Ultimate guide in choosing the right assessment for your Organization

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In most organizations, personnel costs are among the largest budget line items. Given the challenges facing organizations today, they need their employees aligned and working together at the highest levels of performance.

in this webinar you will learn:

1. All about assessments, why use it, different types and their common applications
2. FAQ in choosing the right assessment
3. Benefits of assessments (what's the ROI?)
And more…

make sure to visit our site and join our exciting and upcoming webinars.
http://www.profiles.com.sg/upcoming-events.php

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Ultimate guide in choosing the right assessment for your Organization

  1. 1. EXECUTIVE S GUIDE How to choosethe rightassessment foryour organization. #AssessmentGuide!
  2. 2. Have you ever hiredsomeone who !looks good on paper…. !! ?!BUT END UP AS ADISAPPOINTMENT!!
  3. 3. Are you doing the rightinvestment in training anddevelopment of your people?!
  4. 4. Would you like yournew hires to performproductively and attaingoals at the !shortest possible time ?!
  5. 5. IS YOUR LEADERSHIP PIPELINE STRONGER or WEAKER THANYOUR BIGGEST COMPETITORS?! !
  6. 6. Is yourcompetitionbeating you ?to the !top talents!
  7. 7. ARE YOU EVER TIRED OF NOT SEEING AND NOTKNOWING THE RETURN ON INVESTMENT IN HR!
  8. 8. H i! i’m! !LIA NN ! M oderator !
  9. 9. THE EXECUTIVE S GUIDE How to choose the rightassessment for yourorganization. ! #AssessmentGuide!
  10. 10. HOUSEKEEPING!
  11. 11. Using Attendee Interface ü  Expand  &  collapse  your  Panel   ü  View  and  select  your  audio   ü  Submit  a  ques:on  or  comment  via   Chat   ü  Manage  your  own  mu:ng   ü  Share  and  manage  your  webcam  
  12. 12. ! HEINTJIE SANTOS! ! Assessment Solution Expert | Country Director, Singapore! Connect with me! Heintjie.Santos@profiles.com.sg!
  13. 13. 1 §  Why do organizations need assessments?! §  Different Types of Assessments! §  Common Application!
  14. 14. 210 Essential Questions to askfor selecting the right Assessment
  15. 15. ü Benefits of Assessments?!ü Whats the ROI!ü Surprise….Give Away!! 3
  16. 16. All about assessments…! 10 Key Questions to ask in choosing assessment1 2 3
  17. 17. POLLS>>
  18. 18. Have you ever used Assessments ?!
  19. 19. Consistent  execution   of  strategy   Speed,  flexibility,   Excellence  in   adaptability  to  change   execution   Global  economic   Risk  management   performance  Challenges Facing CEOs Improving   Sustained  and  steady   productivity   top-­‐line  growth   Business  confidence   Customer  loyalty/ retention   Profit  growth  
  20. 20. PERSONNEL COSTS ARE AMONG THELARGEST BUDGET LINE ITEMS!
  21. 21. And yet……!!Every day businesses hireand deploy employees withlittle or nothought
  22. 22. to helping managersunderstand how these employees work and whether they are a good fit.!
  23. 23. Employees have atendency to embellish their qualifications
  24. 24. Shocking H R Statistics: ! FALSE IN FORMATION…! 53% of all job applications contain inaccurate information.! ! 49% of managers caught a ! job applicant fabricating resume.! ! 34% of all application forms contains lies.!
  25. 25. “63% of all hiring decisions are made during the first 4.3 minutes of an interview.”!
  26. 26. “Instinctive” Hiring DecisionsGUT FEEL!  
  27. 27. Shocking HR Statistics: BAD HIRES… !average cost of abad hiring decisioncan equal !30% of the firstyear’s earnings!!
  28. 28. ocking HR Statistics: Sh TURN OVER…!!costs of replacement….!!! Senior Executive! Mid-Level Employee! S$260,000 Salaried Employee! S$52,000 S$11,000
