Profiles International is a global company that has been providing assessment tools to help businesses build high-performance workforces since 1991. They focus on addressing "people challenges" by helping companies select the right candidates, make managers more effective, accelerate employee productivity, and retain top performers. Their Sales Placement Report uses the Profile XT-Sales assessment to measure candidates' thinking styles, behavioral traits, and occupational interests to provide a holistic view of their suitability for sales roles and suggest ways to improve performance.
Talent Development PowerPoint Presentation Slides SlideTeam
Having a strategic talent management gives organizations the opportunity to attract the most talented and skilled employees available. So, utilize our talent development PPT slideshow and attract top talent in your organization. Talent development and management is an organization's commitment to recruit, hire, retain, and develop the most talented and superior employees available in the job market. Our talent development Presentation slides helps you to motivate your employees and allowing them to work in the direction of the company’s business goals, which in turn, increases client satisfaction and business performance. Having a strategic talent management helps organizations keep their employees motivated which creates more reasons for them to stay in the company and do their tasks. Our talent development PPT deck does give managers a significant role and responsibility in the recruitment process and in the ongoing development of and retention of superior employees. Showcase your aspects with this ready-to-use talent development PowerPoint template. Fulfill customer aspirations with our Talent Development PowerPoint Presentation Slides. Cater for their growing demands.
Without a doubt, “TECHNOLOGY” is changing HR functions. This “PRESENTATION” lays out what will change and why, as well as how “HR" professionals can prepare FOR FUTURE i.e. 2020
The Datafication of HR: Building your Business Case for Workforce Analytics a...Human Capital Media
How can you build a business case to get your workforce analytics initiative funded this year, not this decade? And why should you care?
It is commonly understood that companies with workforce analytics capabilities outperform their peers in quality of hire, retention and leadership capabilities. Yet, recent research by Harvard Business Review has found a large gap between what companies expect from human resources — data-driven insight and action —and the capabilities that are necessary to deliver it.
In fact, Deloitte University Press’ Global Human Capital Trends report found that although 75 percent of companies believe workforce analytics is important, only 8 percent believe their company is “strong” in this area — almost the same results as their 2014 survey.
HR expert Josh Bersin has coined the term “stuck in neutral” to describe HR’s slow adoption of workforce analytics. Why is this? Why does it matter? And what can you do to accelerate your movement toward data-driven HR?
In this webinar, analytics expert Dave Weisbeck will discuss:
The drivers behind the datafication of HR.
How to build a business case for workforce analytics.
Examples of workforce analytics at work.
Performance Management and CommunicationCharles Plant
This is the fourth in a five part series on Strategy Execution. The series is comprised of:
1. Strategy Execution
2. Using Metrics to Define Success
3. Job Design and Delegation
4. Performance Management and Communication
5. Coaching and Motivation
Talent Development PowerPoint Presentation Slides SlideTeam
Having a strategic talent management gives organizations the opportunity to attract the most talented and skilled employees available. So, utilize our talent development PPT slideshow and attract top talent in your organization. Talent development and management is an organization's commitment to recruit, hire, retain, and develop the most talented and superior employees available in the job market. Our talent development Presentation slides helps you to motivate your employees and allowing them to work in the direction of the company’s business goals, which in turn, increases client satisfaction and business performance. Having a strategic talent management helps organizations keep their employees motivated which creates more reasons for them to stay in the company and do their tasks. Our talent development PPT deck does give managers a significant role and responsibility in the recruitment process and in the ongoing development of and retention of superior employees. Showcase your aspects with this ready-to-use talent development PowerPoint template. Fulfill customer aspirations with our Talent Development PowerPoint Presentation Slides. Cater for their growing demands.
Without a doubt, “TECHNOLOGY” is changing HR functions. This “PRESENTATION” lays out what will change and why, as well as how “HR" professionals can prepare FOR FUTURE i.e. 2020
The Datafication of HR: Building your Business Case for Workforce Analytics a...Human Capital Media
How can you build a business case to get your workforce analytics initiative funded this year, not this decade? And why should you care?
It is commonly understood that companies with workforce analytics capabilities outperform their peers in quality of hire, retention and leadership capabilities. Yet, recent research by Harvard Business Review has found a large gap between what companies expect from human resources — data-driven insight and action —and the capabilities that are necessary to deliver it.
