retention and development strategies
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Join Greg Stewart, Vice President of Enterprise Solutions Sales at Profiles International and learn about talent management strategies for high impact positions that will bring success to your organization. Join us for this webinar and learn: Engage top performers Engage talents Improve performance through coachinTRANSCRIPT
imagine great people a presentation brought to you by:
®
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Greg Stewart, PhD, LPC Dr. Greg Stewart is Vice President for Profiles International’s Enterprise Solutions Sales Division. Greg taps into his deep understanding of the impact of “organizational culture” - the manner in which an organization utilizes strengths, addresses challenges and adapts to change - to support executives, managers and business owners as they implement solutions to their employee-related challenges. He brings his passion for positive change management to developing management training, organization development, and assessment solutions that are uniquely tailored to help his clients succeed. Greg is an experienced human capital expert with over 15 years in management and human resources. After being successful in building religious, non-profit organizations, he started his business as a management consultant, trainer and organizational developer. As a consultant, his primary focus was executive coaching and his specialty was performance optimization through effective people management and organizational infrastructural development. As well, Greg has taught dozens of college-level courses on management, leadership, personal growth and development, and organizational change. Greg holds a BA in Organizational Leadership and a PhD in Counseling. His dissertation was The Relationship of Emotional Intelligence with Job Satisfaction and Organizational Commitment. He is a certified Bar-On Eq-I administrator and is also certified with DDI (Development Dimensions International) in the building of competency models for organizations. He has deep insight into problem-solving and employee motivation and is a phenomenal speaker and blogger of management and leadership.
Vice President Enterprise Solutions Sales
imagine great people ®
www.profilesinternational.com ©2012 Profiles International, Inc. All rights reserved.
• Founded 1991 • Over 45,000 clients served worldwide • Offices in nearly 130 countries • Founding member of the Association of
Test Publishers • Microsoft Certified Partner
Who We Are
We support our clients through the full employee life-cycle, helping them identify the best people for their jobs and then developing them to their fullest potential.
Creating Value for Clients
www.profilesinternational.com ©2012 Profiles International, Inc. All rights reserved.
www.profilesinternational.com ©2012 Profiles International, Inc. All rights reserved.
• 11,000 + active customers
• Customer base includes 152 Fortune 2000 companies
• Represented in nearly 130 countries
Customer Highlights
Financial Services Travel & Hospitality
Technology Healthcare Energy & Utilities
Education & Government
Business Services
Retail & Consumer Financial Services Travel & Hospitality
Technology Healthcare Energy & Utilities
Education & Government
Business Services
Retail & Consumer
Diverse Base of Marquee Customers
www.profilesinternational.com ©2012 Profiles International, Inc. All rights reserved.
Taleo World Profiles International Clients
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Clients We’ve Served
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Clients We’ve Served
“It’s a shift from ‘low performer thinking’ to ‘maybe they are not in the right job, and we
should find them a better fit.’ It is a mentality shift, and (by applying data from the PXT), I can figure out that if poor job fit is the case, I can
help them go into a different job and do better.”
www.profilesinternational.com ©2012 Profiles International, Inc. All rights reserved.
Clients We’ve Served
• Before implementing the ProfileXT® the average sales per sales rep was $169,409.
• After one year of implementation with the ProfileXT®, annual sales increased to an average of $233,952 per sales representative.
• The ProfileXT® assessment increased the Bard Medical’s Critical Care sales by $64,543 per sales representative, a 28% annual increase.
www.profilesinternational.com ©2012 Profiles International, Inc. All rights reserved.
Clients We’ve Served
Goal – Provide an objective tool to assist in measuring success and managing each team member to become a Top Performer. Outcome:
• Consistent adoption since 2004 has reduced turnover • Have hired better fit sales team members. • Leveraged each sales person’s unique
characteristics to help them succeed. • 100% participation/compliance from existing team. • Development defined by results of an objective tool.
Today:
• Assessment is being used in all hiring decisions for Sales Effectiveness Program.
• Sales 180 is used twice a year for each sales professional and is part of the culture.
What is the Value of your Employees? How will you increase
their value?
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Frank Schmidt & John Hunter “Experts in Personnel Productivity and Psychology”
• Based on 85 years of research!
