Apollo Profile
The Apollo profile of
psychometric testing was primarily evolved for the use of Human
Resources departments to help people with informed options and career
planning. This system is very useful to aid men and women decide
their very own career by understanding themselves better. Apollo
profile’s crucial contribution for the assessing the training
needs, skills and capabilities is noteworthy. Apollo profile has
thirty-four numerous causes employed to identify the characteristics
essential for any working person (The Apollonean Institute, 2005).
This is a multi functionality instrument for measuring work
preferences, motivations and values. The extremely definition in the
instrument suggests that it's employed inside a numerous set of
situations, generally for job assessment, recruitment, developing men
and women and organisations and quite a few other employment related
uses. In employing Apollo profile to your given scenario, customised
changes are made from the metrics utilized for tests to satisfy the
typical requirements of a given scenario. Once the needed reasons are
listed out, the importance of these causes for your task is rated as
primary or secondary.
The method of employing
Apollo profile is also elaborated as follows. Apollo profile lists
out a set of well-known characteristic traits. However, the
combination of these factors may differ with variables like
employment requirements, own attitude and jobs environment.
Therefore, a careful alternative of the metrics utilized is very much
essential. Secondly, the rating from the merchandise certain for
measurement helps in customising the outcomes further. (Stark S, et
al, 2006). For instance, stress is treated as coping formed out of
eleven various factors. Evaluating these factors would aid in
measuring stress with a higher ease. Based on the needs on the person
or the frequent environment, the combination might be additional
altered to yield desired results.
The Apollo Profile is
created to make certain excellence during the workplace. This is
achieved on the support of the strategic search methodology during
the development on the Apollo Profile. The 36 categories constituting
the Apollo Profile are extracted from a wider set of categories
designed via thing analysis and known as critical to work place
success. Therefore, in studying the characteristics with the
employees in the managerial section on the fresher, the developers
record supervisor ratings particular to each profile. This helps in
selectively identifying the pertinent characteristics of above
average workers. In this regard, the Apollo Profile helps in ensuring
excellence within the workplace (The Apollonean Insititute, 1996)
The Apollo Profile can be
compared with Catell’s questionnaire 16 PF, Gordon’s Survey of
Personal Values as well as the Survey of Interpersonal Values for 16
of its 36 categories (Hicks, 1997). The six composite categories and
also the ten selective categories on the Apollo Profile gave very
significant correlation-coefficient results. The coefficients are at
big self-explanatory. The six composite categories correlate each
with expected and unexpected dimensions, explaining that the
categories with the Apollo profile are made. (The Apollonean
Insititute, 1996)
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