This document provides an overview of various assessment tools and products offered by Profiles International to help companies with employee-related challenges. Some of the tools discussed include the ProfileXT for job matching, the Customer Service Profile for assessing customer service skills, the CheckPoint 360 system for feedback and professional development, and tools for sales assessment, team analysis, background checks, and improving manager-employee relationships. The assessments are described as providing accurate data to help with hiring, training, management, and improving productivity.
Presentation on Performance Appraisal SystemPawan Bahuguna
This is a good MBA project on performance appraisal and you can download full report from http://www.final-yearproject.com/2009/07/performance-appraisal-system.html
Presentation on Performance Appraisal SystemPawan Bahuguna
This is a good MBA project on performance appraisal and you can download full report from http://www.final-yearproject.com/2009/07/performance-appraisal-system.html
Project Report on Competency Mapping for centre head of a skill development centre. The said report was prepared for Certified Leaning and Development Manager workshop conducted by Middle Earth Management Consultants.
Project Report on Competency Mapping for centre head of a skill development centre. The said report was prepared for Certified Leaning and Development Manager workshop conducted by Middle Earth Management Consultants.
Sales White Paper: Evaluating Sales Training ProgramsAltify
This White Paper outlines the generic industry approach to evaluating sales training programs. The TAS Group has developed and built on this approach, which we cover in other more specialized White Papers, some of which are referenced in this document.
You will learn what values-based leadership really is, sort out some of the misconceptions, and learn what the pros and cons of implementing a values-based leadership style are.
Skillscape helps organizations enhance the value of their human resource capital. Skillscape specializes in a spectrum of HR services ranging from need assessment for enhancing productivity and efficiency, to conceptualizing and developing various HR interventions.
How to Leverage Assessments for Employee Promotion Workforce Group
Why should organisations use assessment for employee promotion, and how effective are your yearly performance reviews?
Employee promotion is one of the integral aspects that organisations cannot ignore. When an employee gets promoted, they typically receive a new job title, more duties, a raise in pay, and other perks.
To promote the right employees in your organisation, you need to go beyond subjective and biased judgement to using more objective and reliable means like assessment. By exploring modern methods for performance review, you can save your company money, significantly improve its bottom line and scale your advantage in the marketplace.
Reviewing your employee performance is one way to keep them, boost their morale and fill the gap in your organisation. Employee appraisals offer performance measurements that form the basis of employee compensation decisions.
They are an excellent tool for identifying high performers and achievers whose efforts deserve rewards and recognition.
In this deck, you’ll learn in-depth strategies and insight on how to promote the right people to fill critical roles in your organisation
You’ll also learn:
1. How to validate your end-of-year promotion and appraisals
2. Modern methods of Performance appraisals
3. Effective assessments you can use to promote right
4. Employee promotion and its benefits to your organisation
Workday Talent and Performance gives you detailed insight into your workforce to drive organizational growth.
• Tap into the power of your workforce: Use employee data—such as performance, skills, and career interests—to realize the full potential of your organization and your people.
• Lead change: Understand your workers’ skills and capabilities, and inform global talent planning to achieve strategic business objectives.
• Develop your workforce: Fill gaps with top internal, external, and
contingent candidates. Easily assess individuals, recruit, and take
action—all from your browser or mobile device.
• Engage your people: Provide continuous and periodic feedback as well as regular check-ins to drive engagement and enhance the strength of your workforce.
Research by Harvard Business Review noted that as much as 80% of employee turnover is due to bad hiring decisions.
A significant part of the foundation of a hiring decision starts at the assessment stage. Unfortunately, the statistics show that many organisations get it wrong at this critical stage of the hiring process. Yet, the need to identify and attract top talent remains a priority for organisations today, thus driving immense competition and innovation.
Many organisations continue to put in time, money and other resources to source for these top talents, making hiring decisions very critical. But, as the statistics imply, onboarding the wrong people in key roles can hurt your organisation’s interests and negatively impact other employees.
This means that leaders and hiring managers must ensure they get their talent assessment right and deploy the right assessment methods to identify the right people that will drive the success of your organisation.
