This document summarizes the services provided by Assessment Edge, including occupational assessments for hiring, training, and management that are available in 32 languages across 122 countries. It describes how Assessment Edge's ProfileXT assessment measures job fit and can be used for employee selection, onboarding, management, and strategic workforce planning. The assessment evaluates thinking style, behaviors, interests, and match to specific jobs.
SumTotal's Hiring & Recruiting solution provides organizations the ability to manage the hiring lifecycle, from requisition creation and approval, through job posting, to applicant tracking, selection, background checking, and hiring.
Maximizing the Individual and Organizational Impact of Professional DevelopmentHuman Capital Media
As the business environment (globalization, speed of change) and organizational structures (flatter, matrixed) have changed, the employee’s role in professional development has expanded. Traditional approaches to development have often neglected to align the needs of the business with the career ambitions of the employee — putting the company at risk of losing key talent.
Join Scott Mondore from Strategic Management Decisions as he shares ideas on how to maximize the value and business impact of professional development programs while helping employees realize their career aspirations and goals. Learn:
How to link employee career development to measurable business outcomes.
What role managers and organizations should play in their employees’ professional development.
How to assess employees’ professional needs, aspirations and skill gaps.
Practical tips on how to best implement professional development in your organization.
How to balance preparing for short and long-term business challenges and opportunities.
Job Descriptions - The Driving Force Behind Successful Compensation and Perfo...HRTMS
Join us as Don Berman, an industry thought-leader in the area of Job Descriptions, shares how you can create and maintain job descriptions you'll love by sharing the next and best practices for managing effective job descriptions.
Get ready for 2014 solve the talent management equation with job competenciesHuman Capital Media
In a 2012 Bersin and Associates research paper, only 6 percent of HR teams rated themselves “excellent” in data analysis, while 56 percent rated themselves “poor." In school we all learn standard notation for math and how to solve equations, but we don't have that in talent management. We don't have it as a broad standard and we probably don't even define what our own internal "standard notation" is. While there is a wealth of data residing within the organization that might help us better define what "good" looks like and how to get there, elements like job descriptions or core and leadership competencies are not defining quantitative elements of our equation that align with the business side of our equation.
In this session, we will:
Review the challenges in defining talent management.
Discuss the elements in the talent management equation.
Describe how a job competency framework can balance the two sides of the equation.
Review three steps to implementing a framework to making sense of the data
SumTotal's Hiring & Recruiting solution provides organizations the ability to manage the hiring lifecycle, from requisition creation and approval, through job posting, to applicant tracking, selection, background checking, and hiring.
Maximizing the Individual and Organizational Impact of Professional DevelopmentHuman Capital Media
As the business environment (globalization, speed of change) and organizational structures (flatter, matrixed) have changed, the employee’s role in professional development has expanded. Traditional approaches to development have often neglected to align the needs of the business with the career ambitions of the employee — putting the company at risk of losing key talent.
Join Scott Mondore from Strategic Management Decisions as he shares ideas on how to maximize the value and business impact of professional development programs while helping employees realize their career aspirations and goals. Learn:
How to link employee career development to measurable business outcomes.
What role managers and organizations should play in their employees’ professional development.
How to assess employees’ professional needs, aspirations and skill gaps.
Practical tips on how to best implement professional development in your organization.
How to balance preparing for short and long-term business challenges and opportunities.
Job Descriptions - The Driving Force Behind Successful Compensation and Perfo...HRTMS
Join us as Don Berman, an industry thought-leader in the area of Job Descriptions, shares how you can create and maintain job descriptions you'll love by sharing the next and best practices for managing effective job descriptions.
