Executive Briefing June 2008
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Executive Briefing June 2008

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Executive Briefing June 2008 Executive Briefing June 2008 Presentation Transcript

  • Human capital solutions focused on character and behavior assessment and development to impact performance and growth in the areas of:  Recruitment  Employee Development  Succession Planning
  •  Reduce hiring practice risks and costs (15% - 40%)  Assess character competencies and behavior traits in addition to job skills  Expose the candidate’s degree of “fit” within an organization’s culture in advance of hiring  Decrease turnover expenditures (minimize wrong hires)  Minimize litigation for improper employee lawsuits  Protect current board of directors and leadership team from ineffective employee practices 2
  •  Recruitment (Hiring The Right People)  Hiring Costs (Advertising / Interviewing / Training)  Applicant Selection (Skills / Character & Behavior / “Culture Fit”)  Turnover (Expenses / Organizational Disruptions / Law Suits)  Employee Development (Increasing Performance / Productivity)  Building / Retaining Valuable Leadership  Multi-Cultural / Diversity Issues (Acceptance of Common Values and Principles)  Succession Planning (Preparing Future Leaders)  Baby Boomer Talent Leak  Loss of Workplace Knowledge (Job Skills)  Loss of Wisdom / Mentoring / Values & Principles (Life Skills)  Establish Promotional Blueprint 3
  • Focused on Specific Business Outcomes 4
  •  Prevention (Recruitment)…hire more people like your best people  Better understand the “fit” of all candidates in advance of hiring  Save time and money by reducing turnover  Intervention (Development)…maximize your human capital assets  Build a character-driven team  Improve performance and productivity  Retention (Succession Planning)…prepare your future leaders  Ensure character and knowledge transfer  Create bench strength for supporting growth 5
  • • Review strategic objectives • Determine business outcomes • Measures Key Performance Indicators • Determines degree of fit • Character/Behavior assessment • Recruitment/Development reports  Getting The Right People On The Bus 6
  • • Manager-focused • Coaching-oriented • Employee-focused • Cost-effective delivery  Team Alignment Effects Performance and Productivity 7
  • • Measurement of outcomes • 360° Performance reviews • Continuous learning • Technology enabled  Preparing Future Leaders • Internal ownership • Tailored resources 8
  • $ Job Listing $ Basic Skills and Resume Screening $ Specific Skills Testing / Assessments $ Management Team Interview(s) $ Reference and Background Check Marginal Predictive Success 9
  • Help Organizations Improve Their ROI of Investing in Human Capital Assets and to Minimize Their Risk! “The most cost-effective decision an organization can make, regarding its hiring, employee development and succession planning practices, is to determine the measurable and quantifiable success factors required for every specific job position.” Future Achievement International Leadership Team Establish Business Objectives… Assess Performance Results! 10
  • Data collection is vital to a company success regarding Job Skills, Key Performance Indicators, Character and Behavior Assessment…IF Data is used appropriately, consistently and tied to strategic leadership initiatives. Key Factor for Predicting Success… The integration of the data collected that can be utilized for making intelligent hiring, employee development and succession planning decisions. 11
  • Intellect – Education – Reasoning Abilities – Job Skills Proficiency IQ Self Awareness – Self Management EQ Social Awareness – Relationship Management Character Quotient (CQ) - CQ represents the element of a person’s profile revealing their underlying attitudes, beliefs CQ and commitments that shape their behavior.  Example: A person can develop an EQ skill such as active listening but not have the character base necessary to be listening actively for the right reason (actual caring and empathizing versus listening for selfish reasons). 12
  • Character Behavior Reports Provided   60 Question Survey Recruitment Development 10 Character 4 Behavior Performance 15-minutes or less to take Competencies Traits Index 13
  • Human capital investments can be maximized by implementing a 24/7 Performance Index Dashboard to determine “Fit” for a specific job position that:  Identifies Character & Behavior Success Attributes  Applies Job Skills Test Scores  Leverages Key Information (Education, Background, Drug Test, etc.)  Incorporates Key Performance Indicators (KPIs) MERIT Job Key KPIs Profile Skills Info 14
  • Recruitment Dashboard Operating Budget % Key Info Ann Jones MERIT Sally Simpson Profile KPIs Ken Taylor Roberto Alverez Job Susan Booth Skills John Murphy Erica Wong  Linked to defined business objectives  Supported by objective performance data  Quantifiable degree of fit for any candidate 15
  • $ Job Listing (80/20 Rule) Basic Index $ Basic Skills and Resume Screening $  Specific Skills Testing Performance Index Reports Composite Index $  Management Team Interview(s) $  Reference and Background Check Maximum Predictive Success 16
  • Development Dashboard Operating Budget % Ron Cowling Key Peter Moore Info Ann Jones Manny Montes Sally Simpson MERIT Carol Mays Profile KPIs Ken Taylor Matt Gold Roberto Alverez Annette Diaz Job Susan Booth Doug Carter Current employees Skills John Murphy Terry Nelson degree of fit to job position indicate Erica Wong George Wise developmental needs  Identify individual development needs  Leverage strengths of the team members  Build manager / coach processes 17
  • Succession Planning Dashboard Key Info MERIT Profile KPIs Current Job position Skills  Linked to performance indexes across all positions  Supported by alignment to mission statement  Quantifiable degree of fit for leadership 18
  •  Integration of character and behavior assessment and development around a core set of universal principles.  Customized performance index applications that incorporate character and behavior assessment, job skills testing, key background and resume information linked to defined key performance indicators (KPIs).  Speed, accuracy and relevance of data.  Quantitative framework to measure performance outcomes.  EEOC Compliant. (Equal Employment Opportunity Commission)  Multiple pricing / payment terms and options.  24/7 web-based solution. 19
  • 1. Additional Education Regarding Process / Technology (Go-To-Meeting Phone Conference) 2. Client Discovery Discussion To Determine Needs / Alignment (Phone Conference) 3. Client Engagement Proposal Outlining Pricing / Terms, etc. 4. Execution of Formal Agreements  MERIT Profile Service Agreement  MERIT Performance Index Agreement 20