• Share
  • Email
  • Embed
  • Like
  • Save
  • Private Content
C-HR Executive 9 factor diagnostic tool
 

C-HR Executive 9 factor diagnostic tool

on

  • 437 views

Attention HR Executives: Learn about an exciting tool to identify the hidden barriers to change and what to do about it.

Attention HR Executives: Learn about an exciting tool to identify the hidden barriers to change and what to do about it.

Statistics

Views

Total Views
437
Views on SlideShare
433
Embed Views
4

Actions

Likes
0
Downloads
5
Comments
1

2 Embeds 4

http://www.linkedin.com 2
http://annruecker.com 2

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel

11 of 1 previous next

  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

    C-HR Executive 9 factor diagnostic tool C-HR Executive 9 factor diagnostic tool Presentation Transcript

    • Achieving business goals through people, processes and culture Presented by The Nielson Group
    •  People, Processes and Culture Recruit, Retain and Grow A 3 x 3 Matrix Survey Tool  ChangeWorks® Survey of 27 strategic HR activities  Used to quickly identify need for attention  Activity-based diagnostic  Leads to laser-focused solutions
    • CHR Executive 9-Factor Tension Management Model Achieving Business Goals through People, Processes and Culture People Processes Culture • Identifying job’s talent • Sourcing • Branding as employer requirements • Screening of choiceRecruit • Revealing applicant’s • Interviewing • Applicant experience talent • Selection • Top talent attraction • New hire onboarding • Management’s • Work Mgmt • Employee engagement leadership skills • ProcessesRetain • Employee development • Relationships • Team development • Leadership • Career development • Tangible personal • Succession planning • Continuous development plan for • Forecasting talent improvement employees needs Grow • Performance feedback • Targeted development • Manager coach- programs approach
    •  Descriptive, predictive, prescriptive Diagnose current-state level of engagement based on the activities in a person’s role Can also be applied to work groups, teams or organizations
    •  The CHR 9-Factor Survey measures:  Current-state perceived challenge and abilities to lead and execute across the 9 factors (this is a customized survey specifically for CHR executives)  Level of personal readiness and engagement  Likelihood of follow-through  Type and level of support needed for maximum results
    • Customized diagnostic survey based on critical activities Organizational application value  Change-management projects – kickoff, milestones  Dysfunctional teams wanting to set a path for success  Cultural apathy in competitive market (blind spots)  Establishing clarity for strategic priorities Individual application value  Executive coaching  Organizational development prioritizing  Individual player coaching  High-potential employee coaching
    •  Complimentary survey offer for C-Level HR executives  Experience this powerful change management tool first-hand without risk  The 9-Factor HR Survey was designed specifically for HR activities based on the 9-Factor Grid Complimentary executive debriefing  In-person or by private webinar  Comprehensive report and consult  Consultative approach Investment  < 20 minutes for the survey (27 activity statements to evaluate)  Two-hour debriefing Value Proposition  No cost, no obligation consulting  Rich insight for internal change discussion  Ideas for moving the organization forward
    • This survey demonstrates how we measure activity-based tension. Theresulting report we develop for you will be diagnostic and solution-based.You are asked to rate the size/scope, perceived ability, challenge, andimportance of 27 activities.  Current Situation, Size or Scope the activity represents to you  On a scale of 0 to 12 -- with "0" being "tiny“ and "12" being "monumental" -- how big of a SITUATION, SIZE, SCOPE does the activity represents to achieving your goals?  Ability to see the activity through to the desired result  ABILITY is made up of four elements: knowledge, skill, experience and resources. On a scale of 0 to 12 -- with "0" being "clueless" and "12" being "mastery" – how do you rate your ABILITY to execute/accomplish this activity?  Challenge or difficulty the activity represents to you  CHALLENGE is made up of ABSTRACT variables, such as opinions, emotions, hunches, instinct and intuition. On a scale of 0 to 12 -- with "0" being "effortless" and "12“ being "impossible" -- how do you rate the CHALLENGE or DIFFICULTY to execute/accomplish this activity?"  Importance the activity holds for you  IMPORTANCE reflects priorities, preferences and deadlines. On a scale of 0 to 12 -- with "0" being "insignificant“ or “no time frame” and "12" being "critical“ or “immediate” -- how do you rate the IMPORTANCE of this activity for you?"
    •  Start the survey here Complete the survey Look for an email or phone call from The Nielson Group to schedule your debriefing