  29. 29. Chances are good that up to 66% of your company s hiringdecisions will prove tobe mistakes in the first twelve months.! -Peter Drucker!
  30. 30. THINK OF THECOST OF YOUR LAST HIRE…!
  31. 31. Aside from salary and benefits…! there’s the cost of advertising for the job, the investment in training and…..! the price of getting a new worker up to speed.!
  32. 32. !An organization wouldn’tspend $40,000, $50,000, ormore on a piece of equipment…!without a careful understanding of what theequipment can do, a rigorous selectionprocess, proper training, documentation,guarantees, and warrantees.
  33. 33. ATORS !What if… OPER GUIDE!employeescame with David Ch eng!INSTRUCTIONMANUAL?!
  34. 34. Managers has atendency to filterand scrub  employeeperformance.
  35. 35. A story about…..!
  36. 36. ALFRED GOH! !Graduate Student!
  37. 37. Graduated top of his MBA class...!!! ted it while wor king fulltime. Comple isor was threate ned he can be Superv replaced.!Shut down all his ideas …!he called it quits!
  38. 38. And this is about ….!
  39. 39. WENDY LEE! !Sales Manager!
  40. 40. Top Performing Salesperson for the past4 years...!!Denied of a promotion twice.!!Bump to her last week , having Laksawith the CEO of her previouscompany’s biggest competitor!!
  41. 41. ALFRED GOH WENDY LEE
  42. 42. Stories sounds familiar?!
  43. 43. PEOPLEare justdifficult toREAD!
  44. 44. DO YOU really KNOW YOUR PEOPLE?
  45. 45. This is what YOU SEE!PEOPLE  are  like  …  
  46. 46. Real  side  of  PEOPLE  
  47. 47. Education, Experience and Skills! Thinking Style, Learning Index, Reasoning Ability! Personality and Behaviors! Interest and Motivations! ! !
  48. 48. 10% Good But,!Limited Information! 90% Essence of the Total Person!
  49. 49. SO WHY DOORGANIZATIONS NEEDASSESSMENTS?!
  50. 50. 1.  Employees have a tendency to embellish their qualifications.! 2.  Hiring Mistake is Costly! 3.  Managers tendency to “filter and5 reasons scrub” employee performance ! 4.  Expensive Turnover Cost ! 5.  People are just plain difficult to read!
  51. 51. VALID ASSESSMENTS ! REVEAL CONSISTENT, !IN-DEPTH, AND OBJECTIVE INFORMATION ABOUT EMPLOYEES!
  52. 52. DIFFERENT TYPES OF ASSESSMENTS!
  53. 53. §  Achievement! §  Ability test!§  Proficiency tests! §  Interest measures!§  Skills test ! §  Personality!§  Knowledge! §  Behavior! Hard Skills! JOB Soft Skills! MATCHING ! Performance ! §  180/360 degree feedback!
  54. 54. ü  Cognitive Abilities ü  Thinking Style JOB ü  Learning IndexMATCHING ! ü  Reasoning Ability ü  Personality and Behavioral Traits ü  Occupational Interest & Motivations Compared against !
  55. 55. COMMON APPLICATIONS OF ASSESSMENTS! 1. Hiring and Selection 6. Strategic 2. On-Boarding Workforce Planning EMPLOYEE LIFE CYCLE! 5. Succession 3. Performance Planning Management 4. Leadership and Manager Development
  56. 56. §  Why do organizations1 need assessments?! §  Different Types of Assessments! §  Common Applications of Assessments!
  57. 57. All about assessments…! 10 Key Questions to ask in choosing assessment1 2 3
  58. 58. 10 Essential Questions forselecting the right Assessment
  59. 59. Q1  What is the purpose of the specific assessment toolhow will it help us accomplish the objectives of our assessment program?
  60. 60. How does the assessment help us understand thewhole-person Q2
  61. 61. CAUTION!!“Do not rely too much on anyone test to make decisions. Use the whole-person approach to assessment. United States Department of Labor ” http://www.onetcenter.org/guides.html
  62. 62. DID YOUKNOW?!
  63. 63. 100%   % OF HIRING SUCCESS ! 90%   80%   75% 70%   66% 60%   54% 50%   40%   38% 30%   26% 20%   14% 10%   Interview! Reference Personality Test! Abilities Test! Occupational Job Matching! 0%   check! Interest!