In this deck, you’ll learn an effective strategy to use talent assessment techniques and get crucial data and insights to make informed hiring decisions. You’ll also learn;
• The types of assessments deployed in successful organisations
• The biggest challenges to implementing a talent assessment programme
• The best practices to effect a successful talent assessment
Mel Feller and Coaching For Success 360 – Coaching – Consultant - Training
By Mel Feller, MPA, MHR
Mel Feller Seminars, Coaching For Success 360 Inc. /Mel Feller Coaching
Coaching For Success 360 is a full service management, coaching and consulting firm specializing in all and every type of business coaching, training, and development. Experienced coaches and consultants provide solutions to tough business problems and the leadership needed to significantly enhance a company´s performance and productivity. Our specialties and offered programs are in the area of executive coaching, business development, and team building involving all sizes of businesses including real estate.
Coaching For Success 360 and Mel Feller have found that the standard cookie cutter training and development does not adequately address the needs of team and leadership development. Their established programs incorporating personal assessments, sound methodology, and hard questioning accelerates development, and ensures growth.
How to hire the perfect VP of Marketing for your organizationHireQuotient
1. Craft a compelling job description
The job description should accurately reflect the functions and responsibilities of the position, regardless of whether you are employing entry-level personnel or an experienced one like the vice president of marketing. The career path for the role, benefits, and the organization's ideals should all be mentioned. This will undoubtedly draw in highly competent applicants who mesh well with the company.
2. Discover relevant candidates
Recruiters can locate active job seekers by using job boards like Indeed, LinkedIn, ZipRecruiter, and Glassdoor. To locate passive candidates for jobs, they would want recruitment tools. Based on your job description or easy prompts, EasySource's Candidate Discovery Module may quickly discover relevant VPs from active, inactive, and hidden talent pools.
3. Screen candidates
EasySource's Candidate Screening Module finds VPs with relevant abilities, profiles, and work experience by mapping the ideal candidate profile based on your job description or prompts. This helps you prevent situations like this. Recruiters can prioritize their outreach by using persona-based screening to rate applicants according to their relevancy.
4. Assess candidates
Technical and professional skills, as well as personality qualities, are validated by the pre-built and customizable adaptive skill assessments offered by EasyAssess, which is used by the VP of Marketing. By leveling the playing field with these pre-employment exams, recruiters can assemble successful teams from a diverse pool of talented applicants.
5. Interview candidates
Automated video interviews offer a unique opportunity to delve deeper into candidates' personalities, communication skills, and overall fit for the role beyond what a traditional resume can convey. Whether you're hiring for a single position or conducting mass recruitment, leveraging EasyInterview can provide recruiters with a competitive advantage in sourcing diverse and outstanding talent from around the world.
6. Engage candidates
EasySource's Candidate Engagement Module is designed to streamline the engagement process by providing recruiters with highly personalized strategies and messaging options across various platforms. This module allows recruiters to craft tailored messages that resonate with candidates, showcasing the organization's culture, values, and opportunities.
7. Conduct Reference Checks
After shortlisting candidates, it's crucial to conduct thorough reference checks to verify their work history and performance in previous roles.
8. Selection and onboarding
Once reference checks are complete, it's time to extend an offer to the selected candidate.
Read the full article: https://www.hirequotient.com/how-to-hire/vp-marketing
How to hire the perfect VP of Marketing for your organization
Profiles All Products Brochure
1. Solutions to Your Most
Common Employee-Related Challenges
Profiles International provides a comprehensive array of assessment instruments that help companies use
information as a competitive strategy. Profiles’ assessment tools, evaluations and related products target all phases
of employment, from selection and hiring to training, coaching and management performance. Profiles’ assessments
provide accurate, reliable data that helps employers achieve accurate job fit; helps managers lead, coach and
motivate effectively; and helps all employees direct their efforts to achieve greater productivity and profitability.
ProfileXT® Profiles Customer Service Profile assesses the attitudes
The ProfileXT predicts job suitability and accurately and customer service proficiency of employees and
matches people with the work they do, allowing you to job candidates. It gives you the critical information you
identify and place top performers in each position. need to hire individuals with good customer service
skills, improve customer service training and increase
A “total person” assessment with a myriad of uses, awareness that every employee is part of the customer
the ProfileXT is used for selection, coaching, training, service team.
promotion, managing, succession planning and job
description development. It measures the job-related CheckPoint 360° Feedback System™
qualities that make a person productive – Thinking and A powerful professional management development
Reasoning Style, Behavioral Traits and Occupational tool, the CheckPoint 360° Feedback System positively
Interests. impacts an individual’s growth and the organization’s
success.