In fact, Deloitte University Press’ Global Human Capital Trends report found that although 75 percent of companies believe workforce analytics is important, only 8 percent believe their company is “strong” in this area — almost the same results as their 2014 survey.
HR expert Josh Bersin has coined the term “stuck in neutral” to describe HR’s slow adoption of workforce analytics. Why is this? Why does it matter? And what can you do to accelerate your movement toward data-driven HR?
In this webinar, analytics expert Dave Weisbeck will discuss:
The drivers behind the datafication of HR.
How to build a business case for workforce analytics.
Examples of workforce analytics at work.
Performance Management and CommunicationCharles Plant
This is the fourth in a five part series on Strategy Execution. The series is comprised of:
1. Strategy Execution
2. Using Metrics to Define Success
3. Job Design and Delegation
4. Performance Management and Communication
5. Coaching and Motivation
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
HR Metrics Consulting provides non-traditional HR solutions to optimize employees as well as organizational performance. It is pioneer in introducing evidence based management frameworks for workforce management in Pakistan and its indigenously developed programs have been approved by Human Resource Certification Institute USA www.hrci.org for continuous professional development and recertification of HR professionals worldwide. This is an unprecedented honor for an HR consulting firm in the history of Pakistan.
The HR Goals and Objectives 2014 will be challenging again. The economy is still not improving enough to support the easy job of Human Resources. HR Department will have to stay focused on increasing productivity, attracting the best talents and simplifying its operations to cut costs.
HR Goals and Objectives 2014 will not change dramatically from 2013. Just social media and HR Big Data will be the next big thing in Human Resources.
How to use recruiter for talent market mapping to identify more right fit can...Caroline McDonald
Studies have shown that having a ready pipeline of top quality candidates can improve quality of hire, time to fill, and in some cases even cut cost per hire. Defining your talent landscape ahead of time and not taking a shotgun approach to candidate sourcing can make or break your ability to attract and ultimately hire the right people in to your business. In these slides, we examine the scenarios in which we can use LinkedIn Recruiter to map the talent market, allowing you to effectively guide your business on hiring strategy and plans with data.
Dig the details through our, talent mapping PowerPoint presentation slides. Grow your team using our complete decks. Presenting your twenty-four intimate PPT designs to meet your requirements. Use this high-quality PowerPoint bundle for investigating, planning, documenting or managing a business program in various areas that include recruitment and staff hiring services. Well suited graphics and subject driven content allow you to brief on future talent needs, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and the budget involved. Comprising associated icons and images which are in relevance with the subject in concern, allowing you to incorporate your data and change color schemes are few facilities that are covered up in our customization services. Comparison sheets, graphs, and charts are included here for a precise understanding on the subject. Deliver big with our Talent Mapping PowerPoint Presentation Slides. Your capability will definitely grow.
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden is presenting in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discuss the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
In this file, you can ref useful information about performance appraisal project for mba such as performance appraisal project for mba methods, performance appraisal project for mba tips
competency mapping is one of the least discussed topic of human resources even though it has its own importance and value in each sector. so here I discussed what exactly competency mapping is and few other aspects of it.
Every business must get the maximum level of performance possible from every employee. Selecting, placing, and then coaching employees helps them be happier and more productive. That inturn helps the business be more successful. This is a real win/win.
SPI Insight: Selecting and Developing Sales Talent with Employee AssessmentsDario Priolo
This eBook covers:
How to determine if your existing talent is capable of executing future growth
Essential features of effective sales hiring assessments
Why personality assessments alone are inadequate
How to identify who you should choose as your next sales manager
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
HR Metrics Consulting provides non-traditional HR solutions to optimize employees as well as organizational performance. It is pioneer in introducing evidence based management frameworks for workforce management in Pakistan and its indigenously developed programs have been approved by Human Resource Certification Institute USA www.hrci.org for continuous professional development and recertification of HR professionals worldwide. This is an unprecedented honor for an HR consulting firm in the history of Pakistan.
The HR Goals and Objectives 2014 will be challenging again. The economy is still not improving enough to support the easy job of Human Resources. HR Department will have to stay focused on increasing productivity, attracting the best talents and simplifying its operations to cut costs.