  64. 64. Utilize All Your ResourcesTO INCREASE HIRING SUCCESS ! 75%up to
  65. 65. Measure! !“The TOTAL PERSON”!
  66. 66. Is the assessment instrument unbiased and fair to all groups who will be assessed and…! Is it appropriate for our target population?! ! Q3
  67. 67. VALID ! for our specific purpose?! Q4  Is the assessmentprocedure andinstrument………. Q5 RELIABLE ! for our use? !
  68. 68. WHAT IS A GOOD VALIDITY SCORE? r = validity coefficient 0.10 1Low validity Perfect Relationship on What itUnlikely be useful Claims to Measure
  69. 69. Validity coefficient Interpretation !value !Above .35! Every beneficial !.21 - .35 ! Likely to be useful!.11 - .20 ! Depends on circumstances !below .70 ! Unlikely be! useful!
  70. 70. WHAT IS A GOOD RELIABILITY SCORE? r = reliability coefficient 0.10 1Low reliability Perfect Reliability
  71. 71. Reliability Interpretation !coefficient value !.90 and up! Excellent !.80 - .89 ! Good!.70 - .79 ! Adequate !below .70 ! may have limited! applicability !
  72. 72. Is there understandable and comprehensive! Q6  DOCUMENTATION !available for the assessment instrument?!
  73. 73. Is the data from theassessment instrument Q7  secure ?!
  74. 74. Q8   For Administrators?! Is training and support provided……….Q9 For score interpretation !  
  75. 75. Is the report of the assessmentQ10 simple enough for managers to interpret or   A Certified Professional Required?!
  76. 76. Made for Business! 
Assessment reports should be written in simple and straightforward business language.!Actionable No No Special reports Psychobabble! Certification
  77. 77. 210 Essential Questions to askfor selecting the right Assessment
  78. 78. QUESTIONS?
  79. 79. All about assessments…! 10 Key Questions to ask in choosing assessment1 2 3
  80. 80. ü Benefits of Assessments?!ü Whats the ROI!ü Surprise….Give Away!! 3
  81. 81. Download FreeResearch Report !
  82. 82. Organizations usingassessments saw,on average:28%28% 2X64%10X
  83. 83. Organizations with critical roles ! identified has...!! 2x CUSTOMER RETENTION! 3x CUSTOMER SATISFACTION !
  84. 84. BEST-IN-CLASS COMPANIES ARE ! 2X! !more likely to provide managers with access to relevant TALENT DATA compared to laggard companies
  85. 85. ü  Selecting people most likely to succeed in a jobü  Accelerate onboardingü  Clone and retain top performersü  Target areas for developmentü  Identify and lead hi-potentialsü  Enabling strategic workforce management and succession planning ! BENEFITS OF ASSESSMENT?! !
  86. 86. ORGANIZATIONS CAN REALIZEOVER A 10X ROI!
  87. 87. REDUCE!§  EMPLOYEE ABSENTEEISM!§  EMPLOYEE TURNOVER!§  FREQUENCY AND COST OF THEFT!§  WORKFORCE CONFLICT!
  88. 88. ASE T HIS NCRE !I IMPROVE AND INCREASE! ! ü  Sales performance and customer loyalty! ü  Job satisfaction! ü  Employee engagement ! ü  Alignment and communication between managers and employees! ü  Overall workforce capability, productivity, and agility! SAVE THIS
  89. 89. All about assessments…! 10 Key Questions to ask in choosing assessment1 2 3
  90. 90. If your organizations is like most, yourmost valuable assets are your people. 
You invest a lot in them, and they give a lot back.They’re the company’s public face, the lifeblood. Of course, you need to know them… but that is easier said than done. 
 !
  91. 91. “ Put the right person in the right job,train and motivate them,give them an opportunity for advancement, and your company will grow and prosper ” J.W. Marriott
  92. 92. ! HEINTJIE SANTOS! ! Assessment Solution Expert | Country Director, Singapore! Connect with me! Heintjie.Santos@profiles.com.sg!THANK YOU >>
  93. 93. Hi! i’m back!! !L IA NN ! M oderator !
  94. 94. QUESTIONS?
