Ariston techniques of reading for children, students and adults

Brain Hemispheres – Types of Learning – Learning Abilities (school students, middle school and high school)

This test is an expert system for analysis and quantification capabilities of students in relation to a) brain hemispheres, b) types of learning, c) learning abilities – skills.

a) Brain hemispheres

The conclusions reached by the system on brain hemispheres, will help parents appreciate the inclinations and tendencies of children to specific work environments, set goals and prepare them for the school-academic environment, and to find the way in which should knowledge be transmitted to the child in order to learn more quickly, and more efficiently.

b) Learning Types

It is obvious that man learns by using his senses, reacting to stimuli received from the environment. Possible learning difficulties often (but not always) emerge in cases where there are differences between the distribution of learning types of individuals and the way in which information and knowledge are transmitted . Objective of this test is to examine the distribution of specific types of learning that affect the way in which the person assimilates knowledge. Types considered are:

a) Audio (utilizes auditory information)
b) Optical (visual advantage)
c) Verbal (exploits verbal )
d) kinesthetic (exploits kinesthetic)
e) Interpersonal (interpersonal relationship builds And socializing)
f) intrapersonal (prefers to study alone and thinking whatever).

c) Learning abilities

The academic (learning) environment is often the area where first appear learning difficulties that a person may be facing . usually occur problems in one or more of the core knowledge areas: Mathematics, Language, Cognitive Development, Short Term and Long Term Memory, Attention, Concentration, Organizational skills and ability to delicate motion , in which may appear disorder, otherwise known as dyspraxia or kinesthetic problem. Generally, a person with learning difficulties facing problems: a) at the establishment, B) the concentration, c) the organization, d) handling and e) in the practice of verbal or nonverbal information.

This test is based on an innovative theory on evaluating cognitive abilities using the space-time and diagrammatic reasoning, beyond theory Cattell-Horn-Carroll describing cognitive abilities and scales Wechsler, which developed around the traditional theoretical approach to the linguistic and mathematical abilities. That test identify the specific fields of thought, in which the subject has learning difficulties, difficulties in the assimilation of new information without prior experience or without proportional reasoning. Since evaluate the ability of individual to understand and assimilate new information quickly, we will be able to predict whether that responds well to the educational process. The test is not intended for the assessment of academic performance, however, may be used to give an indication of intellectual potential of an individual.

Candidates career guidance test for school,high school and college students

Ariston test is an innovative expert system for Vocational Guidance that investigates personality, aptitudes, abilities, skills and interests of each individual and identify the occupations that fit and also the corresponding portion of the Greek education system (universities, technical colleges) . Based on the above data, the children can decide which university and profession can follow to ensure a successful career.

Ariston test is aimed at high school students, and college students that seek specialization at postgraduate level, as well as to employees who wish to know their real abilities, inclinations and alternative occupations that suit them. Particularly for students in the third high school test results are used as input to supplement their computer bulletin via special software DIAKRISIS STUDY company Computer Center set up for this purpose. It is obvious that the level of professional development of the individual will be dependent and the effort will pay as a student and then as an employee.In each case, the optimum propose specific occupations that match the personality of the subject, and the extent to which each of them is identified with individual personality factors (primary and secondary).

Ariston for adults

This array is addressed to adults who wish to improve their personality, to discover additional features that might have, but they do not know, and to ascertain the degree of compatibility with their families (partners, friends, children, etc.).
Also it is addressed to unemployed that are looking for alternative work environments and workers who wish to reorient their career and professional activity in general.

Ariston Recruitment for companies, organizations and consultants HR

At a time when the map of professions is adjusting rapidly as new technologies are developed in the labor market by imposing the fragmentation of knowledge and the increasing demands for skilled, we do realize the need for rational staffing companies, both in public and on private sectors, with skilled and well-trained specialized staff.

The concept of selecting staff regards the process that must be followed by various companies and organizations, before ending the recruitment. Specifically, through a series of processes, stakeholders gather information on candidates to cover an employment position, and based on these the person that is considered most appropriate. The methodology that is used for this purpose should not be contrary to the applicable laws in every country on the selection of staff.

