Μαθήματα Γερμανικών & Ελληνικών
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Μαθήματα Γερμανικών & Ελληνικών
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Vocational Training
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Excellent Career Guidance
The ARISTON test series is based on advanced psychometric methodologies and mathematical models to analyze a person's personality using an advanced expert system based on research funded by the European Union and government agencies. The knowledge base supports decision-making related to: (a) professional counseling and career counseling, specialty retrieval - occupations that fit the personality of the individual from a database of over 2000 records, (b) competency measurement, (c) staff evaluation and (e) staff development, (f) performance appraisal, (g) attitude measurement, (h) management development, (i) employee counseling, (i) public relations, (h) psychological assessment and support.
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Ariston Kids for elementary school students
The findings in this array help parents to identify their children's personality, explain their behavior, identify their underlying learning patterns, identify any learning difficulties, and identify how knowledge should be transmitted. to the child to learn faster, and more effectively.
Ariston Learning Styles
This test is an experienced system for analyzing and quantifying students' abilities in relation to
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the cerebral hemispheres,
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the learning types,
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Learning Skills - Skills (School, High School, and High School Students)
a) Cerebral hemispheres
The conclusions reached by the cerebral hemisphere system will help parents assess children's leanings and tendencies in specific work environments, set goals and prepare within the school-academic environment, as well as see how knowledge should be transmitted to the child in order to learn faster and more effectively.
(b) Learning types
It is obvious that man learns by using his senses, responding to stimuli he receives from his environment.
Learning difficulties are often (but not always) highlighted where there are differences between the distribution of a person's learning types and the way information and knowledge are transmitted. The purpose of this test is to examine the distribution of specific learning types that influence the way in which the individual assimilates knowledge. The types considered are:
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Acoustic (uses audio information)
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Optical (utilizes visual information)
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Verbal (uses verbal information)
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Kinesthetic (uses kinesthetic information)
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Interpersonal (exploits interpersonal relationships and interpersonal relationships)
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Introspective (prefers to study on his own and thinks independently).
c) Learning abilities
The academic (learning) environment is often the area where the learning difficulties that a person may encounter first appear. Usually, problems occur in one or more of the key cognitive areas: Mathematics, Language, Cognitive Development, Short-term and Long-term Memory, Attention, Concentration, Organizational, and Delicate Movement, which may present with a disorder, otherwise known as dyslexia kinesthetic problem.
In general, a person with learning disabilities faces problems:
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in recognition,
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in concentration,
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in the organization,
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in handling and
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the practical application of verbal or non-verbal information.
This test is based on an innovative theory of assessment of cognitive abilities using spatial and diagrammatic reasoning, going beyond the Cattell-Horn-Carroll theory, which describes the cognitive abilities as well as the Wechsler scales developed. around the traditional theoretical approach to linguistic and mathematical skills. This test identifies specific areas of thought, where the subject has learning difficulties, problems in assimilating new information without prior experience or without reasoning. By assessing one's ability to quickly understand and absorb new information, we will be able to predict whether it responds well to the educational process. The test is not intended to assess academic performance, however, it can be used to provide evidence of one's intellectual potential.
Ariston Candidates
Ariston Candidates is a career orientation test for high school, high school and college students.
The ARISTON Test is a pioneering, experienced Vocational Guidance system that explores the personality, slopes, abilities, skills and interests of each individual and identifies the professions that suit them and the corresponding Departments of the Greek educational system (HEI) . Based on the above, the young person can decide on his studies and the profession to follow in order to secure a successful career.
The ARISTON test is aimed at high school, high school students and students seeking specialization
at the postgraduate level, as well as employees who wish to know their actual skills, slopes and alternative occupations that suit them. Particularly for the third grade students, the results of the test are used as data in the completion of their computerized bulletin through the special Computer Distinction Study software developed by the Computer Center company for this purpose. It goes without saying that one's level of professional development will inevitably depend on the effort that he or she will make as a trainee and as an employee thereafter. In any case, ARISTON proposes specific occupations that fit the personality of the examiner, as well as the degree to which each of them identifies with the individual personality factors (primary and secondary).
Ariston Athletes
Ariston Athletes is a psychometric tool for sports support for children, adults and professional athletes
Often athletic performance in the race is below the expectations of the athlete, in relation to his biological abilities and training. Most of the time this difference is due to psychological factors.
Athletes have the ability to improve their performance through psychological support to change the way they deal with training, the playing field, failure, success, difficulties and a host of other factors that affect their psychology.
ARISTON Athletes is a valuable tool for athletes, coaches and sports psychologists in their quest to achieve their goals. ARISTON ATHLETES is a psychometric tool that gives us valuable information on areas that strongly influence sports activity and performance. So the athlete, the coach and the sports psychologist can direct their efforts more effectively with the knowledge of the points they need to focus on.
ARISTON ATHLETES is a set of tests selected for each Olympic sport - competition, which test the abilities and personality traits required by that sport.
Ariston Adults
This array is aimed at adults who wish to improve their personality, discover additional possibilities that they may not have, but do not know, as well as find the degree of compatibility with their loved ones (companions, friends, children, etc.)
It also addresses unemployed people looking for alternative work environments, as well as workers interested in redefining their career and career in general.
Ariston Recruitment
Ariston Recruitment is aimed at HR companies, organizations and consultants.
