What Are the Royal Navy’s SHL Assessments? (And How to Pass)

First, we can see that there is missing data regarding tablespoons, so to calculate the required percentages, we must first retrieve the relevant data:

Number of tablespoons purchased: 88-25-28-22=9
Price of single tablespoon: $3.5+$0.5=$4

Now that we have all of the data we need, we want to calculate the total cost of each utensil so we can calculate the total cost of all utensils and, through that, the percentage that each utensil accounts for.

Total cost of forks: 25*3=$75
Total cost of knives: 28*3.5=$98
Total cost of teaspoons: 26*2.5=$65
Total cost of tablespoons: 9*4=$36

Total cost of utensils: 75+98+65+36=$274

Now that we have calculated the cost of each utensil, we can calculate what percentage of the total cost each utensil is worth:

Fork cost percentage: (75/274)*100=27.37% ≈27%
Knife cost percentage: (98/274)*100=35.77% ≈36%
Teaspoon cost percentage: (65/274)*100=23.72% ≈24%

Note that we only need to calculate 3 percentages, and we can get the final percentage by subtracting the 3 we calculated from the 100% total.

"I usually resolve conflicts by listening to all sides, then making a decision."

• Trait: Decision Making & Conflict Resolution (Part of the Persuasion & Influence dimension)
• Ideal Roles: Unit commanders, operational planners, intelligence officers, and diplomatic liaisons—positions requiring sound judgment, the ability to mediate between conflicting interests, and decisive leadership under pressure.

"I believe having a positive outlook can influence work performance."

• Trait: Optimism & Resilience (Part of the Emotional Stability dimension)
• Ideal Roles: Morale officers, training commanders, special operations leaders, and battlefield commanders—roles where maintaining high morale, motivating troops, and handling stress effectively are critical.

"If I hear about new technologies that can streamline my work, I usually check them out."

• Trait: Innovative & Change-Oriented (Part of the Adaptability & Flexibility dimension)
• Ideal Roles: Cyber warfare officers, logistics and supply chain officers, intelligence analysts, and weapons development officers—positions requiring adaptability, a proactive approach to emerging technology, and strategic innovation to enhance military operations.

This question relates to the Power motivation factor, one of 18 motivation factors assessed by the SHL MQM5.

The Power motivational factor describes how an authoritative position and ability to influence affect your motivation at work.

It is highly sought after in management positions but is considered far less desirable when it comes to team members or administrative roles.

As such, if you are applying to a management position, it is recommended to indicate Power-related statements as highly motivating.

Neutral or demotivating responses are recommended for positions requiring more rule compliance and cooperation.

Every frame has four shapes (or shape groups).

In all frames, the shapes grow with the addition of the first shape each time.

However, in frame A, the shapes double twice as much as the previous shape. Therefore, the correct answer is A.

Distractors:

The shapes in frames B and C are ordered by size, which has no significance to the question since we do not look for rules broken by two frames. We look for rules broken only once.

The question asks you to select two dates, the start and finish dates of Marketing’s team training session.

Let’s break down the statements step by step:

First, integrate statements that refer to one another and create a list:

Product should be scheduled after HR: HR->Product

Data is before or after Product: Data-> Product or Product->Data.

Since you know HR has to be the team that immediately precedes Product, then the correct order would be Product->Data

Taken together, so far, we have HR->Product->Data – these teams should be scheduled immediately one after the other.

Second, organize possible lists:

The other two departments that are not scheduled yet are Marketing and Software development. According to Software Development’s statement, these two departments can’t be scheduled one after the other. Therefore, they will be in the first and last spots of the line.

The options are:

Marketing-> HR->Product->Data->Software Development

Or

Software Development-> HR->Product->Data >Marketing

Marketing is not available on the 5th, though, meaning they can’t be first in line.

As a result, Marketing will be the last team to do their training.

Third, choose the correct time frame

Counting every 4 consecutive weekdays, there are 5 slots:

(1) 1,4,5,6
(2) 7,8,11,12
(3) 13,14,15,18
(4) 19,20,21,22
(5) 25,26,27,28.

The last training session will be scheduled between the 25th and 28th, so these would be the first and last training days of the Marketing team.

"I like to do things my own way."

• Trait: Independence & Autonomy (Part of the Motivation & Drive dimension)
• Ideal Roles: Special operations officers, intelligence officers, strategic planners, and unconventional warfare commanders—positions requiring independent thinking, adaptability, and the ability to operate effectively with minimal supervision.

"I recognize weak arguments."

• Trait: Critical Thinking & Analytical Reasoning (Part of the Problem-Solving & Decision-Making dimension)
• Ideal Roles: Military intelligence officers, legal advisors, operations analysts, and strategic command officers—roles where evaluating information, detecting flawed reasoning, and making sound tactical or strategic decisions are essential.

"I take care to follow procedures."

• Trait: Rule Adherence & Discipline (Part of the Conscientiousness & Detail-Orientation dimension)
• Ideal Roles: Logistics officers, aviation officers, security and compliance officers, and nuclear weapons officers—positions where strict adherence to protocols, safety procedures, and regulations is crucial for mission success and operational security.

This question relates to a different motivational factor out of SHL’s 18 – Autonomy.

Autonomy relates to the need for individual work. Employees with Autonomy as a low motivation factor are in constant need for close monitoring and control.

Therefore, applicants for management positions are expected to have Autonomy as a highly motivating factor and should rank this statement as demotivating.

Applicants for team member positions will be wise to rank it as motivating.