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Introducing Profiles


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Introducing Profiles International

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Introducing Profiles

  1. 1. Introducing Profiles International<br />
  2. 2. Introducing Profiles International<br />Table of Contents<br /><ul><li>WHO we are
  3. 3. WHERE we are
  4. 4. WHAT we do
  5. 5. HOW we do it</li></li></ul><li>Introducing Profiles International<br />WHO we are – Employee assessment specialists<br />Profiles International (PI): A High-level Overview<br /><ul><li>Developing employee assessments and talent management solutions
  6. 6. Improving employee and manager performance and workforce productivity.
  7. 7. Understanding people at the deepest levels
  8. 8. Helping select the right people, place them in the right roles, and manage them to their full potential.
  9. 9. PI assessments are grounded in advanced behavioral science that we continually validate
  10. 10. PI assessment reports are written for managers with practical insight and advice to get the most from their people. </li></ul>Profiles International Founders Jim Sirbasku, CEO, and Bud Haney, President<br />
  11. 11. Introducing Profiles International<br />WHO we are – Research for management<br />We are passionate researchers and thought leaders in the area of applying employee assessments to solve important organizational challenges.<br />
  12. 12. Introducing Profiles International<br />WHO we are – Clients we serve<br />We have served over 40,000 organizations worldwide<br /><ul><li>Industries we serve
  13. 13. Financial services and insurance
  14. 14. Retail and consumer products
  15. 15. Travel and hospitality
  16. 16. Healthcare and human services
  17. 17. Media, telecommunications and technology
  18. 18. Energy, utilities and natural resources
  19. 19. Manufacturing, transportation and automotive
  20. 20. Global reach
  21. 21. 122 countries; material translated into 32 languages</li></li></ul><li><br /><br /><br />
  22. 22. Global Reach – 122 Countries, 32 Languages<br />Afghanistan<br />Albania<br />Algeria<br />Antigua & Barbuda<br />Argentina<br />Aruba (Netherlands)<br />Australia<br />Austria<br />Azerbaijan<br />Bahamas<br />Bahrain<br />Barbados<br />Belgium<br />Belize<br />Bermuda (UK)<br />Bosnia & Herzegovina<br />Botswana<br />Brazil<br />British Virgin Islands (UK)<br />Bulgaria<br />Canada<br />Cayman Islands (UK)<br />Chile<br />China<br />Colombia<br />Costa Rica<br />Croatia<br />Cyprus<br />Czech Republic<br />Denmark<br />Dominican Republic<br />Ecuador<br />Egypt<br />El Salvador<br />Eritrea<br />Estonia<br />Ethiopia<br />Finland<br />France<br />Gambia, The<br />Germany<br />Ghana<br />Greece<br />Guam (US)<br />Guatemala<br />Honduras<br />Hungary<br />India<br />Indonesia<br />Iran<br />Iraq<br />Jamaica<br />Latvia<br />Ireland<br />Israel<br />Italy<br />Jordan<br />Kazakhstan<br />Kenya<br />Korea, South<br />Kosovo<br />Kuwait<br />Lebanon<br />Liberia<br />Libya<br />Lithuania<br />Luxembourg<br />Macedonia<br />Malawi<br />Malaysia<br />Mauritius<br />Mexico<br />Moldova<br />Montenegro<br />Morocco<br />Netherlands<br />New Zealand<br />Nicaragua<br />Nigeria<br />Norway<br />Oman<br />Pakistan<br />Panama<br />Peru<br />Philippines<br />Poland<br />Portugal<br />Puerto Rico (US)<br />Qatar<br />Romania<br />Russia/Russia<br />Rwanda<br />Saint Kitts & Nevis<br />Saint Lucia<br />Saint Vincent & The Grenadines<br />Saudi Arabia<br />Serbia<br />Sierra Leone<br />Slovakia<br />Slovenia<br />South Africa<br />Spain<br />Sri Lanka<br />Sudan<br />Swaziland<br />Sweden<br />Switzerland<br />Syria<br />Trinidad & Tobago<br />Turkey<br />Uganda<br />Ukraine<br />United Arab Emirates<br />United Kingdom<br />United States<br />Uruguay<br />Venezuela<br />Vietnam<br />Yemen<br />Zambia<br />Zimbabwe<br />Tanzania<br />Togo<br />Tonga<br />Tunisia<br /> <br /> <br /> <br /><ul><li> Oceania
  23. 23. Europe
  24. 24. South America
  25. 25. Asia
  26. 26. Africa</li></ul> North America<br />
  27. 27. Introducing Profiles International<br />WHAT we do – Know your people at the deepest level<br />Our assessments provide you with<br /><ul><li>deep,
  28. 28. objective,
  29. 29. comprehensive, and
  30. 30. valid information about your people</li></ul>This includes:<br /><ul><li>How they think
