The key strategic issue

today is people

This instrument is a family of assessments based around an individual’s ‘social competences’ as identified in research as follows:

Max Planck Institute

DNLA – Discovering Natural Latent Abilities is based upon fundamental research on “social competences in the workplace” developed by Dr Strasser of the prestigious Max Planck Institute in Munich, under the direction of Dr Brenglemann. This work was then fine-tuned for the needs of today’s workplace with the assistance of additional academic research, coaching and human resource management expertise. Subsequently this knowledge has been applied to other aspects of working life at all levels.

Requirements for proficiency assessment procedures and their implementation 2002 DIN33430

Participants in the DNLA process are entitled to a full technical explanation of the results and proposals for appropriate development and training, such as those specified in DIN33430 standards, by an accredited consultant.

Certification of DNLA by DNOP

Certification of DNLA for DIN33430 by Professor Dr Walter Simon President of DNOP (German Standards Center for Organizational and Process Diagnosis).

Validity and reliability

The calculation of validity and reliability carried out by “eValue”, Institute of Business Psychology and Evaluation, University of Lüneberg, Institute Director, Professor Dr Sabine Remdisch, Department of Evaluation & Organisation and Dr Diploma Psychology A Utsch 2003.

DNLA is a family of assessments, designed to provide self-awareness for the candidate and insight for the employer, as follows:

social competencies circle
Social Competence Assessment

The term Emotional Intelligence is now in everyday language which manifests itself in behaviours which DNLA describes as ‘social competences’ grouped as follows:

Achievement Dynamics

Self-responsibility, Drive and Application, Self-confidence, Achievement Motivation

Interpersonal Relationships

Sociability, Assertiveness, Empathy,

Will to Succeed

Commitment, Status Awareness, Systematic Mentality, Initiative

Ability to Handle Stress

Resilience, Feedback Reaction, Outlook, Self-esteem, Flexibility

Overall assessments are included for Job Satisfaction, Management Support Required for New or Existing employees, Positive Potential of the candidate in the relevant role and responsibilities, and current Stress levels.

There are some industry specific versions of these assessments, for example health and sports applications.

In addition, various optional factors are included, for example, Logical Thinking Test, Computing Knowledge Test, Language Test from 21 languages.

There is a Job Starter version of Social Competence Assessment which is suitable for those entering employment , for example, apprenticeships.

The overall DNLA process involves these stages:

  1. Establish candidate’s details including job role and responsibilities to establish benchmarks.
  2. Candidate completes online questionnaires.
  3. Feedback to candidate by an accredited DNLA consultant with Structured Interview.
  4. Agree development programme and/or employment opportunities.
  5. Monitor and review candidate’s progress.

The process is undertaken according to DIN 33430 standards which ensure that accredited consultants and candidates are fully aware of this process and assessments are delivered accordingly.

Feedback should always be provided by accredited DNLA consultants face-to-face with the candidate, and if appropriate with their manager/supervisor present to agree to any training and development programme.