• Reported in the Harvard Business Review
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‘Average Performers’
‘Marginal Performers’
‘Superior Performers’
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Source: “The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings” Psychological Bulletin, Sept 1998, Vol. 124, No. 2, pp 262-274.
Unskilled / Semi-skilled ‘Average’ 19% more that ‘Poor’ ‘Superior’ 19% more that ‘Average’ ‘Superior’ 19% more that ‘Poor’
Skilled ‘Average’ 32% more that ‘Poor’ ‘Superior’ 32% more that ‘Average’ ‘Superior’ 32% more that ‘Poor’
Management / Professional / Sales ‘Average’ 48% more that ‘Poor’ ‘Superior’ 48% more that ‘Average’ ‘Superior’ 184% more that ‘Poor’
Why This Matters – Output as a Percentage of Mean Output
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• Unless all your people are ‘superior’ performers, you are losing money unnecessarily.
• Every time you move performance of an employee from ‘average’ to ‘superior’ you have a dramatic and measurable financial impact.
Implications
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Why the Productivity Disparity… Performance Predictors How well does each factor correlate with on-the-job success?
Full Glass = Exact Correlation
Education Training Interview Interests
References Behaviors Cognitive Experience
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Why the Productivity Disparity… Performance Predictors How well does each factor correlate with on-the-job success?
Full Glass = Exact Correlation
Source: Professor Mike Smith, University of Manchester; John E. Hunter & Rhonda Hunter, “Validity and Utility of Alternative Predictors of Job Performance”, Psychological Bulletin, Vol. 96, No. 1, p. 90; Robert P. Tett, Douglas N. Jackson and Mitchell Rothstein, “Personality Measures as Predictors of Job Performance: A Meta-Analytical Review”, Personnel Psychology, p. 703, Michigan state University’s School of Business
Education Training Interview Interests
.10 .15 .13 .14
References Behaviors Cognitive Experience
.18 .26 .38 .53
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Our Solution
Having done this, we can show you - graphically and quantifiably - to
what degree current employees, or candidates for employment, match
that standard.
www.profilesinternational.com ©2012 Profiles International, Inc. All rights reserved.
Job-Fit: The missing third in identifying Superior Performance
The Cornerstones of Performance
Résumé, Application, References Interview, Integrity Assessment Job Match Assessment
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The ProfileXT® Evaluates What’s Behind the Surface
10% - The Obvious Education, Knowledge, Resume, References, Background, & Experience
90% - Below the Waterline: • Thinking Style
• Behavioral Traits
• Occupational Interests
• Overall Job Fit
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ProfileXT® Insight: What We Measure 10 9 8 7 6 5 4 3 2 1
9 8 7 6 5 4 3 2 1
9 8 7 6 5 4 3 2 1
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Thinking Style
Occupational Interests
Behavioral Traits
10
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Learning Index
Verbal Skill
Verbal Reasoning
Numerical Ability
Numeric Reasoning
Enterprising
Financial/Admin
People Service
Technical
Mechanical
Creative
Energy Level
Assertiveness
Sociability
Manageability
Attitude
Decisiveness
Accommodating
Independence
Objective Judgment
CAN they do the job?
HOW they do the job.
DO they love it?
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To What Degree Might This Person
Exhibit the Competencies You
are After?
ProfileXT® Insight: What We Measure
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The ProfileXT® & Profile Sales Assessment™
Shaded areas indicate the Performance Model. The Performance Models show requirements for the jobs in your company.
www.profilesinternational.com ©2012 Profiles International, Inc. All rights reserved.
The ProfileXT® & Profile Sales Assessment™
Good Match
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The ProfileXT® & Profile Sales Assessment™
Poor Match
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How Performance Models Are Built
Top Performers - Talent audit/intelligence - Use objective measures for identification - Concurrent or Predictive validity
Job Analysis - Competency Analysis (especially w/changes in job requirements) - Supervisory Survey - Few or NO top performers available
Library of Models - Over 1,400 Existing Performance Models - Extracted from 400,00 models
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How Performance Models Are Built
Our Offer “Contingency”
Pilot Study
Contact Us
Profiles Assessment Asia (Pte.) Limited An Authorized Strategic Business Partner of Profiles International
14 , Robinson Road, #08-01A, Far East Finance,Singapore 048545Email: [email protected] Telephone: 65717031Fax: 63334636
Website: http://www.profiles.com.sg
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