A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
Effective Implementation of Psychometrics in Talent Acquisition and Management The HR Observer
Ever bring on a new employee, only to realise by the end of the first week that this new hire was a huge mistake? Every organisation is unique and has a DNA of its own. To build great teams, you must hire the right talent and make sure you manage and nurture this talent to its fullest potential. This journey begins with the “Job fit” concept which is critical to ensure maximum productivity, employee motivation and job satisfaction. You will learn how to select the right assessment tool and ensure effective integration of psychometrics into your recruitment process.
Oussama Mansour, CEO, Profiles International
A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
Effective Implementation of Psychometrics in Talent Acquisition and Management The HR Observer
Ever bring on a new employee, only to realise by the end of the first week that this new hire was a huge mistake? Every organisation is unique and has a DNA of its own. To build great teams, you must hire the right talent and make sure you manage and nurture this talent to its fullest potential. This journey begins with the “Job fit” concept which is critical to ensure maximum productivity, employee motivation and job satisfaction. You will learn how to select the right assessment tool and ensure effective integration of psychometrics into your recruitment process.
Oussama Mansour, CEO, Profiles International
Recruitment and selection in talent managementSeta Wicaksana
“People decisions are the most difficult decisions in organisations. The ability to make the right decisions about people represents the most reliable source of competitive advantage because few organisations have it” Peter Drucker
The Human Resource Business Professional
(HRBP™) is a globally relevant credential that
is designed to validate professional-level core
human resource knowledge and skills.
The credential demonstrates mastery of
generally accepted technical and operational HR
principles. Independent of geographic region,
the credential complements local HR practices.
Through demonstrated knowledge, the credential
enhances the credibility of HR professionals and
the organizations they serve.
Morgan International was the pioneer in bringing
the HRBP credential into the region. A longtime
partner of the Society for Human Resource
Management, Morgan piloted the program in
2012 and saw the first wave of professionals pass
their HRBP exam.
Looking for the right leaders for your organization? Here is an example of the type of psychological, behavioral and competency report we develop for our clients. This report informs you of the candidate's suitability to your organizations culture and a specific management or leadership role. The report offers detailed information regarding the candidate’s strengths and weaknesses relevant to the role as well as general information regarding the candidate’s leadership and behavioral style and abilities. The report includes recommended interview questions, which can be used to further probe issues identified in the report. The report is tailored to measure experience against the role expectations in the job description.
Rilwood Associates is an international executive recruitment company with its head office in Leeds, West Yorkshire. We are part of a privately owned group with a multimillion turnover, one of the largest independent recruitment businesses in the country. We know the secret of our success lies in the continued development of our people.
Rilwood was established in 2003 by two successful and experienced recruitment managers, Ben Riley and Wayne Underwood. They envisaged a professional recruitment consultancy which was focused on its employees and committed to providing a truly consultative service.
The realisation of this vision saw Rilwood expand into larger offices in 2004, and continue to grow quickly over the following two years. New divisions were set up, including a very successful FMCG division and a training service.
At the end of 2006 the business moved to the current purpose built office, with capacity for 100 people. Today, in addition to Leeds, we also have offices in London and Halifax. We operate across defined markets with specialist teams recruiting in Healthcare, Engineering, Construction & Building Products, and FMCG. We have built an enviable reputation for delivering results in each of these markets.
Through our total dedication to client satisfaction, we have successfully placed over 4,500 candidates since 2003.
Whilst proud of past achievements, we remain ambitious to improve and grow further, and cement our position as the market leader in our field. By offering a fantastic level of service and providing a great environment for the people who work for us, we aim to continue to be the recruitment partner of choice.
Recruitment and selection in talent managementSeta Wicaksana
“People decisions are the most difficult decisions in organisations. The ability to make the right decisions about people represents the most reliable source of competitive advantage because few organisations have it” Peter Drucker
The Human Resource Business Professional
(HRBP™) is a globally relevant credential that
is designed to validate professional-level core
human resource knowledge and skills.