  31. 31. Natural tendencies, behaviors and preferences
  32. 32. Attitudes toward important performance-related issues
  33. 33. How they interact with others, as a team and with their manager</li></ul>Only about 10% of a person can be described by what appears on the surface and can be observed by the untrained eye.<br />
  34. 34. Introducing Profiles International<br />WHAT we do – Benefits to your organization<br />We help you use this information to improve:<br /><ul><li>employee and manager performance, as well as
  35. 35. overall workforce productivity</li></ul>By . . .<br /><ul><li>selecting people best suited to succeed in a particular job in your organization
  36. 36. improving communication and relationships between employees and their managers
  37. 37. improving team performance and work place harmony
  38. 38. building consistent culture and values throughout your organization</li></li></ul><li>Introducing Profiles International<br />WHAT we do – Creating real value for clients<br />Why is it important?<br /><ul><li>Maximize each employee’s contribution (in terms of increased productivity) to the organization
  39. 39. Reduce employee turnover and absenteeism with better hiring decisions
  40. 40. Reduce the costs related with theft, substance abuse, and lack of reliability and work ethic
  41. 41. Reduce workforce conflict and improve employee satisfaction measuring compatibility characteristics among your workforce
  42. 42. More effectively focus training and development investments</li></li></ul><li>Introducing Profiles International<br />HOW we do it – High-tech<br />Scientifically valid assessments<br /><ul><li>Profiles assessment validation study standards exceed those set by The Association of Test Publishers
  43. 43. All Profiles solutions are validated in each language
  44. 44. Tailored to your specific needs</li></ul>Delivered effortlessly online through a your branded Virtual Assessment Center<br /><ul><li>Over 99% uptime and availability
  45. 45. Analytics dashboard
  46. 46. Unlimited simultaneous user access
  47. 47. Client-controlled assessment administration and scheduling
  48. 48. Generate reports that include actionable data
  49. 49. Build job match patterns based on high-performing incumbents
  50. 50. Prepare data exports</li></ul>Introducing Profiles International | 11<br />
  51. 51. Introducing Profiles International<br />HOW we do it – High-touch<br />Dedicated client service:<br /><ul><li>Proven implementation plan that includes deliverables and timetables to help clients set and achieve clear objectives
  52. 52. Comprehensive training is provided to each client according to his or her unique needs and objectives
  53. 53. Training is available in person, via interactive internet, on-site at the client organization</li></ul>Practical and actionable reports are available via the Profiles Assessment Center featuring:<br /><ul><li>Pattern analysis
  54. 54. Performance reports – correlate performance with job mach and assessment scores
  55. 55. Financial reports – Return on Investment reports
  56. 56. Correlation Studies for performance and competencies analysis</li></ul>Introducing Profiles International | 12<br />
  57. 57. Introducing Profiles International<br />HOW we do it – Assessment Descriptions<br />Step One Survey II® (SOS)<br />The SOS is a brief pre-hire assessment that measures an individual’s basic work-related values. It is used primarily as a screening tool early in the candidate selection process. <br />This assessment provides valid insight into an applicant’s work ethic, honesty, integrity, propensity for substance abuse and attitudes toward theft — including property, data and time.<br />ProfileXT® (PXT)<br />The “job matching” feature of the PXT is unique, and enables you to evaluate an individual relative to the qualities required to perform successfully in a specific job. It is used primarily for employee selection, on-boarding, managing, and strategic workforce planning. <br />This assessment reveals deep, objective insight into an individual's thinking and reasoning style, relevant behavioral traits, occupational interests, and match to specific jobs in your organization. <br />It helps your managers interview and select people who have the highest probability of being successful in a role, and provides practical recommendations for coaching them to maximum performance. It also gives your organization consistent language and metrics to support strategic workforce and succession planning, talent management, and re-organization efforts.<br />Risk Factors<br />Introducing Profiles International | 13<br />