  95. 95. imagine great people ™ Profiles International is the world leader in selecting and developing high-performance workforces through innovative human resource management solutions and a comprehensive suite of employment assessments that help companies gain a competitive advantage by selecting, hiring, retaining and developing great talent. ! ! The GLOBAL LEADER in Employee Assessment Solutions
  96. 96. 50,000,000 MILLION USERS!45,000 CLIENTS!122 COUNTRIES!33 LANGUAGES!
  97. 97. Clients we serve!www.profiles.com.sg!©2012 Profiles International, Inc. All rights reserved.!
  98. 98. us for our next upcoming Join WEBINAR! Click HERE to register!EXECUTIVE S GUIDE 
Strategic Workforce !Planning!
  99. 99. As a gift for all the attendees of today’s webinar ! Experience a Profiles Assessment: ! 100% Risk Free!Let us show you firsthand how our Assessments can benefit your company.! CLICK HERE to get started or give us a call at +65 65717031
  100. 100. Easy 3 Step Process! Select a department with at least 3 same positions or! 1 Select a sales team that has at least 3 sales reps.! ! ! Profiles will complete a complimentary sales performance analysis or ..! 2 Build a proprietary high performance model (benchmark) for a department in your company! ! ! Profiles will demonstrate how our assessments can 3 resolve personnel issues based on real results from your organization.! CLICK HERE to get started or give us a call at +65 65717031
  101. 101. Sources!18 Conference Board!!23-25 CareerBuilder.com Survey (2008), Gurtin vs. Nurse Connection, et. Al. (2002), Human Resources Management(2008), Recruiting Times, Society of Human Resources Management (2003), Two Wrongs May Mean No Rights, byBarbara Kat Repa, Nolo.com, (2001), U.S. Department of Labor, Wall Street Journal (2003). !!28 Corporate Leadership Council, Literature Review, Employee Selection Tests Catalog #070-198-213, Washington,DC, March 1998, p.2. !!54-55 Professor Mike Smith, University of Manchester, August 1994,John E. Hunter and Ronda F. Hunter, Validity andUtility of Alternative Predictors of Job Performance, Psychological Bulletin, Vol. 96, No.1, 1984, p. 90; Robert P. Tett,Douglas N. Jackson, and Mitchell Rothstein, Personality Measures as Predictors of Job Performance: A Meta-AnalyticalReview, Personnel Psychology,Winter 1991, p.703. Michigan State University s School of Business.!!58 http://www.onetcenter.org/guides.html !!56-72 Testing and Assessment: An Employers Guide to Good Practices. The U.S. Department of Labor (DOL) ; Societyfor Industrial and Organizational Psychology, Inc. 1987. Principles for the Validation and Use of Personnel SelectionProcedures (3rd edition). College Park, MD: Author.!!74-77 Aberdeen Human Capital Management Trends 2012 : Managing Talent to Lead Organizational Growth, Lombardiand Laurano January (2012)!!IMAGES : ! !sxc.hu, istockphoto, flicker !!IMAGE CREDITS : !22 Smartcycles.com, 70 Techcn.com.cn, 82 Articles.boston.com, ! ! ! !86 blitzbusinesssuccess.com!
  102. 102. ! ! Contact Us! Contact Us! ! ! Profiles Assessment Asia (Pte.) Limited! An Authorized Strategic Business Partner of Profiles International ! Profiles Assessment Asia (Pte.) Limited! ! 14 , Robinson Road, #08-01A, Far East Finance,! International An Authorized Strategic Business Partner of Profiles ! ! Singapore 048545! ! Email: info@profiles.com.sg ! 14 , Robinson Road, #08-01A, Far East Finance,! Telephone: 65717031! Singapore 048545! Fax: 63334636! Email: info@profiles.com.sg ! ! Telephone: 65717031! Fax: 63334636! www.profiles.com.sg ! Website: ! ! Website: http://www.profiles.com.sg! ! ! ! ! ! Share , Connect and Follow Us ! ! ! !www.profiles.com.sg! ! !©2012 Profiles International, Inc. All rights reserved.!©2012 Profiles International, Inc. All rights reserved.! !

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