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Talent management-assessment-center-best-practices-webinar
- 1. 1 Sponsored by Hudson (http://us.hudson.com) AssessmentCenters: “A better way to identify potential talent gaps and training needs”
- 2. 2 Who We Are? Hudsonis a leading provider of permanent recruitment, contract professionals and talent management solutions worldwide. We help our clients achieve greater organizational performance by assessing, recruiting and developing the best and brightest people for their business. The company employs approximately 3,600 professionals, speaking multiple languages in 25 countries, operating in four regions (Americas, Europe, Asia, & Australasia). http://us.hudson.com
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- 4. 4 Hudson Talent Management Assessment& Development Centres Assessment & Development Centres Competency Modeling Competency Modeling Individual Assesment Individual Assesment Leadership Development & Coaching Leadership Development & Coaching Succession Planning Succession Planning EVP & Surveys EVP & Surveys Performance Management Performance Management Hudson Talent Management Graduate Recruitment Graduate Recruitment Hudson’s Talent Management Solutions can be integrated into the recruitment process and HR initiatives to drive performance and align with the companies objectives.
- 5. 5 • Standardized globalmethodology supports pan-national projects • One of the worlds largest talent management consultancies • 400 experienced professionals across the globe • Dedicated R&D Centers with highly skilled technical experts • Hudson offers a comprehensive talent management and consulting service in assessment including: Hudson Assessment Suite • Job & Competency Profiling • Psychological Assessment • Behavioural Assessment • Assessment and Development Centers • Competency Based Interviewing • Employee Assessment Surveys
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- 7. 7 Hudson Research Programs •Hudson is committed to the collection and publication of thorough intelligence on the forces that impact career decisions and business performance. Check out Market Insights at www.us.hudson.com. • In the past, we surveyed nearly 10,000 workers monthly to provide insight into a variety of workplace trends and issues. Our programs have included: Trends & Topics Surveys – Topics include aging workforce, work-life balance, absenteeism and more In-Depth Research Initiatives & White Papers – Retention Initiatives, Compensation & Benefits, Pay & Performance, and Independent Professionals
- 8. 8 Labor Market Who’s GotThe Power? Employers? 5 Employees?
- 9. 9 Managing The TalentWar The war for talent exists, organizations need to address the workforce gaps and their future potential to remaincompetitive. Issues that need to be addressed include: • How do I find and grow my knowledge workers and leaders? • How large is the gap between my needs and reality? • Buying talent will not be sufficient as a solution to meet my business needs. • Growing talent internally is key, but how? • We must retain talent, but how?
- 10. 10 Hudson Global HRInsight In March/April 2009 Hudson conducted a global survey across 30 countries with HR leaders exploring how HR priorities and challenges have changed during the global economic downturn. Key Findings: • There has been a clear shift from talent attraction to talent engagement, organizational development and people development. • 79% of North American companies reported that their HR strategy incorporates downsizing. Internal talent assessment is a key focus for 52% of these organizations • Employees with the most potential will take care of the high impact roles and high value specialists to fulfill their complex jobs. A key question is: Do companies know where their high potentials are and what roles they can fit?