The credential demonstrates mastery of
generally accepted technical and operational HR
principles. Independent of geographic region,
the credential complements local HR practices.
Through demonstrated knowledge, the credential
enhances the credibility of HR professionals and
the organizations they serve.
Morgan International was the pioneer in bringing
the HRBP credential into the region. A longtime
partner of the Society for Human Resource
Management, Morgan piloted the program in
2012 and saw the first wave of professionals pass
their HRBP exam.
Looking for the right leaders for your organization? Here is an example of the type of psychological, behavioral and competency report we develop for our clients. This report informs you of the candidate's suitability to your organizations culture and a specific management or leadership role. The report offers detailed information regarding the candidate’s strengths and weaknesses relevant to the role as well as general information regarding the candidate’s leadership and behavioral style and abilities. The report includes recommended interview questions, which can be used to further probe issues identified in the report. The report is tailored to measure experience against the role expectations in the job description.
Rilwood Associates is an international executive recruitment company with its head office in Leeds, West Yorkshire. We are part of a privately owned group with a multimillion turnover, one of the largest independent recruitment businesses in the country. We know the secret of our success lies in the continued development of our people.
Rilwood was established in 2003 by two successful and experienced recruitment managers, Ben Riley and Wayne Underwood. They envisaged a professional recruitment consultancy which was focused on its employees and committed to providing a truly consultative service.
The realisation of this vision saw Rilwood expand into larger offices in 2004, and continue to grow quickly over the following two years. New divisions were set up, including a very successful FMCG division and a training service.
At the end of 2006 the business moved to the current purpose built office, with capacity for 100 people. Today, in addition to Leeds, we also have offices in London and Halifax. We operate across defined markets with specialist teams recruiting in Healthcare, Engineering, Construction & Building Products, and FMCG. We have built an enviable reputation for delivering results in each of these markets.
Through our total dedication to client satisfaction, we have successfully placed over 4,500 candidates since 2003.
Whilst proud of past achievements, we remain ambitious to improve and grow further, and cement our position as the market leader in our field. By offering a fantastic level of service and providing a great environment for the people who work for us, we aim to continue to be the recruitment partner of choice.
Rilwood Associates is an international executive recruitment company with its head office in Leeds, West Yorkshire. We are part of a privately owned group with a multimillion turnover, one of the largest independent recruitment businesses in the country. We know the secret of our success lies in the continued development of our people.
Rilwood was established in 2003 by two successful and experienced recruitment managers, Ben Riley and Wayne Underwood. They envisaged a professional recruitment consultancy which was focused on its employees and committed to providing a truly consultative service.
The realisation of this vision saw Rilwood expand into larger offices in 2004, and continue to grow quickly over the following two years. New divisions were set up, including a very successful FMCG division and a training service.
At the end of 2006 the business moved to the current purpose built office, with capacity for 100 people. Today, in addition to Leeds, we also have offices in London and Halifax. We operate across defined markets with specialist teams recruiting in Healthcare, Engineering, Construction & Building Products, and FMCG. We have built an enviable reputation for delivering results in each of these markets.
Through our total dedication to client satisfaction, we have successfully placed over 4,500 candidates since 2003.
Whilst proud of past achievements, we remain ambitious to improve and grow further, and cement our position as the market leader in our field. By offering a fantastic level of service and providing a great environment for the people who work for us, we aim to continue to be the recruitment partner of choice.
From selection through to development, Gateway is your portal to the world’s leading psychometric assessments. It is the engine to power BestFit™ hiring and inform talent mobility decisions.
Succeed to Lead, LLC was established in 2007. We are committed to serving as a force for integrity, good sense, and wise solutions to the problems facing organizations, large and small. We support and serve customers in DoD, federal, state, and local governments as well as the private and public sectors.
Succeed to Lead provides services in financial management, logistics management, information technology, professional staffing and recruiting and personal consulting and coaching. We aim to please our clients from a position of strength, and as a leader in our profession. Your success is our success!
Sustainability is not a concept; it’s a strategic imperative. To be competitive sustainability must be woven throughout your business beginning with your strategy, leveraging your human resources and optimizing your business processes. Sustainability = profitability.
