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Mercuri Urval How our Company can help yours It’s all about people™

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Mercuri Urval

How our Company can help yours

It’s all about people™“

• Founded in 1967

• Independent. Organically grown

• Operating in over 50 countries worldwide

• 800 professionals in 75 offices

• More than 3.000 clients in all sectors

• Small, medium and large organisations

• Local, national and global partnerships

• Over 10.000 assignments every year

Our Company

Wherever you need us, we are there

Achieving tomorrows results is about aligning people with new strategies“

Our approach

The right people will deliver the right results

We are pioneers in predicting the impact people will have on results“

How can we help?

Securing the right talent, in the right place at the right time

We are a result focused international people consultancy “

What we do

Strengthening you people performance

What we do

Service in detail

Optional supporting slides

T-Systems

Who we do it for

Helping the best be even better

ROI Basic Method

Level Measurement Focus

1. Reaction,

Satisfaction, and

Planned Action

Measures participant satisfaction and captures planned

actions.

2. Learning Measures changes in knowledge, skills, and attitudes.

3. Application Measures changes in the performance setting.

4. Business Impact Measures changes in business impact variables.

5. Return on

Investment

Compares benefits to the costs.

Corporate Social Responsibility

A mindset as much as a policy

GMA Tests (General Mental Ability Tests) .51

Job knowledge tests .48 .58

Interview, structured .51 .63

Interview, unstructured .38 .55

PMI Tests (Integrity tests) .41 .65

Assessment centres .37 .53

Biographical data .35 .52

Job experience .18 .54

Reference check .26 .57

Years of education .10 .52

Interests .10 .52

Graphology .02 .51

Predictive validity for job performance of different measures(Different Parts of Mercuri Urval Individual Assessments are bold).

Definition:*) Validity (r) refers to predictive validity of the personnel measure**) Multiple R refers to the combined predictive validity of GMA tests and the specific personell measure

Quality of Mercuri Urval’s PMI-procedure

Method Validity (r)*) Multiple R**)

Source: Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274.

Predictive Validity

Predictive ValidityLeading Global Client (2008-10)From 2008 to 2010, we performed 946 selections of people in managerial positions in over 30 countries for our client. In 2008, 509 people were assessed and of the 352 subsequently recommended by Mercuri Urval, 91% were meeting or exceeding expectations in the yearly performance appraisal, where both performance and behaviour was evaluated. In 2009-10, Mercuri Urval assessed 437 and recommended 300 of which 95% met or exceeded the expectations of their immediate manager.

The research was independently conducted by our client

Empirical Validity Study (2004-2008) The performance of employed individuals was evaluated after 6-12 months by the employer on a three-step scale:

1= Not meeting the demands2= Meeting the demands3= Exceeding the demands

Not Meeting Meeting Exceeding

Performance

Outcome

15 227 162

Result: from 1350 assessments = 94% meet or exceed expectations

800 people – 75 offices – 50 countries – 3000 clients – 10 000 assignments – 1 million candidates