Solving Employee Heartburn 2009

  • 336 views
Uploaded on

What gives YOU employee heartburn? …

What gives YOU employee heartburn?

Do you have sales clerks not a sales force?
Customer service is not really giving the service you want?
Morale problems?
Who should you promote, transfer or, let go?
Employee theft?
New hires are leaving - Just when they start being productive?
It’s never too late to start with Genesis. We will help curb, correct and solve employee heartburn.

More in: Business , Technology
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
No Downloads

Views

Total Views
336
On Slideshare
0
From Embeds
0
Number of Embeds
0

Actions

Shares
Downloads
15
Comments
0
Likes
1

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide

Transcript

  • 1. Solving Employee Heartburn
  • 2. Are people in your organization up to your expectations? Do you want to know why?
  • 3. Companies Face Two Types of Problems… System Problems People Problems We help solve the people problems.
  • 4. The Evil Twins The one that got hired... “63% of all hiring decisions are made during the first 4.3 minutes of an interview.” SHRM Study, reported in USA Today ...The one who showed up.
  • 5. Get the Whole Picture- The Generating Job Match Interview system only give you 10% of We give you the the total person Essence of the TotalPerson: Thinking Style • Behavioral Traits • Occupational • Interests
  • 6. The Impact of Job Match Without With Job Job Match Match High Turnover Industry 46% 24% % left / fired after 6 months 57% 28% % left / fired after 14 months Low Turnover Industry 25% 5% % left / fired after 6 months 34% 8% % left / fired after 14 months Source: “Job Matching for Better Sales Performance,” Harvard Business Review, Vol. 58, No. 5.
  • 7. - 25% of annual salary $9,000 - Cost of benefits (500 * 3mo) $1,500 - Minimum Cost of a Bad Hire: $10,500 Example: Salary of $36,000. $9,000.00 $1,500 $10,500.00
  • 8. The Impact of Job Match for T/O at 3 months (based on 100 person company) From the previous slides, you saw a 3 month minimum cost of $10,500 per T/O Employee You also saw with job match a T/O reduction of 20 % with job match A savings of over $210, 000 A total payroll reduction of 5.83 % Source: “Job Matching for Better Sales Performance,” Harvard Business Review, Vol. 58, No. 5.
  • 9. Workforce Cycle Un-productive Productive Marginal HIRED Employees Employees Employees New Employees Neither Competent, Motivated, but not Motivated & Competent, but nor Motivated yet productive Competent Un-motivated Separated 1 2 3 4
  • 10. What It Takes to Build a High Performance Workforce Select the Accelerate Make Managers Right People Employee Productivity More Effective  Integrity  Retaining Top Performers  Appraising Management Techniques  Substance Abuse  Training Needs  Improving  Reliability  Coaching Employees Communication Skills  Work Ethic  Engaged & Competent  Developing  Job Match Workforce Leadership Competencies High Performance Workforce Solution We provide predictive and objective data on how a person will perform within a certain job description
  • 11. Job Profile Summary Job Pattern: Sales Representative Overall Job Match 94% Genesis Thinking Style 7 1 2 3 4 5 6 8 9 10 Learning Index 8 1 2 3 4 5 6 7 9 10 Verbal Skill Assessments Job Match 8 1 2 3 4 5 6 7 9 10 Percentage Verbal Reasoning 95% 7 1 2 3 4 5 6 8 9 10 Numerical Ability 8 1 2 3 4 5 6 7 9 10 Numeric Reasoning Behavioral Traits 8 1 2 3 4 5 6 7 9 10 Energy Level 7 1 2 3 4 5 6 8 9 10 Assertiveness 4 1 2 3 5 6 7 9 10 Job Match Sociability 8 We can show you how Percentage 6 1 2 3 4 5 7 8 9 10 Manageability 95% 7 they are likely to fall 1 2 3 4 5 6 8 9 10 Attitude 6 1 2 3 4 5 7 8 9 10 Decisiveness within the “Pattern of 6 1 2 3 4 5 7 8 9 10 Accommodating success” so to speak, for a 6 Distortion – 8 1 2 3 4 5 7 8 9 10 Independence 5 Objective Judgment 1 2 3 4 6 7 9 10 8 certain job. Occupational Interests Job Match Interests Ranking Top three interests for this position Percentage 8 91% Enterprising 6 The Job Matching People Service process for Interests 10 is concerned with the Imagine Great Creative top three interests of a Job Match Pattern Lowest three interests for this position and how a candidate’s top three 5 Financial/Administrative interests match. The three top interests for 4 People Technical this Pattern are indicated and ranked 4 from top to bottom. Mechanical 17
  • 12. With job matching… “Superior” producers match their jobs and: • Can deal with the mental demands of the position • Are comfortable with the demands of the environment and with their co-workers • Enjoy the work and are motivated to do the work Source: “The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings” Psychological Bulletin, Sept 1998, Vol. 124, No. 2, pp 262-274.
  • 13. Use Job Match Patterns For:  Selection and Onboarding  Coaching and Mentoring  Training  Promoting  Managing Performance - reviews  Succession Planning
  • 14. Job Match Matters! “Start with good people who are right for the job; train and motivate them; give them opportunity for advancement; and your organization will succeed.” J.W. Marriott “If a person is not performing as expected, it is probably because they are miscast for the job.” W. Edwards Deming
  • 15. www.GenesisAssessments.com www.CongoSBA.com 605.321.5800 ask for Dan