Get ready for 2014 solve the talent management equation with job competenciesHuman Capital Media
In a 2012 Bersin and Associates research paper, only 6 percent of HR teams rated themselves “excellent” in data analysis, while 56 percent rated themselves “poor." In school we all learn standard notation for math and how to solve equations, but we don't have that in talent management. We don't have it as a broad standard and we probably don't even define what our own internal "standard notation" is. While there is a wealth of data residing within the organization that might help us better define what "good" looks like and how to get there, elements like job descriptions or core and leadership competencies are not defining quantitative elements of our equation that align with the business side of our equation.
In this session, we will:
Review the challenges in defining talent management.
Discuss the elements in the talent management equation.
Describe how a job competency framework can balance the two sides of the equation.
Review three steps to implementing a framework to making sense of the data
Learn how to use predictive analytics to find out what competencies from your 360 assessment drives real business outcomes (profit, revenue, performance). Strategic Management Decisions (www.smdhr.com) presents their proprietary approach to 360 assessments.
While organizations have evolved substantially in how they develop a strong pipeline of leadership talent, some significant gaps still exist. The overall inability to discover and quantify the people-drivers of business outcomes continues to hinder the succession planning process within organizations. We provide you with an approach to create a succession planning process that assesses your talent based on the competencies, skills, experiences and other elements that affect business outcomes, while quantifying the quality of your talent pool. A customizable succession planning scorecard is provided to show you how to have the most impact on the business when planning your next talent moves. This presentation will show you a succession planning process that:,
• Focuses talent decisions on key drivers of business
• Incorporates analytics into talent assessments
• Creates metrics based on the overall quality of your talent pool
• Utilizes performance and potential reports that are business-focused
Maximize the potential in your organization with effective employee assessments and evaluations. Guide decision making in the selection of new staff and the promotion of existing personnel.
Request a hard copy: http://www.fvtc.edu/apps/EventForms/Public/EventRegistration.aspx?FormID=222
Visit our Home Page: www.fvtc.edu/assess
The Medical Device practice of NextGen Global Executive Search uses a proprietary Performance Based Retained Search process in recruiting exceptional talent for clients.
With over 15 years in Medical Device recruitment services, we are industry expertise in surgical, disposables, plasma separation and blood collection, transfusion therapies, infusion pumps including IV, medical device diagnostic and monitoring units, renal and peritoneal for kidney dialysis nano and neuro R&D.
Our Medical Device recruiting team have successfully recruited top level talent for clients worldwide in Class I, II, and III Medical Devices by placing Surgeons, CXO’s, Administrators, EVP/SVP, VP, Directors, and Principals in engineering, systems design, sales, marketing, research, and software development. Our placements have resulted in lucrative IPO’s, M&A’s, market penetration and IP value for our clients.
We know the technology and the global marketplace for medical device including:
Surgical – non-invasive, diagnostic, and disposables
Plasma Separation and Blood Collection – transfusion therapies, processing systems
Infusion Pumps – IV fluids and medications, IV tubing and access devices
Heart Rate & Fitness – monitoring systems, blood glucose, blood pressure meters
Diagnostic & Monitoring Systems – portable medical devices, wireless, RFID
Renal – peritoneal, kidney dialysis, hemodailysis, CRRT
Software – medical imaging, blood analyzers
Biomedical – preclinical, research and development, nano and neuro
We confer with the Client early and often to gain a clear understanding of BOTH your needs/requirements AND the corporate goal in filling this position. We then define the Tangible Skills and Experiences required for your ideal medical device candidate by determining the critical goals and major business successes the candidate will be accountable for producing.
Our proprietary real-time hypothetical reasoning and situational scenario behavioral interviewing techniques reveal candidates that have the motivations, aptitudes, leadership, learning ability and intelligence, accomplishments, persistence, and adaptability to fit the specific role and move your medical device strategy forward
Have confidence in the transition process with our Executive Onboarding for a new leader or executive we recruit by maximizing the chances that the new leader will be engaged quickly with the company’s culture, the department’s people, and the executive team.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
In the Adani-Hindenburg case, what is SEBI investigating.pptxAdani case
Adani SEBI investigation revealed that the latter had sought information from five foreign jurisdictions concerning the holdings of the firm’s foreign portfolio investors (FPIs) in relation to the alleged violations of the MPS Regulations. Nevertheless, the economic interest of the twelve FPIs based in tax haven jurisdictions still needs to be determined. The Adani Group firms classed these FPIs as public shareholders. According to Hindenburg, FPIs were used to get around regulatory standards.