Profiles also offers a sales assessment, the
ProfileXTSales™, to assist sales leaders in identifying, The Profiles CheckPoint 360° Feedback System
developing and retaining people with an innate provides the basis for planning and executing a
talent for selling. ProfileXTSales provides important program for professional growth for each manager.
information on thinking style, behavioral characteristics The CheckPoint 360° Feedback System is a multi-rater
and occupational interests on current employees or feedback process that provides managers and leaders
candidates. This enables sales leaders to accurately with an opportunity to receive an evaluation of their job
predict success in a given sales position, develop performance from the people around them. The results
strategic succession planning, and implement allow them to compare the opinions of others with their
employment/redeployment programs. This tool allows own perceptions, positively identify their strengths and
leaders and organizations to effectively drive sales, pinpoint the areas of job performance that could be
increase employee satisfaction and leverage top improved.
performers to increase market penetration.
CheckPoint SkillBuilder Series™
Customer Service Profile™ The CheckPoint SkillBuilder Series consists of eighteen
Worldwide, up to two-thirds of all customers leave due self-paced, self-improvement programs designed
to poor customer service. That is why the people you to help managers improve their performance. A
select to interface with your customers are so important. companion to the CheckPoint 360° Feedback System,
When you hire employees using Profiles Customer the SkillBuilder Series offers managers the opportunity
Service Profile you populate your organization with to develop the competencies that are most important to
people who will increase customer satisfaction, reduce their professional growth and success.
complaints, build customer loyalty, increase sales and
make significant gains in profitability. Managers participating in the CheckPoint SkillBuilder
Series find it easy and convenient. After responding to
questions and doing online exercises, participants can
print a customized Self-Improvement Report outlining
a plan of action for professional development.
2. Step One Survey II® Profiles Team Analysis™
The Step One Survey II (SOSII) provides companies a The more you know about your team’s strengths and
structured interview process and attitude assessment weaknesses, the better you can balance your team
to identify the best candidates for positions, objectively and focus your management efforts for positive results.
obtain accurate information and conduct better
interviews. The Profiles Team Analysis outlines team members’
characteristics compared to the team leader’s
The survey asks tough questions that evaluate job characteristics giving insight into the role he or she must
applicants’ attitudes towards illegal substance abuse, play to keep team members focused, maximize their
reliability and work ethic. The Step One Survey II helps performance and achieve team objectives. Data in the
employers protect company assets against theft, fraud report are used to eliminate conflict, build cooperation,
and embezzlement, while protecting the company improve communication and assure that the team
itself from inefficiency, absenteeism and frequent achieves desired results.
job turnover.
Profiles Employee Background Check
Profiles Performance Indicator™ Knowing the backgrounds of the people you hire is
A leader’s guide for all managers, the Profiles absolutely essential. Businesses can be held liable for
Performance Indicator measures key behavioral accidents and crimes committed by its employees.
factors and their impact on business success,
providing managers information that makes each Employee Background Check is an information service
employee more valuable and productive. Profiles that verifies job applicants’ resume data, checks
Performance Indicator Management Reports are like driving records and examines criminal history to
instruction manuals, filled with essential information reduce the risk of negligent hiring liability. Through
about your people – behavioral tendencies in critical Employee Background Check you can verify the
job-related competencies, employee response to accuracy and/or completeness of information provided
job stress, frustration, conflict, and adaptability to by job applicants — before hiring and training — reducing
change, as well as how each employee is motivated. the costs incurred by high turnover as well as your
risk of liability.
Profiles Sales Indicator™
To be happy, productive and successful in sales, Profiles WorkForce Compatibility™
a person must have certain key qualities such as This powerful tool provides valuable insight into
competitiveness, persistence and sales drive. How workplace compatibility between a manager and their
can you find people who have these qualities and employees. The tool measures and compares seven
position them to be top performers? The Profiles working characteristics between the manager and
Sales Indicator takes much of the guesswork out of employee, and it provides guidance on how these
hiring the right sales people for your company’s sales characteristics impact their working relationship.
positions. The Profiles Sales Indicator assesses Specific recommendations based on these
five key qualities necessary for sales success and it comparisons are recommended to improve employee/
predicts seven critical sales behaviors that affect manager communication, reduce conflict and increase
performance. Comprehensive reports help you coach productivity.
your sales team and customize training programs to
maximize each salesperson’s effectiveness.
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