IPA 360° Cockpit

The IPA Analyses are designed to be a model and tool for use in recruitment, personal development in general and leadership development. They are created as a concrete measurement instrument developed on the basis of Trait Theory, as well as empirical and empirical data drawn primarily from the factor analytic tradition in personality psychology.

Recognizing the complexity of the personality concept and structure, it has been crucial for IPA Nordic to take a WHOLE-BASED and DYNAMIC approach to the development and application of the IPA Analysis. Holistic because most phenomena in personality are interrelated and interdependent, dynamic in the sense that the quality of what you develop at one level is often dependent on the quality of what you have developed at another level. Thus, the idea of personality as an integrative life journey is born.

The IPA 360° Cockpit offers some unique technological possibilities. All data collected and presented somewhere in the cockpit can be compared with each other.

We know that 25% of new hires do not stay in the job for 12 months after hiring. This can be attributed to two different responses. Answer 1 is that it is a “bad boss” and answer 2 is that there was not a clear set of expectations about the job. The IPA 360° Cockpit can help with this.

As something central in IPA’s 360 Cockpit, the individual employee is placed at the center, and a Personal SWOT analysis is prepared.

In bulletin form, employees’ Strong sides are reviewed, as well as associated points of attention . We do not work with weaknesses.

Opportunities and challenges unfold in text form. At the same time, the individual traits in personality analysis 1: 1 are compared with the traits that the job requires. Deficiencies are addressed and a development plan is put in place.

An integral part of the solution is the personal SWOT.

The starting point is the space where the employee feels most comfortable. What are the challenges and opportunities? What personal strengths does the person have and what points of attention can be worked on?

A personal SWOT comes from the IPA Core personality analysis. It provides an overview of the candidate’s strengths, which are of course job specific. For example, is the candidate flexible and adaptable in their thinking? Does the candidate take strong personal responsibility for the completion of tasks? On the basis of the strengths, the system puts forward various hypotheses about opportunities and challenges.

The IPA 360° Cockpit – Attention Points lists the interpretations of the personality traits that need some attention. For example, are you the type of person who tends to close in on yourself? Do you seem conflict averse and vulnerable? Based on this, opportunities and challenges for the candidate are presented.

IPA Nordic is growing rapidly, partly because we have followed our customers around the world.

We define language on 3 levels.

1. The first is the introduction to the analysis and the candidate’s/employee’s own choice to answer in their local language. This ensures that important nuances are preserved.
2. The written interpretation. This means that a candidate taking for example the IPA Core analysis in German, the user can decide in which language the user would like to read the interpretation. For example, Finnish.
3. Normative.  Normative tests show the result compared to a norm group. The score is calculated and converted into a percentage distribution compared to the average of the norm group (e.g. DK norm). The norm score is calculated from a psychometric processing of responses from a large demographically representative group. The result in the report thus shows the focus person’s score classified in relation to the current norm group.