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
LA HUG - Video Testimonials with Chynna Morgan - June 2024Lital Barkan
Have you ever heard that user-generated content or video testimonials can take your brand to the next level? We will explore how you can effectively use video testimonials to leverage and boost your sales, content strategy, and increase your CRM data.🤯
We will dig deeper into:
1. How to capture video testimonials that convert from your audience 🎥
2. How to leverage your testimonials to boost your sales 💲
3. How you can capture more CRM data to understand your audience better through video testimonials. 📊
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
7. ® Profiles Sales Assessment™
Profiles Sales Indicator™
ProfileXT Workplace Engagement Survey Profiles Managerial Fit
The ProfileXT® (PXT)
assessment measures how
well an individual fits specific
jobs in your organization. The
“job matching” feature of the
PXT is unique, and it enables
you to evaluate an individual
relative to the qualities
required to successfully
perform in a specific job.
It is used throughout the
employee life cycle for selection, on-boarding, managing
and strategic workforce planning.
This assessment reveals consistent, in-depth, and objective
insight into an individual’s thinking and reasoning style,
relevant behavioral traits, occupational interests, and
match to specific jobs in your organization. It helps your
managers interview and select people who have the highest The ProfileXT gives you an objective inside look at the
probability of being successful in a role, and provides behaviors and motives of job candidates to help you make
practical recommendations for coaching them to maximum better hiring, promotion and organizational decisions.
performance. It also gives your organization consistent Giving this information to managers helps them be more
language and metrics to support strategic workforce and effective and get the very most from their people.
succession planning, talent management and reorganization
efforts. How does the ProfileXT assessment work?
Prior to assessing candidates, our experts help you develop
Why assess employees? peak performance models for your jobs in question that
Given the opportunity to land a new job or to be promoted, you will use to compare job candidates against. Once
people may tell you what you want to hear instead of established, our clients deliver the PXT to their candidates
the truth. Additionally, so much of their success depends over the Internet—hiring managers or an HR administrator
on the specific type of job and the organization in which simply forwards a link. The assessment does not need to be
they would work. Success seldom transfers automatically. monitored, so the candidate can take it from any computer
The cost of a bad hire is very high considering the hiring with Internet access. The system instantly scores the
and ramp-up costs, low productivity, and disruption to assessment and informs the hiring managers where they
customers and co-workers. can access the results.
The hiring manager can use the results as a screening tool
or to assist them in the interviewing, selectionand on-
boarding process.
Did You Know? What’s the next step?
Please contact your authorized Profiles International
• 46% of new hires fail within 18 months.
business partner, Assessment Edge.
• Only 19% will achieve unequivocal success.
• Technical skills are not the primary reason for failure.
www.assessmentedge.com
9. Profiles Sales Assessment™ Profiles Sales Indicator™
Sales Assessment™
ProfilesWorkplace Engagement Survey Profiles Managerial Fit
The Profiles Sales
Assessment™ (PSA) measures
how well a person fits
specific sales jobs in your
organization. It is used
primarily for selecting,
on-boarding and managing
sales people and account
managers.
The “job modeling” feature
of the PSA is unique and can be customized by company,
sales position, department, manager, geography, or any
combination of these factors. This enables you to evaluate
an individual relative to the qualities required to perform
successfully in a specific sales job in your organization. It
also predicts on-the-job performance in seven critical sales
behaviors: prospecting, call reluctance, closing the sale, self-
starting, teamwork, building and maintaining relationships,
and compensation preference.
