools (and several others that are available in the market) are algorithmically linked to the SST related competencies of the job/job family. The competency scores are thus holistically informed by all the various psychological aspects involved, as this example report shows.


The above-mentioned products thus inform the HR Trends of the future as identified by a Deloitte survey in 2017


Additional readings on assessment practices

Cognition: Why you should hire for potential, not experience

Values and culture: Cultural Fit: A must for candidate selection

Motivation: Motivation assessment just got a whole lot more important

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