  58. 58. Introducing Profiles International<br />HOW we do it – Assessment Descriptions<br />Profiles Performance Indicator™ (PPI)<br />The PPI specifically measures an individual's motivational intensity and behaviors tendencies related to productivity, quality orientation, initiative, team work, problem solving, as well as response to conflict, stress and change. The output from this assessment serves as an "operator's manual" for an employee, and helps managers better motivate, coach, and communicate with the employee. It also helps to predict and minimize conflict among co-workers and provides crucial information to improve team selection and performance.<br />CheckPoint 360°™<br />The CheckPoint Management System is a 360-degree assessment. It is used primarily to evaluate the effectiveness of your managers. This assessment combines feedback from direct reports, peers, supervisors, and even customers, with a personalized program for developing specific leadership skills based on that feedback. <br />The CheckPoint 360 helps managers identify and prioritize their own development opportunities. And, it helps the organization to better focus management training and development investments, proactively uncover misaligned priorities between senior executives and front-line managers, and surface management issues that could lead to low employee productivity, morale, satisfaction, and turnover.<br />Introducing Profiles International | 14<br />
  59. 59. Introducing Profiles International<br />HOW we do it – Assessment Descriptions<br />ProfilesTeamAnalysis (PTA)<br />The Profiles Team Analysis (PTA) is used to help managers form new teams, reduce team conflict, improve team communication, and improve ability to anticipate problems and better team leadership.<br />It helps evaluate overall team balance, strengths and weaknesses, and team members’ personality characteristics along 12 key factors: control, composure, sociability, analytical, patience, results orientation, precision, emotions, ambition, team player, positive expectancy, and quality orientation. <br />ProfilesWorkForceCompatibility (PWC)<br />Profiles WorkForce Compatibility (PWC) measures critical aspects of compatibility between a manager (executive, director, supervisor, team leader) and their employees. <br />It is used to increase productivity, identify and close compatibility gaps between manager and employee, improve communications between manager and employee, increase employee engagement, satisfaction, and productivity, and reduce employee turnover.<br />Introducing Profiles International | 15<br />
  60. 60. Introducing Profiles International<br />HOW we do it – Assessment Descriptions<br />ProfilesSales Indicator™(PSI)<br />The Profiles Sales Indicator measures how well a person fits specific sales jobs in your organization. It is used primarily for selecting, on-boarding and managing sales people.<br />The PSI also indentifies people who have the five qualities that make salespeople successful: Competitiveness, Self-reliance, Persistence, Energy, and Sales Drive. It also predicts on-the-job performance in seven critical sales behaviors: Prospecting, Closing Sales, Call Reluctance, Self-starting, Teamwork, Building and Maintaining Relationships, and Compensation Preference.<br />Customer Service Profile™ (CSP)<br />The Customer Service Profile (CSP) measures how well a person fits specific customer service jobs in your organization. It is used primarily for selecting, on-boarding, and managing customer service employees. <br />The CSP also looks at what your current and future employees believe is a high-level of customer service, while at the same time showing where they align (or not) with the company’s perspective. We have a general industry version of this assessment as well as vertical specialties in hospitality, health care, financial services, and retail. <br />Introducing Profiles International | 16<br />
  61. 61. Introducing Profiles International<br />HOW we do it – Overview of our assessments and solutions<br />Introducing Profiles International | 17<br />