How does the Profiles Sales Assessment work?
Why Assess Sales People? Prior to assessing candidates, our experts help you develop
Many sales people are competitive and persuasive. Given peak performance models for your jobs using questions to
the opportunity to land a new job or to be promoted, direct you in comparing job candidates. Once established,
they may tell you what you want to hear instead of the our clients deliver the PSA to their candidates over the
truth. Additionally, so much of their success depends on Internet—hiring managers or an HR administrator simply
the specific type of sales job and the organization in which forwards a link. The assessment does not need to be
they would work. Success seldom transfers automatically. monitored, so the candidate can take it from any computer
The cost of failure in a sales job is very high considering with Internet access. The system instantly scores the
the hiring and ramp-up costs, low sales productivity, and assessment and informs the hiring managers where they
disruption to existing customers. can access the results.
The PSA gives you an objective inside look at the behaviors The hiring manager can use the results as a screening tool
and motives of your sales people and sales managers to or to assist them in the interviewing, selection, and on-
help you make better decisions. boarding process.
What’s the next step?
Please contact your authorized Profiles International
business partner, Assessment Edge.
Did You Know?
• 50% of organizations are dissatisfied with new sales
representatives they hire.
• 19% of sales representatives turnover voluntarily
each year.
• 16% of sales representatives turnover involuntarily
each year.
www.assessmentedge.com
11. Step One Survey II ®
Profiles Sales Assessment™ Profiles Sales Indicator™
Workplace Engagement Survey Profiles Managerial Fit
Our Step One Survey II®
(SOSII) 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.
This assessment provides
valid insight into an
applicant’s work ethic,
reliability, integrity,
propensity for substance abuse, and attitudes toward theft
Why assess employees with SOSII?
—including property, data and time.
It’s a startling fact – employee theft and fraud averages
$9.00 a day per employee! That’s about $2,000 per
How does the SOSII assessment work?
employee subtracted from your bottom line every year.
While all employees have opportunities to steal, an
employer’s risk increases as people advance to upper levels
of responsibility. High ranking executives have been known Most of our clients require job candidates to take the SOSII
to embezzle tens of thousands – even millions of dollars. online, but paper and pencil is also available when this is
Could there be a better reason to hire people worthy of not possible. An HR administrator simply forwards a link
your trust? to job candidates. The assessment does not need to be
monitored, so the candidate can take it from any computer
SOSII helps organizations reduce hiring risk in a quick with Internet access. The system instantly scores the
and cost effective manner. It is a scientifically designed assessment and informs the hiring managers where they
can access the results.
What’s the next step?
assessment tool that helps answer these questions:
• “Can this applicant be trusted?”
• “Is this applicant drug free?”
Please contact your authorized Profiles International
• “Is this applicant dependable?”
business partner, Assessment Edge.
• “Will this applicant be a long-term, hard-working
employee?”
In many organizations, it is the first screen that all
applicants must pass before proceeding in the hiring
process.
Did You Know?
• 95% of employers are victims of theft.
• 17% of violent crimes occur in the workplace.
• 30% of job applications contain false information.
www.assessmentedge.com
13. CheckPoint 360°™
Profiles Sales Assessment™
Profiles Sales Indicator™
Workplace Engagement Survey Profiles Managerial Fit
The CheckPoint
Management System is a
360-degree assessment. It
is used primarily to evaluate
the effectiveness of your
managers and leaders.
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.
This process highlights a manager’s job performance in
eight universal management competencies: communication,
leadership, adaptability, relationships, task management,
Why Assess Employees with CheckPoint 360°™?
production, development of others, and personal development.