HR Goals and Objectives 2014 will not change dramatically from 2013. Just social media and HR Big Data will be the next big thing in Human Resources.
How to use recruiter for talent market mapping to identify more right fit can...Caroline McDonald
Studies have shown that having a ready pipeline of top quality candidates can improve quality of hire, time to fill, and in some cases even cut cost per hire. Defining your talent landscape ahead of time and not taking a shotgun approach to candidate sourcing can make or break your ability to attract and ultimately hire the right people in to your business. In these slides, we examine the scenarios in which we can use LinkedIn Recruiter to map the talent market, allowing you to effectively guide your business on hiring strategy and plans with data.
Dig the details through our, talent mapping PowerPoint presentation slides. Grow your team using our complete decks. Presenting your twenty-four intimate PPT designs to meet your requirements. Use this high-quality PowerPoint bundle for investigating, planning, documenting or managing a business program in various areas that include recruitment and staff hiring services. Well suited graphics and subject driven content allow you to brief on future talent needs, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and the budget involved. Comprising associated icons and images which are in relevance with the subject in concern, allowing you to incorporate your data and change color schemes are few facilities that are covered up in our customization services. Comparison sheets, graphs, and charts are included here for a precise understanding on the subject. Deliver big with our Talent Mapping PowerPoint Presentation Slides. Your capability will definitely grow.
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden is presenting in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discuss the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
In this file, you can ref useful information about performance appraisal project for mba such as performance appraisal project for mba methods, performance appraisal project for mba tips
competency mapping is one of the least discussed topic of human resources even though it has its own importance and value in each sector. so here I discussed what exactly competency mapping is and few other aspects of it.
Every business must get the maximum level of performance possible from every employee. Selecting, placing, and then coaching employees helps them be happier and more productive. That inturn helps the business be more successful. This is a real win/win.
SPI Insight: Selecting and Developing Sales Talent with Employee AssessmentsDario Priolo
This eBook covers:
How to determine if your existing talent is capable of executing future growth
Essential features of effective sales hiring assessments
Why personality assessments alone are inadequate
How to identify who you should choose as your next sales manager
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
Issues with employee engagement and productivity continue to grow. The power has shifted from employer to employee as employees now have the choice to be very selective about their employer. Top talent knows they can leave mediocre organizations for thriving environments. Understanding and enhancing your internal talent is critical for companies to drive results that will positively impact and contribute to your bottom line. Implementing strategies that support an engaging employee experience will help your company be successful in attracting and retaining that top talent.
Building a sales force that can really sellPeter Gilbert
The type of person that you select as a salesperson is determined, not by your need to sell your product, but by the the type of buyer you are dealing with. Hiring the correct salespeople will determine your success.
Whether you are looking for a predictive way to select new hires, or to evaluate current talent for succession planning purposes, Predictor can help your business.
Whether you are looking for a predictive solution to select new hires or to evaluate existing talent for succession planning purposes, Predictor can help. Check out how...
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
3. Companies Face Two Types of Challenges… People Challenges System Challenges Profiles International focuses on people challenges .
4.
5. Your Challenge: To ensure that every “people” decision—whether hiring, promotion, or development is aimed at achieving Superior Sales Performance .
6. A new Sales candidate is like an iceburg: You can see what’s above the surface… But what lies below the surface is hidden…and it can make all the difference between success or failure in a salesperson’s performance.
7. Get the Whole Picture by using an accurate Sales Assessment Tool to measure the Total Person. 10% - Good, but limited information: Skills Experience Education 90% - Essence of the Total Person : Thinking Style Behavioral Traits Occupational Interests
8. SALES PLACEMENT REPORT The Profile XT-Sales assessment averages 82% accuracy…that’s four out of five top performers, reliably. Competing assessments only average in the low ‘60s .
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11. A Good Match A good match is indicated by a cumulative job-match score in the range of 75% - 95%, the higher the better.
12. A Poor Match A poor match is indicated by a cumulative job-match score that is below the desired range of 75% - 95%, indicating a probability of low satisfaction with a candidate’s performance.
13. SALES PLACEMENT REPORT Areas of possible concern: Areas of possible concern are indicated and explained in detail.
14. SALES PLACEMENT REPORT Suggestions for pre-hire interview questions Suggestions are provided for additional questioning during the next interview.
