The CCEAs are a suite of instruments that have useful applications in recruiting, training and maintaining workforces. The instruments (DMI and PTI) are based on the Model of Hierarchical Complexity (MHC).
The Decision Making Instrument
DMI scores help measure how well an employee correctly addresses tasks of increasing difficulty. This is predictive of solving complex problems and making good decisions about complex issues. It can be seen as an analogue for general aptitude.
The Perspecting Taking Instrument
PTI scores assess how well an employee predicts behavior in social situations. This can also serve as an analogue for general aptitude and is particularly indicitive of social aptitude as well.
DMI and PTI together determine general job competence, fit of job difficulty, as well as current suitedness for technical versus social jobs. Those who score highly on both tests will be particularly well-suited for managerial positions, though a high score on one indicates the same potential.
The Core Complexity Interest Test enhances this by identifying more specific fields of work suitable for an employee.
The Core Complexity Employee Assessments give companies comprehensive predictors of job performance and fit. This helps companies manage human resources, develop employees and shape the future organizational structure.
How does it work?
The Model of Hierarchical Complexity (MHC) describes a series of orders of increasing behavioral complexity. Each task in a series has been constructed to meet the criteria for a specific order of complexity. The candidate’s successful performance on a task of a given order of complexity represents a stage of development achieved by that candidate. The CCIT then provides a measurement of different general categories of interests, which in combination specify fitting fields.
Why is it better?
Compared to other tests, MHC tests function as better methods of assessing job-fit and competence.
The CCEAs are better in assessing competence because the MHC is a mathematical theory providing content-independent results. An MHC-based assessment finds a level of performance that generalizes as a maximum level of potential performance for an individual across all domains. Moreover, the instruments used by CCS are unique and have been by extensive research found to be neutral content and particularly accurate as general measures. This research spans different cultures, even in different countries, such as the United States, Brazil, China, and Nepal.
As a result of finding candidates or employees level of development, the CCEAs also provide a particular level of fit: they greatly reduce the likelihood that a candidate would be placed either in a position that was too easy or one that was too hard for them.
The CCIT improves upon the RIASEC-based Holland Code by measuring behavior only, increasing objectivity.
The CCEAs can improve corporate structure and efficiency.
The assessments help human resources teams assign the right tasks to the right employees. It is also useful to structure teams, divisions, and entire companies to promote harmony, adaptability and efficiency.