The CheckPoint 360°™ helps managers identify and prioritize
their own development opportunities. It also 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 • Enable a complete understanding of the manager’s
employee productivity, morale, satisfaction and turnover. capabilities across eight key management competencies and
18 key Skill Sets
The CheckPoint 360°™ Leadership Competency Feedback • Provide insight insight into each Skill Set through a robust set
System is based on four integrated components designed to of reports
streamline the leadership development process: CheckPoint
360°™, Organizational Management Analysis™, SkillBuilder, and Organizational Management Analysis (OMA)
Coaching Services. The OMA consolidates CheckPoint 360°™ assessment data from
How Does It Work?
the entire management team to create an executive view of an
organization’s management capabilities.
CheckPoint 360°™
The CheckPoint 360°™ is the foundation survey and assessment SkillBuilder
tool used to: Profiles SkillBuilder™ leverages the findings from the CheckPoint
• Gather perceptions of the manager’s leadership capabilities 360°™ to create a personalized improvement plan for each
from the manager and a reference group of boss, peers and management Skill Set that requires further development
direct reports
Coaching Services
Coaching Services provides personalized guidance to help your
What’s the next step?
managers reach their leadership growth goals.
Please contact your authorized Profiles International business
partner, Assessment Edge.
www.assessmentedge.com
15. Profiles Sales Assessment™ Profiles Sales Indicator™
Service Profile™
Customer Workplace Engagement Survey Profiles Managerial Fit
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.
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, healthcare, financial services, and retail.
Why assess customer service people? How does the Customer Service Profile work?
Given the opportunity to land a new job or to be promoted, Prior to assessing candidates, our experts help you develop
people may tell you what you want to hear instead of peak performance models for your customer service jobs
the truth. Additionally, so much of their success depends in multiple questions that you will use to compare job
on the specific type of job and the organization in which candidates against. Once established, our clients deliver the
they would work. Success seldom transfers automatically. CSP to their candidates over the Internet -- hiring managers
The cost of a bad hire that is customer-facing is very high or an HR administrator simply forwards a link.
considering the hiring and ramp-up costs, poor productivity,
lost revenue, and potential damage to the organization’s The assessment does not need to be monitored, so the
reputation. candidate can take it from any computer with Internet
access. The system instantly scores the assessment and
The CSP gives you an objective, inside look at the behaviors informs the hiring managers where they can access the
and motives of customer service job candidates to help you results.
make better hiring, promotion and organizational decisions.
Giving this information to managers helps them be more The hiring manager can use the results as a screening
effective and get the very most from their people. tool or to assist them in the interviewing, selection or on-
boarding process.
“
What’s the next step?
Please contact your authorized Profiles International business
partner for a complementary demonstration.
the job; train and motivate them; give
Start with good people who are right for
“
them opportunity to advance; and your
organization will succeed.
- J.W. Marriott
www.assessmentedge.com
17. ™
Profiles Sales Assessment™ Profiles Sales Indicator™
Profiles Managerial Fit
Workplace Engagement Survey Profiles Managerial Fit
Profiles Managerial
Fit™ (PMF) is a special
report that utilizes data
from the ProfileXT® to
measure critical aspects
of compatibility between
managers and their
employees. This report
offers an in-depth look at
one’s approach to learning,
as well as six critical
dimensions of compatibility
with their manager: self-assurance, conformity,
optimism, decisiveness, self-reliance and objectivity.
Managers use this information for adapting their styles
in order to get the most from each employee; improve
communication; increase engagement, satisfaction, and
Why assess employees and managers? How does the PMF ™ assessment work?
productivity; and reduce employee turnover.
People typically don’t quit their companies, they quit Most of our clients who use the Profiles Managerial Fit
their bosses. During times of change in an organization, report have already assessed their managers and employees
such as when hiring or restructuring, it is easy to with our ProfileXT® assessment. If this is the case, your
overlook culture, chemistry and personal fit. Given the Profiles International Business Partner will enable your
urgency to make difficult decisions, personnel decisions administrator to run reports for your managers and their
are made based on short-term need and factors that employees.
make sense on paper.