- 11. 11 Winning The BattleFor Hearts And Minds In order to achieve increased performance management must fully unlock the potential of their people. • Organizations need to increase objectivity for internal promotion • They need to minimize poor hiring decisions • Identify high potentials for fast track development • Utilize a consistent and reliable measurement of important competencies • Create and deliver a powerful learning experience for participants • Provide transparency, equal opportunity & fairness for all
- 12. 12 “If you want1 year of prosperity, grow grain. If you want 10 years of prosperity, grow trees. If you want 100 years of prosperity, grow people.” — Ancient Chinese Proverb
- 13. 13 The Importance OfCareer Source : Hudson / Vlerick Hipo Research Study 3.6 3.7 3.8 3.9 4 4.1 4.2 4.3 Degree of importance Salary Respect from others Impact / Change Company culture Career Rewardinghipo's Retention Factors 3,6 3,7 3,8 3,9 4 4,1 4,2 4,3 Degree of importance Salary Respect from others Company Culture Impact / Change Career Rewardinghipo's Projection within 5 years
- 14. 14 Identifying & DevelopingTop Talent 100 100 100 150 185 225 Productivity Low Complexity Jobs Productivity Medium Complexity Jobs Productivity High Complexity Jobs Average Performer Top Performer Average Performer Top Performer Average Performer Top Performer Journal of Applied Psychology
- 15. 15 Clusters of HiPoCompetencies Research: University of Brussels Through Principal Factor Analysis a cluster of three competencies was detected explaining 70% of variance between HiPo’s and others Source: The Journal of Management Development Performance Strategic Change Competency Competency Competency Teamwork .854 Performance Motivation .669 Delegation .690 Leadership .680 Impact .596 Creativeness .515 Company Identification .861 Flexibility .743 Vision .693 Cultural Awareness .803 Risk Taking .755 Feedback (searching for and using) .689
- 16. 16 Increasing “Fit” ToDrive Performance & Retention Preferences & Values Knowledge & Skills Abilities & Aptitudes Personality & Work Style ““CouldCould Do”Do” (With training &(With training & experience)experience) ““CanCan Do”Do” (Or has already(Or has already done )done ) ““WantWant To Do”To Do” (Has interest or(Has interest or motivation to do)motivation to do) ““HowHow They’ll DoThey’ll Do It”It” (How they(How they approach work)approach work)
- 17. 17 Talent Assessment • Animportant part of your overall talent management strategy is the development of the process organizations will use to evaluate performance and potential, and to identify future leaders, successors, and/or high potential employees. • An effective talent assessment process should be: – Consistent across your organization’s business units – Aligned to your organization’s business needs and future leadership needs – A multi-level process that involves several data points – Well-defined and understood across the organization • Assessment is often equated and confused with evaluation, but the two concepts are different. Assessment is used to determine what a person knows or can do, while evaluation is used to determine the worth or value of a course or program. Assessment data effects employee advancement, success and development (Herman & Knuth, 1991).
- 18. 18 What Types ofAssessment? How can organizations assess existing staff to track high potentials and ensure new hires meet the future needs of the business? Assessment: • Online Psychometric Assessments • Leadership/Management Assessment Batteries • Assessment and Development Centers • 360 degree feedback surveys and business assessments • Competency model profiling, behavioral based interviews, multi-rater assessment tools
- 19. 19 Assessment Benchmarking Gather performancedata for each employee Each employee completes assessment(s) Identify appropriate assessments Define performance standards Identify incumbent sample Match employees performance data with their assessment data Statistically analyze data to determine which assessment(s) scale(s) predict on-the-job performance Develop recommendations and plans regarding future assessment and selection
- 20. 20 Assessment/Development Centers? What isan assessment/development center? An assessment/development center is a process designed to identify an individual’s strengths, weaknesses, and potential in a current or future role. The assessment process is characterized by: – Multiple participants rated by multiple assessors on several varied exercises – Many of these exercises are designed to assess competencies – Data integration: a structured evaluation of the participant in which assessors present objective evidence and reach a consensus decision The outcome of an assessment/development center are: – Written reports detailing a participant’s competencies as they relate to job requirements – One-to-one sessions examining the reports
- 21. 21 Why Assessment Centers? •Combine multiple assessment and business simulation methodologies to achieve the best possible predictor of future performance • Offers comprehensive secondary evaluation of preferred candidate strengths and weaknesses • Are the most powerful tool to predict the profile you want to hire – save money over time • Measure performance and potential therefore strengthening the leadership pipeline – allowing organizations to develop training strategies to further develop and grow talent • Hiring managers can be involved and refresh their own assessment/coaching skills • Offer broad range of competencies, individually or in group • Provide wealth of information available to feedback to all involved • Offers great opportunity to seal psychological contract
- 22. 22 Assessment Centers DrivePerformance Drivers Competencies TrainableUntrainable Technical Skills Discipline Understanding Knowledge & Experience Capability Demonstrated competencies Attributes Behaviours that infer potential Motivational Fit Career Fit Do they have the required technical skills? Do they have the experience and understanding necessary? Can they demonstrate the behaviours necessary for high performance? Do they have development potential? Will aspects of the role motivate them? Does the role meet their current career objectives? Questions
- 23. 23 TrainableUntrainable Technical Skills Discipline Understanding Knowledge& Experience Capability Demonstrated competencies Attributes Behaviours that infer potential Motivational Fit Career Fit Preferential Interviewing Behavioural Interviewing Psych Assessment Behavioural Interview Resume Screening Technical Tests Preferential Interview …and Tools To Assess Each Area
- 24. 24 Assessment Centers Advantage • Mostpowerful tool to predict profile you hire – saves money over time • Hiring managers can be involved and refresh their own assessment/coaching skills • Performance and potential • Broad range of competences, individually or in group • Wealth of information available to feedback to all involved • Offers great opportunity to seal psychological contract Disadvantage • Time investment required from candidate – though they get more in-depth feedback in return and can also make an informed decision • Relatively expensive in short term – though saves money in the long run
- 25. 25 Case Study A- Assessment Center’s ROI In The Selection Process Client Issue: Very high personnel turnover • Young graduates selection procedure • Only one interview • Or a full assessment center (interview, BAQ, RAT, simulation exercises, etc.) AC Objective: Reduce the turnover of personnel • What is the percentage of ‘young graduates’ who left the company within the first 3 years? • What is the difference between the young graduates who were selected versus an interview and the young graduates who were selected versus an AC?
