Dec 2, 2021
The following manual contains information on the current status of TTI Success Insights Workplace Competencies assessment. Included are a host of mathematical, statistical, and psychometric analyses used to establish evidence of validity and reliability. Due to the growing global interest in these career currency skills, the authors have included an extensive world-wide review of competencies as identified by different countries and from different cultural perspectives. This literature analysis provides TTI Success Insights with the ability to crosswalk our current competency list and sets the stage for continual improvement, as we strive to meet the needs of our evolving workplace requirements.
Aug 20, 2021
This paper demonstrates that when education programs are delivered as if all students have identical learning styles and needs, the students with unique learning styles are put at a disadvantage. On the other handed the authors also describe how the application of digital technology, in particular, the Internet of Things (IoT), is making inclusion possible and democratized education affordable.
Aug 20, 2021
This research provides data driven insights that can be used by engineering educators to better understand distinct segments of undergraduate students. Three clusters emerged that delineated students into three distinct typologies: Steadiness Compliance (SC); Influencing Steadiness (IS) and Dominance Influencing (DI) typology. This affirms once again that students are unique and individual differences require different teaching and learning approaches.
Jun 29, 2021
This study suggests that for a variety of reasons, male and female students do not bring in the same sets of soft skills into a college classroom. The impact of their educational experiences on male and female students is different.
May 13, 2021
The U.S. Equal Employment Opportunity Commission (EEOC), drawing their interpretation from the 1964 Civil Rights Act Title VII, states that an employer may not use an employment or hiring practice that, even though neutral on its face and applied to all applicants or employees equally, disproportionately impacts members of protected categories, including divisions by gender, race, disability or veteran status.
The TTI Success Insights 2021 disparate impact study examined behaviors, motivators, Hartman, DNA 23, DNA 25, and Emotional Quotient assessments to determine whether our assessments create any posibility of contributing significant differences with regard to relevant protected classes during an employment or hiring process. This USA only study found that significant contributions related to the tools themselves are unlikely to be introduced.
