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Facet5 is a 'Big 5' factor personality model, which allows managers to understand how people differ in their behavior, motivation, attitudes and aspirations.
Five factors are now widely accepted as the fundamental building blocks of personality. These 'Big 5' have consistently emerged from research around the world as the irreducible minimum needed to give a comprehensive description of a person's personality.
Facet5 measures these five factors precisely and quickly to give the most accurate and easily applied portrait of individual differences in behavior. Facet5 also allows a detailed breakdown of these five factors into 13 sub-factors (facets) to explore subtleties of behavior at an individual level.
Facet5 was designed in response to requests from many organizations for an instrument, which combined: modern design, construction and appearance, ease and flexibility of use, reasonable cost and integration with human resource management systems. It's based on recent developments in personality theory and management development and yet is simple and practical to use. Facet5's theoretical and psychometric integrity is comparable with or superior to other mainstream, but now dated personality questionnaires.
Facet5 works at all levels from individual assessment through selection, recruitment and team integration. Facet5 can even be extended to understand culture and values at a team or corporate level.
Facet5 uses a web-based questionnaire to capture information; people respond to an e-mailed invitation and are taken directly to the Facet5 website. Most people can complete a Facet5 questionnaire in around 17 minutes. Facet5 data is processed instantly and is immediately available for review by authorized users, with reports shown on screen or produced as a fully formatted pdf for printing or emailing.
To maintain its professional credibility and to ensure that it continues to develop in line with practical experience and current theory, Facet5 is available only to accredited people. A full accreditation program is available on an in-house basis or through our open programs which are held at regular intervals. For details on upcoming courses click on the links under 'additional info'.
Research Articles:
Buckley, N.
(2008).
National Charcter and Facet5. Paper Presented at the 2008 ITC conference.
Unpublished manuscript.
File
Nowack, K. M.
(2007).
Predicting the Future Success of Talent.
Talent Management,
3 (2), p. 14.
URL
Buckley, N.
(2004).
Customer Service Validation.
A major call centre was looking to reduce staff turnover and increase productivity. A Facet5 Audition profile showed how to double the selection success rate and focus interviews on key areas.
URL
Buckley, N.
(2004).
Facet Personal Profile.
The Facet Personal Profile Worksheet.
URL
Buckley, N.
(2004).
The Magic Number 5.
In spite of the millions spent and the thousands of studies, the occupational psychology profession still has not developed a cohesive language or body of knowledge. While it is unlikely that we are going to discover laws as immutable as Bernoulli, Ohm or even Heisenberg in the near future, there are developments which may provide the sort of underpinning which organisations are seeking.
URL
Norman, B.
(2004).
Understanding integration - Overlays, Snapshots and TeamScape.
Facet5 offers three different ways of comparing people. Facet5 Overlays and Snapshots provide a simple, graphical comparison of two or more individuals, whereas TeamScape provides a far more detailed analysis of a team's work style and how they solve problems and disagreements.
URL
Norman Buckley & Rebekah Williams, Redfield Consulting
(2002).
Response Patterns and Impression Management.
Presentation to the International Test Commission Conference in Winchester, UK June 2002..
URL
Nowack, K.
(1997).
Personality Inventories: The Next Generation.
Performance in Practice,
American Society of Training and Development, Winter 1996/97.
Text
Nowack, K.
(1997).
Use the Show Me Interview.
Network World,
December, 1997.
URL
Nowack, K.
(1996).
Is the Myers Briggs Type Indicator the Right Tool to Use?.
Performance in Practice,
American Society of Training and Development, Fall 1996, 6.
Text
Nowack, K
(1988).
Approaches to validating assessment centers.
Performance & Instruction,
27, 14-16.
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