At a time when the map of professions is rapidly adapting, as new technologies are being developed in the labor market imposing knowledge fragmentation and increasing the requirements for specialization, the need for rationalization of businesses in both the public and private sectors is realized, The concept of personnel selection refers to the process to be followed by the various businesses and organizations, before they end up hiring employees. Specifically, through a series of procedures, stakeholders gather information about the candidates to fill a job, and then select the person who is most appropriate. The methodology used for this purpose should not conflict with the laws in force in each country regarding the selection of staff.
The validity of this procedure is guaranteed as long as it is directly related to the requirements of the work for which it is performed. Therefore, the first step of this process is Job Analysis, that is, the detailed description of the job the candidate will be called upon to do, as well as the conditions in which he will be working. The above information, which is usually derived from staff already working in a service, makes it easier for employers to specify the nature of the job and the characteristics of the person to be hired. applying for a post and submitting CVs, supporting studies and letters of recommendation are often the next steps in the recruitment process.
With this, the interested party is asked to provide the business to which he is addressed general information about his studies and past service, as well as information about his interests and personality.
The one factor that is taken seriously, often more than the resume and recommendations, is the personal interview. Whether structured or unstructured, it succeeds in giving the examiner an overview of the candidate's personality and abilities. The disadvantages of this method include the inability of the examiner to form an objective view of the candidate within a few minutes, as well as the tendency often experienced by the examiner to form stereotypes about the characteristics required for a successful career. but which do not always correspond to reality.
A more detailed description of a candidate's personality can be obtained by using special questionnaires called personality-competence-skills tests. Their purpose is to measure one's familiarity with various areas of human cognitive activity. Briefly, these areas are: Language, Numeracy, Charting, Engineering, Space Perception, Work Motives and Values, Logic, Emotional Intelligence, Decision Making, External Internal Audit, Communication, Self-esteem, Cerebral Hemispheres, Colors and, in general, personality. In fact, tests of this type evaluate proficiency, as well as intrinsic characteristics of the individual, and are suitable for integrating workers into departments and specialized work environments.
Adaptive elements are conceived in the course of human life through experience and education, while intrinsic elements focus on the personality, preferences, inclinations and interests that compose it and are closely intertwined with it. It is now internationally accepted that intrinsic elements, according to the theory of evolution, have already been definitively formed within the first five to eight years of human life.
Although proficiency tests are not widely used in our country, there are various reasons for introducing them into the process of selecting human resources in a business. In a first study, the aptitude tests appear to outperform the personal interview and the rest of the steps in the selection process in that they reveal more information about the candidate's abilities and interests.
It is worth noting that in cases of large numbers of candidates for a job, where the minimum and general information obtained through personal documents and the interview rather than facilitating selection, tests guide the employer to identify, based on objective criteria, the interests of each candidate and the area in which he or she can perform best. The employer can also identify a person's job motivation, that is to say, the remuneration that he or she expects to earn through his or her professional activity.
As the fast-paced evolution of the modern labor market, with the increasing demands of the professions and the need for skilled workers, has put a great deal of value on skills, people are called upon to act more autonomously than in the past by taking initiatives but at the same time being called upon. and have collective work skills. Specialized questionnaires identify those characteristics that favor interpersonal relationships and which may therefore be required in a workplace.
The employer, therefore, taking into account all available information provided by the competence-skills test, which is designed on the basis of scientifically sound and valid criteria, is able to distinguish with relative safety and reliability the most capable of meeting the requirements of a particular task.
In summary, we would say that competency-tests support and make the task of managing human resources more effective, if possible:
a) Determine whether the individual is able to meet the requirements arising from a particular work environment.
b) Identify the specialty that suits one's personality and inclinations.
c) Make the most of the identified abilities and skills available to the individual.
d) To check whether the chosen specialty practiced corresponds to the personality and inclinations of the individual.
e) Identify alternative occupational opportunities and additional inclinations of the individual.
Finally, by attempting a deeper investigation into the value of these tests, we find that their use promotes in some way the fight against social exclusion, as it offers the opportunity to groups of individuals who, for whatever reason, experience discrimination, to prove their worth and to gain a job based on their abilities.
On the basis of the above, we would dare to say that the right staffing process can be an important factor in creating strong and sustainable businesses capable of playing a positive role in a country's economic growth. At the individual level, placing a worker in a position that identifies with his personality offers him spiritual, moral, and material possessions on the one hand, ensuring his financial independence, self-sufficiency, and comforts, and on the other promotes his socialization and exploits slopes, abilities and his skills to the best of his ability.
Ariston Match
This test examines the degree to which two individuals fit in, after thorough analysis and comparison of different personality factors.
The results of this test help two people (couples or friends) understand each other better, weigh their personality traits, so they can appreciate their talents, improve their communication, and minimize the risk of conflict. .
Ψυχομετρική Σειρά CAPS Ariston
The company has designed and implemented various packages that offer valuable career-related services, decision-making, information needed to improve the personality of young people and employees, counseling, etc.
The specialized psychometric tests are used by specially trained counselors, especially psychologists, to investigate the personality of the person in depth based on specific factors that are based on both human ability and intrinsic characteristics. These tests draw on knowledge that comes from interdisciplinary research on human physiology, emotion, primary and secondary personality factors, and sociology.
The packages are proven and widely available in Greece and abroad. Available in Greece exclusively from COMPUTER ACADEMY.
The methodology for administering tests and providing consultancy services is based on international practices and a verified code of conduct. Each user (examiner) is assigned a unique password, while all his personal data is encrypted with special algorithms to ensure the confidentiality of personal data. Note that users' personal data are NOT disclosed to any third party.
NOTE: The codes assigned to administrators and users are valid for three years.