Workforce Science Overview

Transcription

1 Presented to CJH Networks June 12, 2014 Workforce Science Overview

2 Contents Overview Prove IT Skills Assessment 2x Assess Behavioural Assessment Psymulate Assessment Exercises Culture Fit Tool OTS or Bespoke Realistic Job Previews Executive Assessment Model Potentia Profiling Leadership assessments Systems - Talent Suite, CompAnalysts & JAQ Other Services 2

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5 Prove IT Skills Assessment Close to 1,000 tests covering: Software Office Administration Accounting Call centres Finance Healthcare Industrial Legal IT Technical Licensed on Prove IT platform 5

6 2 x Assess Platform 1. Sentio - Situational Judgement Test 2. Leadership Orientation Questionnaire 3. Custom Job Match Assessment 4. Custom Organizational Cultural Match 5. OTS Job Match Bank Teller 6. OTS Job Match Call Center 7. OTS Job Match Hospitality Associate 8. OTS Job Match Retail Associate 9. OTS Job Match Industrial Warehouse Worker 10. OTS Job Match Sales Rep 11. OTS Organizational Cultural Match 12. Counter-Productivity Indicator Assessment 13. Customer Satisfaction Indicator Assessment 14. Engagement Indicator Assessment 15. Retention Indicator Assessment 1. Safety Indicator Assessment 2. Sales Indicator Assessment 3. Teamwork Indicator Assessment 4. Service Questionnaire 5. Dynamic Personality Sift (DPS) 6. Occupational Preference Inventory (OPI) 7. CAT Logical Reasoning Test (LRT) 8. CAT Numerical Reasoning Test (NRT) 9. CAT Verbal Reasoning Test (VRT) 10. Restaurant Manager Assessment 11. Sales Selector 12. Custom SJT 13. Development Experience Indicator (DEI) 14. Motivation Questionnaire 15. Nurse Selector 6

7 Psymulate OTS Assessment Exercises Complete Exercise Sets covering: 1. The Aspire Group Centre (Lifestyle & Hospitality Organisation) - Senior Management Level 2. Mobius Centre (Professional Services Consulting Organisation - Director Level 3. Fine Wines Centre (Retail Organisation) - Management Level 4. Fairway International Centre (Manufacturing Organisation) - Junior Management/Graduate Level 5. Phoenix Financial Services Centre (Financial Services Organisation) - Management Level 6. Armstrong s Centre (Retail) - (Senior) Management Level 7. A Touch of Glass Centre (Communications Organisation) - Management Level 8. RTN Centre (Communications Organisation) - Management Level 7

8 Psymulate PLUS range - Adaptable Exercises SECTORS ROLES Government Agency Attendance Manager General Management Aerospace Call Centre Manager Graduate Management Information Manager Continuous Improvement Manager Project Manager Regional Office Manager Central Government Call Centre Team Manager HR Business Partner Market Research Manager Regional Sales Manager Energy Change Manager HR Director Market Research Officer Resource Planner Finance Communications Manager HR Manager Marketing Officer Risk Manager Housing Communications Officer Inventory Manager Middle Manager - General Sales Insurance Control Centre Operator IT Analyst Programmer Office Manager - Gov't Sales Manager - Junior IT Services Customer Complaints Manager IT Development Manager Operations Manager Local Government Data Analyst IT Manager Policy Advisor Senior Administrative Officer Senior Attendance Manager Manufacturing Data Security Officer IT Officer Process Analyst Senior Manager - General Health Service Director Junior staff Process Improvement Technician Senior Manager - Call Centre Pharma Finance Manager L&D Account Manager Procurement Manager Supply Chain Manager Real Estate Finance Officer L&D Advisors Product Manager Team Leader Retail Financial Controller L&D Consultant Production Manager Trading Manager Transportation First Line Manager L&D Officer Programme Manager Unit Leader 8

9 Culture Fit Tool OTS or Bespoke A match between the values an individual finds most important to him/her and the actual values endorsed in an organization can have substantial outcomes in increasing employee attitudes and decreasing intentions to quit. Decreased Turnover Organizationa l Commitment Values Match Job Satisfaction ARCHETYPES Achiever Playful Adventurous Sociable Caring Structured Creative Transformative Egalitarian Unconventional Idealistic Wise Engagement 9

10 Realistic Job Previews 10

11 Online Simulations 11

12 Executive Assessment Model Executive Essentials Emotional Resilience Executive Presence Judgment Interpersonal Savvy Self-Development HP Leadership Behaviors Creating Strategy Engaging Talent Inspiring People Achieving Excellence Culture Match Shares Organizational Values Thrives in Environment Believes in the Mission Whole Person Approach 12

13 Executive Assessment Process Inputs Outputs Report Pre-Interview (Purpose, Target Job, etc.) Online Assessments (Personality + Cognitive) Facilitated Case Analysis (Strategic & Creative Thinking) Detailed Report (Customized per Participant; Written by Consultant) Stakeholder Debrief (Review Results) Background & Position Requirements Overall Summary Executive Essentials Deep Dive Interview (In-person or video conference) 360 Interviews (Optional) Debrief / Coaching Session (Optional) High Performance Leadership & Culture Conclusions and Recommendations Participant Time Investment: 5 hours (not including optional travel time) 13

14 Potentia Profiling Evaluates the underlying capacity of a person to learn the skills needed to take on increasingly demanding roles in a business environment faced with ever increasing complexity and ambiguity Make sound decisions in ambiguous circumstances Quickly assimilate and process complex, incomplete and conflicting data Synthesise solutions to problems from one context to a completely different one 14 14