If you have not yet assessed your people with the ProfileXT,
However, once new people start working together, then your people will take an abbreviated version of
interpersonal issues are likely to surface. While a small this assessment over the Internet—an HR administrator
degree of workplace conflict may be considered a sign of will simply forward a link to managers and employees.
engaged employees, excessive and chronic conflict can The assessment does not need to be monitored, so the
be damaging, distracting and costly. candidate can take it from any computer with Internet
access. The system instantly scores the assessment and
The PMF gives your managers valuable information informs the hiring managers where they can access the
What’s the next step?
and insight on a person to be more effective, more results.
productive, and to more consistently deliver results.
Please contact your authorized Profiles International business
partner, Assessment Edge.
Did You Know?
• 85% of employees leave due to conflict in the
supervisor/employee relationship.
• 50% of an employee’s work satisfaction depends on
the relationship with his or her supervisor.
• Executives were found to spend a minimum of one
month per year dealing with personality conflicts.
www.assessmentedge.com
19. Profiles Sales Assessment™ ™ Profiles Sales Indicator™
Profiles Performance Indicator
Workplace Engagement Survey Profiles Managerial Fit
The Profiles
Performance
Indicator™ is a DISC-
type assessment that
reveals an individual’s
job performance
and aspects of their
personality that
could impact their fit
with their manager,
coworkers and team.
It is used primarily for
motivating and coaching employees and resolving post-hire
conflict and performance issues.
Why assess employees with the PPI?
The PPI specifically measures an individual’s motivational
intensity and behaviors related to productivity, quality of
work, initiative, teamwork, problem solving, and adapting
An organization wouldn’t spend $50,000 on a piece of
to change, as well as response to stress, frustration, and
equipment without first knowing know how it works and
conflict. The output from this assessment serves as a
looking at a user’s manual. Yet, every day we see businesses
“manager’s operating manual” for an employee, which
hire and deploy employees with little or no thought to
helps managers better motivate, coach, and communicate
helping managers understand how these employees work
with the employee. It also helps to predict and minimize
and whether they are a good fit.
conflict among co-workers, and provides crucial information
for improving team selection and performance.
The PPI gives your managers an “operator’s manual” for
their people by giving them an objective inside look at the
Team Analysis Report
behaviors and motives of individuals so they can get the
A powerful feature of
very best from them and other members of their team who
the PPI is the Team
What’s the next step?
will be working together.
Analysis Report,
designed to help
managers form new
Please contact your authorized Profiles International
teams, reduce team
business partner, Assessment Edge.
conflict, improve
team communication,
Did You Know?
improve their ability to
anticipate problems,
and enhance their team
How does the PPI assessment work?
leadership skills.
• 23% of employees fail because they cannot manage
emotions.
• 17% of employees fail because they lack the
Our clients deliver the PPI to their people over the
necessary motivation to excel.
Internet—an HR administrator simply forwards a link to the
manager and his or her employees. The assessment does • 15% of employees fail because they have the wrong
not need to be monitored, so the candidate can take it from temperament for a job.
any computer with Internet access. The system instantly
scores the assessment and informs the hiring managers
where they can access the results.
www.assessmentedge.com
21. ™
Profiles Sales Assessment™ Profiles Sales Indicator™
Profiles Skills Tests
Workplace Engagement Survey Profiles Managerial Fit
Profiles International provides over 1,500 Skills Tests to
measure essential knowledge and skills employees need Skill Fit
to succeed in a job. Job Fit Clerical Abilities
We use powerful Team Fit Computer Skills
technologies, such Managerial Fit Bookkeeping, Accounting
as performance- Engagement Call Center
based testing, which Performance Medical
simulates popular Leadership Strength Light Industrial Skills
software products
like Microsoft Office,
to ensure accurate,
reliable results. Our
skills tests cover software skills, clerical skills, and call center
skills, as well as skills necessary for accounting and finance, Profiles
Profiles Skills
medical, nursing, legal, industrial, computer literacy, retail, Behavioral
Tests
food services, information technology, staffing and human Assessments
resources.
