MBS Method

MBS Method
See also
Job analysis Funding agency Time study Employee selection Spaghetti diagram Critical activities Workload analysis Merit rating Team selection techniques

MBS - Myers Basisset Selectie or Basic Selection Tool Kit - the originator of this method was the Dutch scientist Poul van der Maesen, who in 1990 worked at MOA (the company within a holding MyersGroep which dealt with the consulting within organization). Using the method of Assessment Center MOA has carried out an extensive evaluation of employees and applicants, but it was associated with huge costs. Therefore, he developed MBS.

The basis of MBS are 35 dimensions, which both describe the job requirements and candidate from the psychological perspective. These dimensions were derived through analysis of a huge number of AC projects. Another component of MBS are the QUEST tests (personality), BRAIN (intellect) and ASK interview (other aspects). These tests are designed in different versions, namely for primary education, secondary and higher education. All this is supported by the IT platform. In Poland MBS began to be used in 1998. in the police. This system is regularly updated and has several versions. There was even a Polish version of this software – WinMBS.

Benefits and limitations

MBS, or Myers Basisset Selectie, is a method developed by Dutch scientist Poul van der Maesen to evaluate employees and applicants. The benefits of using the MBS method include its cost-effectiveness compared to traditional assessment center methods, and its ability to provide a comprehensive evaluation of an individual's abilities and characteristics.

One limitation of the MBS method is that it may not be suitable for certain types of positions or industries, and may not take into account specific job requirements or qualifications. Additionally, the method relies heavily on self-reported data, which may not always be accurate or reliable.

Another limitation is that MBS is not a standardized test, so the results may not be comparable from one organization to another. Therefore, it is important to be aware of the limitations of this method and to use it in conjunction with other methods or tools for evaluating job candidates.

See also:

• Marston model

References

• Briggs, K. C. (1977). Myers-Briggs type indicator. Palo Alto, CA: Consulting Psychologist Press, Inc.
• Briggs, K. C., & Myers, I. B. (1977). The Myers-Briggs Type Indicator: Form G. Consulting Psychologists Press.
• Quenk, N. L., & Hammer, A. L. (1998). MBTI manual: A guide to the development and use of the Myers-Briggs Type Indicator (Vol. 3). Palo Alto, CA: Consulting Psychologists Press.