15 Potentia Profiling 15

16 Potentia Profiling 16

17 LEADERSHIP 17

18 Leadership Orientations Questionnaire Leadership preference looks at an individual s personality and motivation and how these combine to create a leadership preference. Not everyone has a preference towards leadership. For example, some of us prefer to become experts in a particular discipline rather than to lead others. There are 28 'leadership orientations' which form six clusters: THINKING ORIENTATIONS Looking into the future Degree of abstraction Risk taking Readiness to adapt Managing tasks SOCIAL ORIENTATIONS Socially aware Self-assurance Teamwork Acceptance Empathy POWER ORIENTATIONS Exerting control Taking responsibility Assertiveness Motivating others Decision making 18 ACHIEVEMENT ORIENTATIONS Importance of work Goal orientation In control of destiny Structure Commitment Planning EMOTIONAL ORIENTATIONS Managing emotions Dealing with stress MASTERY ORIENTATIONS Learning Personal development Growth

19 The High Performance Behaviors

20 High Performance Behaviour Score BENCHMARKING YOUR LEADERS AGAINST THE BEST High Performance Benchmark GI GD BC IC ET DT CE IP WI FC AI IM CREATING STRATEGY Gathering Intelligence (GI) Generating Ideas (GD) Accelerating Innovation (AI) ENGAGING TALENT Establishing Trust (ET) Fostering Collaboration (FC) Developing Talent (DT) INSPIRING PEOPLE Influencing People (IP) Building Confidence (BC) Communicating Effectively (CE) ACHIEVING EXCELLENCE Implementing Change (IC) Improving Performance (IM) Winning Customers (WI)

21 Optional evening launch event LEADERSHIP CENTRE Example Pre-work Delegates complete the Leadership Orientations and High Performance Motivators Questionnaires Day 1 Programme Introduction In-box 1:1 Background reading (completed in advance) 1:1 In-box Day 2 Bringing the Leadership Framework to Life Individual Feedback Review of Business Issues Post Individual feedback report Meeting/call with line manager, delegate and consultant to agree support and actions Pre-work Delegates complete a Behavioural Event Interview which offers as a sense check to the data collected on the centre Brand strategy meeting Negotiation meeting Strategy Creation Presentation of Strategy Group strategy meeting Review of Business Issues Personal development planning Feedback and Conclusions Individual Feedback Post Group report produced to compare individuals and inform talent and succession plan

22 SYSTEMS

23 Talent Suite 23

24 CompAnalysts CONTENT MARKET DATA US, UK, Canada, and China database for more than 4,000 jobs EXECUTIVE PROXY DATA Executive and board of directors proxy data for 10,000+ public companies GLOBAL SURVEYS International technology data covering more than 100 countries; consumer retail and luxury goods surveys COMPETENCIES 2,000 job models; leadership and executive competency data; functional and technical competency data, interview questions, coaching tips and low cost/no cost teaching tools or references TECHNOLOGY SURVEY MANAGEMENT Single, centralized tool for survey storage, benchmarking and survey participation PAY ANALYTICS Analyze internal pay practices against market rates, ensure internal equity and pay program competitiveness SALARY STRUCTURES Model cost scenarios and analyze impact of changes in salary ranges, compare internal structures using regression analysis MERIT MODELING Evaluation and comparison of multiple merit scenarios, compare and adjust to internal budget JOB DESCRIPTION BUILDING Centralized job description tool with access to proprietary library of 4,000+ job descriptions and competencies 24

25 CompAnalyst 25

26 Job Analysis Questionnaire (JAQ) Knowledge/Skills/ Abilities = 53 Knowledge/Skills, 22 Abilities JAQ Personality (KPA) Foundational Competencies = 6 Traits X 6 Factors = 36 Traits = 18 Competencies Leadership Competencies (HPB) = 3 Competencies X 4 factors = 12 Competencies 26

27 JAQ Screen Shot 27

28 OTHER SERVICES 28

29 Research 29

30 Data Analytics Predictive analytics capitalizes on dataintegration and advanced research assets to allow insight into future trends, actions that could be taken, and the impact to the organisation Predictive Descriptive (by product) 2 4 Prescriptive Integrated Reporting (Dashboard) Prescriptive analytics employs strategic alignment, scenario analysis, and cognitive computing (e.g., Watson) to guide users to make the best possible decisions. Integrated reporting and analytics enables messaging across elements within a solution to provide a truly holistic view of human capital management topics. Descriptive reporting and analytics provides direct insight to structured or unstructured data (survey, social, other) for individual elements within a portfolio or solution.

31 Management Training Developing Strategic Vision Coaching Skills Influencing Skills Motivation Skills Innovative Thinking Career Strategy and Personal Brand Negotiation Skills Mastering Change Problem Solving Performance Management Decision Making Managing Conflict Team Performance Basics Giving and Receiving Feedback Assertiveness Project Management Interviewing Skills Managing Upwards Communicating with Impact Time Management Appraisal Skills Presentation Skills Understanding the Customer Delegation Skills 31

32 Project Management and Client Support PROJECT MANAGEMENT Focuses on new customer implementations, managing timelines and technology requests for customers wanting to implement one or more solutions. Breaking down silos. Integrating Project Management functions across Assessment and Leadership (work in progress). PROJECT COORDINATORS Works very closely with the Project Managers and shared service teams in supporting them throughout the life of the project, primarily responsible for coordination of activities, equipment and information. CONFIGURATION SPECIALIST 2xAssess SME responsible for aiding the service team in delivery of system configurations for both implementation and post implementation customers. CUSTOMER SUPPORT SPECIALIS Managing customer s post implementation. Proactive communication Fielding day to day questions and escalations from Tier I Managing follow up research studies INTERNS Support project delivery and administration requests Developing our talent pipeline (bench strength) 32

33 SUMMARY 33

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