Why Use Them?
It has been estimated that more than 50 percent of people
Profiles Technology
lie on their resumes. Your hiring managers need to know
Solutions
for certain if a candidate can actually do what they say
they can do. This can be especially important in jobs where
there is little or no training time available. Skills tests may
also be used to measure a current employee. Knowing the
gap between an employee’s current capability and what’s Applicant Tracking
required to do a job helps prioritize and target training and Profiles Assessment Center
development investment. Profiles Partner Resource Center
Profiles Client Resource Center
How do the Profiles Skills Tests work?
Our clients deliver Profiles Skills Tests to their candidates
over the Internet. The powerful test-management system Obviously any assessment given outside of a proctored
allows a test administrator to control a multi-tier network environment opens up the risk of cheating. Most of our
of testing stations with the capability of controlling testing, clients who use home-based testing also maintain an
reporting and billing from a central location. If you set up a in-office assessment system for re-testing applications as
testing account for your organization, you can deliver tests a security backup to ensure that candidates did not use
in three ways: unauthorized help material while being tested at home. If
candidates are warned that they may be re-tested when
• Turn any PC with Internet access into a testing
they arrive at your office, the risk of cheating is greatly
workstation with access to all Profiles Skills Tests
reduced.
assigned to your account.
• Send eTickets to candidates, who can use the eTicket to
gain access to their assigned online skills test. What’s the next step?
• Create links on your own Web site that will launch a Please contact your authorized Profiles International
Profiles Skills Test, turning your Web site into a powerful business partner, Assessment Edge.
testing portal.
www.assessmentedge.com
23. WorkplaceWorkplace Engagement Survey Profiles Managerial Fit
Engagement Survey
Profiles Sales Assessment™ ™ Profiles Sales Indicator™
Our Workplace Engagement
Survey™ (WES) measures the
degree to which your
employees connect with their
work and feel committed to
the organization and its goals.
This gives you and your
management teams a
detailed view of what
influences engagement
across all of your workforce
segments and how your employees compare statistically to
the overall working population.
In addition, the WES measures “satisfaction with employer”
How does the Workplace Engagement
and “satisfaction with manager” across your entire
Survey work?
organization and gives recommendations for your
organization to improve.
Why survey your employees? Our clients deliver the WES to their people over the
Employee surveys are becoming a popular management Internet—an HR administrator simply forwards a link to
tool. They not only help management investigate whether the manager and his or her employees. The assessment
employees align with corporate values, but they identify does not need to be monitored, so the candidate can take
problem areas and elicit information to increase it from any computer with Internet access. All responses
engagement. Employees who are highly engaged: are completely anonymous. Information is aggregated in
a centralized database and reports can be accessed by
• Excited and enthusiastic
authorized people.
• More focused on their work than “watching the clock”
• Give high levels of discretionary effort
Your authorized Profiles International business partner can
• Emotionally involved with the company
assist you with interpretation of the reports and help you
• Mentally involved with company
What’s the next step?
and your managers create action plans.
• Not easily distracted
• Stay focused
• Highly productive
Please contact your authorized Profiles International
business partner, Assessment Edge.
Did You Know?
• Disengaged employees are 53% less productive than
their engaged counterparts.
• Disengaged employees are 24% more likely to remain
at their current employer.
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25. Employee Background Checks
Profiles Sales Assessment™ Profiles Sales Indicator™
Workplace Engagement Survey Profiles Managerial Fit
Profiles International provides
comprehensive Employee
Background Checks for
our clients. These include:
Consumer Credit Reports,
Criminal History Record,
Drivers’ History Report
(DMV), Education Verification,
Employment History
Verification, Foreign Nationals
Terrorist Sanctions Search
(OFAC, CLFST & OSFI), Identity
Verification Search, Incarceration Records Search, Military
Service Verification, Cursory Nationwide Criminal Index
Why do background checks on your Employees?