The validity of this procedure is ensured if it is directly related to the requirements of the job for which it is incurred. Therefore, the first step in this process is to analyze the job (Job Analysis), the detailed description of the work that will be required to perform the candidate, and the conditions in which you work. This information, which is usually derived from the staff that already works in a service, make it easier for employers to clarify the nature of work and the features that should have the person to be hired.

After the analysis of the work, the candidate`s application for a position and submitting resumes, curriculum documents and references are often the next steps in the selection process manpower. With that, the person is asked to give to company which is under review general information on studying and experience, as well as information concerning his interests and personality.

The factor that is taken seriously, many times more than the CV and recommendations, is the personal interview. Whether structured or unstructured, manages to give the examiner an overview of the personality and skills of the candidate. Disadvantages of this method include the inability of the examiner to form within a few minutes an objective opinion about the candidate, and the tendency that often exhibited by the examiner to form stereotypes concerning the characteristics that are required for success in a workplace , which do not always correspond to reality.

A more detailed description of the personality of a candidate may be achieved by using special questionnaires called personality test – abilities – skills. Their aim is to measure the individual`s familiarity with many aspects of human mental activity. Briefly, these areas are: Language, Numeric, the Graphically, the Engineer, the Concept Area, employment incentives and values, Logical, Emotional Intelligence, decision-making, the Internal-External Control, Communication, Self-esteem, brain hemispheres, colors and general personality. In fact, tests of this type assess the acquired, as well as the inherent characteristics of the individual, and are suitable for integration of workers into sections and specialized work environments.

The acquired data are conquered along the way of human life through relevant training and experience, while the intrinsic elements focus on personality and preferences, on the slopes and in the interests that compose it and are closely intertwined with it. It is now universally accepted that the intrinsic evidence, according to the theory of evolution, have been defined within five to eight first years of human life.

While abilities-skills tests are not used in our country in a wide range, there are various reasons for their introduction to the process of selection of human resources in an enterprise. In a first study, the test abilities- skills seem to outweigh the personal interview and the remaining steps in the selection process that disclos more information about the capabilities and interests of the candidate.

It should be noted that in cases of accumulation of a large number of candidates for the position of a work, where the minimum and general information obtained through personal documents and the interview are far easier options, test orient the employer to determine based on objective criteria, the interests of each candidate and the domain in which he can get better. The employer also may identify an individual work incentives, and the rewards the fees he expects to earn through the profession.

As the rapid development in the modern labor market, with the growing demands of jobs and the need for skilled workers, has placed great value on skills, people are asked to act more autonomously than in the past, taking initiatives, but at the same time called to have skills of teamwork. The specialized questionnaires identify those features that promote interpersonal relations and which, therefore, may be required at a workplace.

The employer, therefore, taking into account all available information provided by the test of administration abilities-skills that are designed based on scientifically sound and valid criteria, are able to distinguish with relative safety and reliability the better employer that would be able to meet the requirements a specific task.

In summary, we would say that the test abilities- skills support and make more effective the work of management of human resources, if through them are possible:

a) To determine whether the individual is able to meet the requirements arising from specific work environment. b) To identify the specialty that fits the personality and inclinations of the individual. c) To optimally exploit the proven ability skills available to the individual. d) To check whether the currently selected specialty a trainee has meets the personality and inclinations of the individual. e) Identify alternative career plus inclinations of the individual.

Finally, attempting a more profound investigation of the value of these tests, we find that their use promotes somehow the combat of social exclusion, as it offers an opportunity for groups of people who for whatever reason are experiencing discrimination to prove their worth and to win a job based on their skills.

Based on the above, we would dare to say that proper recruitment process may be an important factor in building strong sustainable businesses, which can play a positive role in the economic development of a country. At the individual level, the placement of an employee in a position identified with his personality it not only offers spiritual, moral material goods and mainly by securing the financial independence, self-sufficiency and amenities, but also promotes socialization and utilize his skills, abilities his skills optimally.