15. SALES PLACEMENT REPORT Additional pre-job offer considerations Suggestions are provided for additional consideration before extending a job offer to the candidate.
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18. Use All of Your Resources Sources: Professor Mike Smith, University of Manchester, August 1994 John E. Hunter and Ronda F. Hunter, Validity and Utility of Alternative Predictors of Job Performance, Psychological Bulletin, Vol. 96, No.1, 1984, p. 90; Robert P. Tett, Douglas N. Jackson, and Mitchell Rothstein, Personality Measures as Predictors of Job Performance: A Meta-Analytical Review, Personnel Psychology,Winter 1991, p.703. Michigan State University’s School of Business. 14% 26% 38% 54% 66% 75+% Interview Reference Checking Personality Testing Abilities Testing Interests Testing Job Matching
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20. Thank You! David Dennard Profiles International, Inc. 972-701-0222
Editor's Notes
Credibility: SSP’s background Profiles International overview Prospect background
We find that there are only two types of problems companies face today – System Problems and People Problems. (Elaborate on Systems and People problems i.e. We all know what systems problems are, right? If you have systems problems then those can be fixed with good people, but sometimes it seems that people problems never go away. Good people can fix system problems, but good systems can’t fix people problems) *Have you found this to be true? At Profiles, we are experts in assisting companies like yours to develop a High Performance Workforce. What we are learning more and more is that a lot of organizations have low performance workforces. Would you agree? There is a road to building a HPW and that’s what I’m here to talk to you about.
Based on this information I have shared with you, here is what every organization NEEDS to know to develop a High Performance Workforce. There are three areas here I like to mention to you, the first being when the candidate walks through the front doors of your company. (three circles) Selecting the Right People – we can look at these areas… (read items) or Accelerating Employee Productivity , which involves… (read items) And then, of course in your efforts to Making you Manager more Effective you can… (read items). *I’m curious, within your workforce, would you agree that if none of these were issues, that you would be on the road to developing a High Performance Workforce? If you had a totally HPW, what would happen? How would you get there? *Looking at these issues, which do you feel your company excels in? *To help me better understand your challenges, which of these areas in particular do you feel need improving? Tell me more? What else should I know? Why do you say that? For example? So what you’re saying is…. I sense you are… You seem….
To avoid unnecessary people costs you must be sure that every time you make a people decision - whether you are hiring someone new, moving someone from one job to another, promoting someone, or investing in training or development – that you are doing so with a view to promoting superior performance in the target position. But how do you do this? Well, to understand the ‘how’ first we need to look at the ‘why’ - why some people perform at a superior level and some don’t. <Click>
People are like icebergs — there is more beneath the surface than above. <Click>
To get the essential information for making better hiring decisions, you must look beneath the surface and get the complete picture of a job candidate. We call this the essence of the “Total Person”. To generate a good job match you need to know the person thinking style, job-related behavioral traits and their job related interest. <Click>
The Profile is a three-part assessment. It compares individuals to customized Job Match patterns in order to predict Job Success by assessing Thinking Style, Occupational Interests, and Behavioral Traits.
This is an example of a Job Match Pattern. The shaded areas indicate the pattern you want your job candidates to match. These patterns are always customized to fit the jobs in your company because they are based on the qualities and characteristics of the people who are your best employees. The pattern is a composite of the shared characteristics of the people who are the best performers in this particular job. By hiring people who have comparable characteristics, you bring people into your organization that are just like the people who perform the best for you. This is Job Match, and it is your best method for predicting Job Success.
For example, this graph represents good Job Match. The shaded areas are the Job Match Pattern, and the numbers are the applicant’s scores. The numbers within the shaded areas indicate Job Match. You can tell at a glance whether or not a job candidate is like your best employees. Do you see how easy it is to use The Profile ?
Let’s look at an example of a poor match. Remember that the shaded areas are the Job Match Pattern, and the numbers are the individual’s scores. As you can see, the individual’s scores do not match the shaded area (the pattern). This represents a poor match.
Job match patterns are used for: <Click> Selection and Onboarding <Click> Coaching and Mentoring <Click> Training <Click> Promoting <Click> Managing Performance <Click> Succession Planning <Click>