GVA was developed inspired by John Holland's theory which states that “if we know an individual's personality, we can predict the type of occupation that is likely to produce satisfaction and fulfillment”. Therefore, the theory holds that satisfaction is high and voluntary turnover is low when role and personality are adjusted.
Recruitment can be a complicated task. There is pressure to find employees who not only perform well, but also stay and get along with their coworkers. There may be a glut of candidates in your industry, but not everyone may be a good fit for the job. Even those with the right qualifications may still not be a good fit for the role or your company - but often this mismatch isn't apparent during the hiring process. When faulty hires are made, the consequences can be dire - time and money wasted, and existing employees frustrated and angry. The key to a good hire is finding someone who will be happy in the position. One study found that workers who were not satisfied with their jobs cost mainly due to lost productivity. Although future job satisfaction cannot be accurately assessed during the hiring process, research shows that the match between personality characteristics and environmental characteristics in workplaces may be the key to job satisfaction and that, in fact, a mismatch between personality and occupation “leads to dissatisfaction, unstable career trajectories, and reduced performance” on the part of the employee. GVA® can help you choose employees who are likely to be satisfied on the job, employees who will give back to the company by being productive, happy, and loyal workers. Making the right hire from the start is crucial. Increase your chances of choosing correctly by integrating GVA® into your hiring practice today!
One of the greatest difficulties in organizations is finding leaders capable of responding to the demands necessary to achieve organizational objectives.
GVA® can easily help you identify potential leaders as the report contains the following information:
Based on these indicators, the company's Management will be able to make a decision before appointing someone to the leadership role.
More and more people are realizing, at specific moments in their lives, that they need a radical change, that the career they chose no longer satisfies them in the way it used to. Some people are forced into new careers as a result of layoffs. Others, due to technological inclusion and robotics and AI, are increasingly challenged to seek professional activities in more challenging sectors that can dignify their profile. Choosing a new career can be a complicated experience, so GVA® comes as an answer to your doubts about what other areas of possibilities you can choose from. The GVA® report provides your own three-letter Summary Code that reflects your self-reported skills and interests and matches a list of occupations matching these characteristics. Additionally, it produces an Aspiration Summary Code - a personalized code based on the occupations you dream about most. Don't wait to find out which career will finally fulfill you. Take the GVA® today and find your future now.
It allows us to understand and identify the following dimensions in each employee:
GVA was developed inspired by the theory of John Holland (1919-2008) who states that “if we know an individual's personality, we can predict the type of occupation that is likely to produce satisfaction and fulfillment”. Therefore, the theory holds that satisfaction is high and voluntary turnover is low when role and personality are adjusted.
The GVA system works on 2 panels. The highest point begins with the MANAGER, who has control and administration of the agents; next to the manager come the AGENTS, who are in contact with the end users, after which the end users.
