Retention and Development Strategies

imagine
great people
®

a presentation brought to you by:

Greg Stewart, PhD, LPC
Dr. Greg Stewart is Vice President for Profiles International’s Enterprise Solutions
Sales Division. Greg taps into his deep understanding of the impact of
“organizational culture” - the manner in which an organization utilizes strengths,
addresses challenges and adapts to change - to support executives, managers and
business owners as they implement solutions to their employee-related challenges.
He brings his passion for positive change management to developing management
training, organization development, and assessment solutions that are uniquely
tailored to help his clients succeed.

Greg is an experienced human capital expert with over 15 years in management and
human resources. After being successful in building religious, non-profit
organizations, he started his business as a management consultant, trainer and
organizational developer. As a consultant, his primary focus was executive coaching
and his specialty was performance optimization through effective people
Vice President management and organizational infrastructural development. As well, Greg has
Enterprise Solutions Sales taught dozens of college-level courses on management, leadership, personal growth
and development, and organizational change.

Greg holds a BA in Organizational Leadership and a PhD in Counseling. His
dissertation was The Relationship of Emotional Intelligence with Job Satisfaction
and Organizational Commitment. He is a certified Bar-On Eq-I administrator and is
also certified with DDI (Development Dimensions International) in the building of
competency models for organizations. He has deep insight into problem-solving
and employee motivation and is a phenomenal speaker and blogger of management
imagine great people
® and leadership.

www.profilesinternational.com
©2012 Profiles International, Inc. All rights reserved.

Who We Are

• Founded 1991
• Over 45,000 clients served worldwide
• Offices in nearly 130 countries
• Founding member of the Association of
Test Publishers
• Microsoft Certified Partner


Creating Value for Clients
We support our clients through the full employee
life-cycle, helping them identify the best people for their
jobs and then developing them to their fullest potential.


Diverse Base of Marquee Customers

Financial Services Retail & Consumer Travel & Hospitality Education & Government

Technology Healthcare Energy & Utilities Business Services

Customer Highlights
• 11,000 + active customers
• Customer base includes 152 Fortune 2000 companies
• Represented in nearly 130 countries

Taleo World Profiles International Clients


Clients We’ve Served



“It’s a shift from ‘low performer thinking’ to
‘maybe they are not in the right job, and we
should find them a better fit.’ It is a mentality
shift, and (by applying data from the PXT), I can
figure out that if poor job fit is the case, I can
help them go into a different job and do better.”


• Before implementing the ProfileXT® the average sales per
sales rep was $169,409.

• After one year of implementation with the ProfileXT®, annual
sales increased to an average of $233,952 per sales
representative.

• The ProfileXT® assessment increased the Bard Medical’s
Critical Care sales by $64,543 per sales representative, a 28%
annual increase.


Goal – Provide an objective tool to assist in measuring success and managing
each team member to become a Top Performer.

Outcome:
• Consistent adoption since 2004 has reduced turnover
• Have hired better fit sales team members.
• Leveraged each sales person’s unique
characteristics to help them succeed.
• 100% participation/compliance from existing team.
• Development defined by results of an objective tool.

Today:
• Assessment is being used in all hiring decisions for
Sales Effectiveness Program.
• Sales 180 is used twice a year for each sales
professional and is part of the culture.


What is the
Value of your
Employees?
How will you increase
their value?

Frank Schmidt & John Hunter
“Experts in Personnel Productivity and Psychology”

• Based on 85 years of research!

• Reported in the
Harvard Business Review


‘Superior Performers’

‘Average Performers’

‘Marginal Performers’


Why This Matters – Output as a Percentage of Mean Output

Unskilled / Semi-skilled
‘Average’ 19% more that ‘Poor’
‘Superior’ 19% more that ‘Average’
‘Superior’ 19% more that ‘Poor’

Skilled

Management / Professional / Sales

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.


Implications

• Unless all your people are ‘superior’
performers, you are losing money
unnecessarily.

• Every time you move performance of an
employee from ‘average’ to ‘superior’
you have a dramatic and measurable
financial impact.