Team Member is a Sri Lankan based company. HRM Consultancy, Academic & Business Writing, Executive Recruitments, Training & Developments are the areas, we operate, and provide our services to our clients.
2. Table of Contents Who We Are Profiles International – A High-level Overview3 Global Reach 4 Clients and industries 5 Research for management 6 What We Do Know your people at the deepest level 7 Benefits to your organization 8 Creating real value for clients 9 How We Do It High-tech 10 High-touch 11 Overview of assessments and solutions 12 Assessment Descriptions 13 Contact Us 18 Introducing Profiles International
3. Introducing Profiles International Who We Are – Employee assessment specialists Profiles International: A High-level Overview Profiles International develops employee assessments and talent management solutions to improve employee and manager performance and workforce productivity. We help our clients gain a competitive advantage by understanding their people at the deepest levels. This includes how they think, natural tendencies, behaviors and preferences, and attitudes toward key workplace issues. This helps them select the right people, place them in the right roles, and manage them to their full potential. Since our founding in 1991, we have delivered over 45,000,000 assessments to over 40,000 organizations in 122 countries. We do this through our team of nearly 200 direct employees and 1000 business partners with backgrounds in organizational psychology, human resource management, corporate training, education, and information technology. Our business is both high-tech and high-touch, and laser-focused to help our clients succeed. Our assessments are grounded in advanced behavioral science that we continually validate through our team of PhD Psychologists and Psychometricians. Our dedicated client services team helps you deliver our assessments effortlessly through our state-of-the-art virtual assessment centers and is with you the entire way. Our assessment reports are written for managers with practical insight and advice to get the most from their people. Profiles International Founders Jim Sirbasku, CEO, and Bud Haney, President Introducing Profiles International | 3
63. Introducing Profiles International | 13 How We Do It – Assessment Descriptions Introducing Profiles International Step One Survey II® (SOS) 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. 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. ProfileXT® (PXT) The PXT assessment measures how well an individual fits specific jobs in your organization. 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. 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. 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. Risk Factors
64. Introducing Profiles International | 14 How We Do It – Assessment Descriptions Introducing Profiles International Profiles Performance Indicator™ (PPI) The Profiles Performance Indicator is a DISC-type assessment that reveals aspects of an individual's personality that could impact their fit with their manager, coworkers and team, and their job performance. It is used primarily for motivating and coaching employees, and resolving conflict and performance issues post hire. The PPI specifically measures an individual's motivational intensity and behaviors 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. CheckPoint 360°™ 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. This process highlights a manager’s job performance in 8 skill clusters: leadership, communication, personal development, development of others, production task management, relationships, and adaptability. 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.
65. Introducing Profiles International | 15 How We Do It – Assessment Descriptions Introducing Profiles International ProfilesTeamAnalysis (PTA) 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. 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. ProfilesWorkForceCompatibility (PWC) Profiles WorkForce Compatibility (PWC) measures critical aspects of compatibility between a manager (executive, director, supervisor, team leader) and their employees. 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.
66. Introducing Profiles International | 16 How We Do It – Assessment Descriptions Introducing Profiles International ProfilesSales Assessment™ (PSA) 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 matching” feature of the PXT 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. The PSA 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. Customer Service Profile™ (CSP) 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, health care, financial services, and retail.
67. Introducing Profiles International | 17 How We Do It – Assessment Descriptions Introducing Profiles International Profiles Loyalty Pro™ (PLP) Profiles LoyaltyPro™ is a web-based customer loyalty surveying tool. Loyalty, as determined through the “voice of the customer”, is a leading indicator that predicts the “staying power” of an account. Profiles LoyaltyPro™ offers companies a tool to gather ongoing, critical account intelligence that helps to assess the relationship between the buyer and the supplier, ultimately driving the action plan to improve customer service. Having insight into your customer’s perception of your relationship allows you to steer the strategic business efforts and initiatives of the account management teams to continually improve customer relationships and build a network of loyal customers.