Database Search (CNID), and many more.
As an employer, you are entitled to know who you are hiring
before you tender a job offer. Additionally, you are legally
obligated to know the backgrounds of the people you hire.
Failure to conduct thorough background checks puts you
and your company at risk, creating a negligent hiring liability
How does the process work?
that can threaten the future of your business. Although you
carry business liability insurance, you should be aware many
policies do not cover negligent hiring. Before assuming your
insurance would protect you, check with your agent. We provide you a flexible online environment to request
applicant profiles and public record information from your
For your protection, Employee Background Check services customized website. Information can be retrieved via the
are confined to careful searches of legally available public web or delivered via fax or email, depending on individual
records. There is never an invasion of a prospective user requirements. You manage the ordering process and
What’s the next step?
employee’s privacy. You will likely discover our employee monitor supplier delivery all from a single interface.
background check service provides you with quality and
economical protection.
Please contact your authorized Profiles International
business partner, Assessment Edge.
Did You Know?
• 30% of job applications contain false information.
• 75% of employees who steal from employers do so
repeatedly.
• 20% of workplace death is linked to alcohol or drug use.
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27. ™
Profiles Sales Assessment™ Profiles Sales Indicator™
Profiles LoyaltyPro
Workplace Engagement Survey Profiles Managerial Fit
Did you just lose one of your
top customers and never saw
it coming? Have you ever
thought you were satisfying
your customers, only to learn
they were unsatisfied and
went to the competition?
With Profiles LoyaltyPro™
you will know when your
customers are unsatisfied
and at risk of leaving before
they’re gone.
What is Profiles LoyaltyPro™?
Profiles LoyaltyPro™ is a web-based customer loyalty surveying Did You Know?
tool. Loyalty, as determined through the “voice of the • The average un-happy customer will tell 8 to 16 people
customer,” is a leading indicator that predicts the “staying about it.
power” of an account. • 91% of unhappy customers will never purchase service
from you again.
Profiles LoyaltyPro™ offers companies a tool to gather
• It costs 5 times more to attract a new customer than to
ongoing, critical account intelligence that helps to assess the
keep a current one.
relationship between the buyer and the supplier, ultimately
driving the action plan to improve customer service. Having • If you make an effort to remedy customer’s complaints,
insight into your customer’s perception of your relationship 82 to 95 percent of them will stay with you.
allows you to steer the strategic business efforts and initiatives
Profiles LoyaltyPro™ Features
of the account management teams to continually improve
customer relationships and build a network of loyal customers.
• Web-based custom surveys with survey tracking
The Profiles LoyaltyPro system serves four basic functions:
™ • Translation capabilities
• Collects, reports, and analyzes “voice of the customer” • Dynamic/customizable dashboard(s) that are tailored to
intelligence organization’s needs and are easy to analyze
• Measures key relationship dependencies between • Roll-up Gap Analysis providing a summary of ratings by
customer and supplier that determine loyalty question, by section, answer counts for each question,
• Provides organizations with a Loyalty Index; a number comments associated with each question, and an in
between 0-100 that correlates to the risk of attrition depth view of your customer loyalty
(probability of losing the customer!) • Query based filters that can be saved at the user and
• Generates the critical knowledge that influence the administrator level and shared across the application
strategic account plan • Built-in standard reports
• Custom reports are easy to develop
• User-defined email templates
• User-defined exports into Microsoft Excel
Team Dashboard
$68 000
What’s the next step?
Survey Count by Position Loyalty Rating Comparison
Please contact your authorized Profiles International
5%
100
90
80 73
81 business partner, Assessment Edge.
70
34%
60
61% 50
40
30
20
10
Adm n st at ve M d-Management 0
S . Level / Execut ve My Accounts All Accounts
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