- 26. 26 Case Study A- AssessmentCenter’s ROI In The Selection Process 25% 43% 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% AC Interview The turnover of personnel was reduced by 41%.
- 27. 27 Case Study B– Talent Management Assesses Future Leaders Challenge • The client, one of the world’s largest energy companies, had a program grooming high-potential employees for career advancement opportunities and broader leadership responsibilities. • In 2008, the company revamped the process used to select employees for the program, making it more systematic and rigorous. • As a result, the company needed a service provider with talent assessment expertise to evaluate candidates in the United Kingdom, the United States and Asia. • Hudson was selected as the company’s partner because of our robust methodology, global reach, the quality of our assessors and the cost-effectiveness of our offerings.
- 28. 28 Case Study B– Talent Management Assesses Future Leaders Solution • Hudson’s Talent Management team conducted a series of meetings to learn about the company’s culture, values and leadership framework. Based on that background, we developed assessment materials that were uniquely suited to the client’s leadership development program and trained our assessors to apply their high standards during interactions with candidates. • In late 2008, we conducted assessments at three sites: London, Houston and Singapore. Some candidates were at a relatively early stage in their career with the client, while others had already attained senior-level positions. The type of assessments administered varied accordingly. • Overall, about 85 candidates went through a series of ability and personality tests, simulation exercises, business case studies, interviews and group discussions.
- 29. 29 Case Study B- Talent Management Assesses Future Leaders Results • Hudson provided comprehensive reports about the candidates’ aptitude for performing effectively in future leadership roles. Our guidance for the client throughout the process provided the company with useful information about tailoring their development efforts to ensure their high-potential employees can continue to progress throughout their careers. • Candidates – many of whom had never been through an assessment program before – came away with a better understanding of their strengths, weaknesses and opportunities for personal development. Even those who did not make it into the leadership program found the experience valuable. • The client was highly satisfied.
- 30. 30 Summary • Identifying talentis going to become more vital with the predicted skills shortage and therefore more science must be added to the selection process • Although it may look like an additional cost, adding science to selection can save thousands in the future • It is important to identify the right solution for your organization and the types of roles you hire • Whatever you do, always start with the right competencies for each role and build from there • Always remember, high potential is developed through a solid understanding of competency and behavior
- 31. Questions/Contacts • Thank You SimonFenwick General Manager, Talent Management Simon.Fenwick@hudson.com 212-351-7249 31
Editor's Notes
- #13 China playing an increasingly important role and is here to say as a key geography for a growing number of multinationals\ To be a strong player in talent you need to: create and drive predictable outcomes to drive large and sustainable profits. That’s all about the right long term talent strategies and being smart and nimble in fighting the shorter term battles.
- #14 A constant factor in retention is the opportunity for career progression and evidence from a number of our own research studies indicate that career is the most important retention factor and it increases in importance as the employee continues through their career (see 5 year table)
- #15 As well as tackling actual costs, organization's need to increase the output per unit cost, or increase productivity Low complexity = fast food front line workers Medium complexity = workers in a technology manufacturing plant High complexity = investment bankers This chart makes a compelling business case. What if you could double the number of high performers?