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Overcoming Constant Friction Between Hard & Soft HR Approaches
Overcoming Constant Friction between Hard & Soft Approaches to HR This document summarizes a webinar presented by Karen Meredith on overcoming friction between hard and soft approaches to HR. The webinar discusses using Drake P3, a web-based assessment tool, to identify employees' strengths in 10 minutes through online surveys and consensus from multiple raters. Drake P3 benefits include being used by 20,000 managers in 12 countries to improve metrics like workforce productivity, recruiting, retention, and achieving HR goals. The webinar promotes trying a complimentary Drake P3 assessment to help HR handle both soft skills and hard metrics.
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Overcoming Constant Friction Between Hard & Soft HR Approaches
- 1. Overcoming Constant Friction between Hard & Soft Approaches to HR May 10th, 2012 – 12:00pm to 12:30pm EDT Presented by: Karen Meredith President, Drake P3 Event #: 660 720 267 | Password: 1234 For audio, call 1-877-668-4493
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- 7. The challenge Greatbosses Great co-workers Work that matters
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- 11. Fact # 1– Everyone is Good at Something
- 12. Fact # 1– Everyone is Good at Something
- 14. How Can YouFind What People Are Good At? 3 Slides showing P3 profiles – and candidate to job match report
- 15. Drake P3 Benefits DrakeP3 is a web based assessment technology combining the science of psychology and statistical analysis with simple to use technology • In use since 1983 • Used by 20,000 managers in twelve countries • 97% of respondents find Drake P3 results 85% + accurate • Psychometrically based and validated • Supported by expert consultants, trainers, industrial psychologists, and legal counsel.
- 16. Online and OnlyTakes 10inutes
- 17. Try a ComplimentaryP3 Today
- 18. Oil and Water& Fact # 2
- 19. Oil and Water& Fact # 2
- 20. The Last Mile& Fact # 3 HR has to be good at the hard stuff
- 21. The Last Mile& Fact # 3 • Workforce Productivity • Recruiting • Retention • Employee Engagement • Overall HR Costs • Manager Satisfaction • Dollar Impact of HR on the Business • Compensation and Benefits • Generalist Activities • Employee Relations • Training and Development • HR Goals Met
- 22. Workforce Productivity The ratiobetween the dollars spent on employee costs (wages, benefits and overall HR expenses) and overall company revenue. Metrics in this category could include: • Percentage Improvement • Dollar Value
- 23. Recruiting Managers consistently raterecruiting among the top three things they expect from HR. Without overdoing it, here are some simple metrics that you can use to assess recruiting effectiveness: • Vacancy Days • Performance Appraisal Score • Manager Satisfaction • Turnover Rate
- 24. Retention Retention is alsoa highly rated management issue. In this case, most turnover measures are too simple. • Overall Employee Turnover • Performance Turnover • Preventable Turnover • Diversity Turnover • Dollar Impact • Managers’ Overall Satisfaction Rate
- 25. • Allows multiplepeople to give input into what the job is • Takes only 10 minutes • Online Survey • Get consensus easily!
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- 33. Contact Information Karen Meredith President Drake P3 kmeredith@na.drakeintl.com 1-917-863-0030 Jay Rosales Drake International jrosales@na.drakeintl.com 416-216-1070
- 34. Our Next Webinar May17th, 2012, 12 pm EST to 12:30 pm EDT Disability Management & Return to Work Programs >> Presented by Kathleen Collins, Health & Safety Manager, Drake International Register at http://drake-webinars.com