Matrix Resources Limited

Psychometric Assessment Administration

GeneSys Accredited Practitioner: 15 Factor Questionnaire (15FQ+), Occupational Personality Profile (OPP), Verbal, Numerical and Abstract Reasoning, Jung, Occupational Interest Profile + (OIP+), Learning Style Inventory (LSI) and Pressure Management Indicator (PMI). 

Accredited member and administrator of NZCER Psychological and Human Resource Assessments.

Succession Planning

By identifying key personnel within the organisation and ensuring that a development path is created that is beneficial to both the employee as well as the organisation has been shown to improve employee organisational committment and motivation and is invaluable to the company for promotion and growth. 

Job Analysis / Job Design / Job Descriptions / Person Specifications

It is widely acknowledged that for organisations to remain competitve they must have a true understanding of the roles and functions that their employees carry out.  Ensuring that Job Descriptions and Person Specifications are accurate and current will help to ensure that Key Performance Indicators are accurate, training and development is identified and when recruiting, there is an objective measure of the key skills required.  Essentially this is fundamental to the performance management process.

Training & Development Gap Analysis

To assist with identifying where your employees require further training to develop their potential. By utilsing the set of psychometric tools to provide a baseline of objective measures, individual training systems can be developed that encourage employees commitment to the process whilst providing the organisation with valuable succession planning information.

Outplacement (Redundancy, Restructuring, Retirement Planning and Preparation)

This can be a difficult time both physically and emotionally for the individual as well as the organisation as a whole and should be handled with sensitivity. The Outplacement process should not only assist those that are leaving the organisation, but also those that remain in their roles.    

Exit Interviews

Exit interviews can provide valuable information as to the reasons why an employee has decided to leave the organisation. Employees are often more comfortable discussing the reasons for changing companies with an independent third party and is an ideal opportunity for the organisation to glean valuable information about a role and the people that it interacts with.

Recruitment

By providing professional advice to the recruitment process, including the use of objective measures such as skills proficiency testing, assessing for organisational fit, background checks and interviewing to short list will add value to employing the right person for your company.  Matrix Resources can carry out the entire process, or assist in part.

Mediation  (Member of the Arbitrators' and Mediators Institute of New Zealand AMINZ)    

Kate Hudson BA (Bus Psych) AAMINZ

PROFESSIONAL CONSULTING WITH RESULTS