Why the Productivity Disparity… Performance Predictors
How well does each factor correlate with on-the-job success?
Full Glass = Exact Correlation

Interests Education Training Interview

Experience References Behaviors Cognitive


Why the Productivity Disparity… Performance Predictors
How well does each factor correlate with on-the-job success?
Full Glass = Exact Correlation

.10 .15 .13 .14

Interests Education Training Interview

.18 .26 .38 .53

Experience References Behaviors Cognitive
Source: Professor Mike Smith, University of Manchester; John E. Hunter & Rhonda Hunter, “Validity and Utility of Alternative Predictors of Job Performance”, Psychological Bulletin, Vol. 96, No. 1, p. 90; Robert P. Tett, Douglas N. Jackson
and Mitchell Rothstein, “Personality Measures as Predictors of Job Performance: A Meta-Analytical Review”, Personnel Psychology, p. 703, Michigan state University’s School of Business


Our Solution

Having done this, we can show you -
graphically and quantifiably - to
what degree current employees, or
candidates for employment, match
that standard.


The Cornerstones of Performance
Job-Fit: The missing third in identifying
Superior Performance

Résumé, Application, References Job Match Assessment Interview, Integrity Assessment


The ProfileXT® Evaluates What’s Behind the Surface

10% - The Obvious
Education, Knowledge, Resume,
References, Background, & Experience

90% - Below the Waterline:
• Thinking Style
• Behavioral Traits
• Occupational Interests
• Overall Job Fit


ProfileXT® Insight: What We Measure
Thinking Style
1 2 3 4 5 6 7 8 9 10 Learning Index

CAN they do the job?
1 2 3 4 5 6 7 8 9 10 Verbal Skill
1 2 3 4 5 6 7 8 9 10 Verbal Reasoning
1 2 3 4 5 6 7 8 9 10 Numerical Ability
1 2 3 4 5 6 7 8 9 10 Numeric Reasoning

Behavioral Traits
1 2 3 4 5 6 7 8 9 10 Energy Level
1 2 3 4 5 6 7 8 9 10 Assertiveness
1 2 3 4 5 6 7 8 9 10 Sociability

HOW they do the job.
1 2 3 4 5 6 7 8 9 10 Manageability
1 2 3 4 5 6 7 8 9 10 Attitude
1 2 3 4 5 6 7 8 9 10 Decisiveness
1 2 3 4 5 6 7 8 9 10 Accommodating
1 2 3 4 5 6 7 8 9 10 Independence
1 2 3 4 5 6 7 8 9 10
Objective Judgment
Occupational Interests
1 2 3 4 5 6 7 8 9 10 Enterprising
1 2 3 4 5 6 7 8 9 10 Financial/Admin

DO they love it? 1
1
2
2
3
3
4
4
5
5
6
6
7
7
8
8
9
9
10
10
People Service
Technical
1 2 3 4 5 6 7 8 9 10 Mechanical
1 2 3 4 5 6 7 8 9 10 Creative


ProfileXT® Insight: What We Measure

To What Degree
Might This Person
Exhibit the
Competencies You
are After?


The ProfileXT® & Profile Sales Assessment™

Shaded areas indicate the
Performance Model.

The Performance Models
show requirements for
the jobs in your company.



Good Match



Poor Match


How Performance Models Are Built

Top Performers
- Talent audit/intelligence
- Use objective measures for identification
- Concurrent or Predictive validity

Job Analysis
- Competency Analysis (especially w/changes in job requirements)
- Supervisory Survey
- Few or NO top performers available

Library of Models
- Over 1,400 Existing Performance Models
- Extracted from 400,00 models


How Performance Models Are Built


Our Offer
“Contingency”
Pilot Study

Contact Us

Profiles Assessment Asia (Pte.) Limited
An Authorized Strategic Business Partner of Profiles International

14 , Robinson Road, #08-01A, Far East Finance,
Singapore 048545
Email: info@profiles.com.sg
Telephone: 65717031
Fax: 63334636

Website: http://www.profiles.com.sg

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Retention and Development Strategies

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