strategic workforce planning mike neal 813-390-2625 [email protected] the science of...
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Strategic WorkforcePlanning
Mike Nealwww.PredictiveResults.com813-390-2625mike@predictiveresults.com
The Science of Human Capital and Behavioral
Analytics
The Looming Talent Shortage
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1/3 of companies are struggling to attract the talent they need to drive long term results.
35% of employers worldwide are struggling with staffing shortages…
Average job tenure for workers 25-35 years old is just
3 years
PI Worldwide Member Firm
• 60 Year Old Privately Held Analytic Company• 8800 Clients• 90% Client Retention• Fully validated and meets all EEOC
requirements• Over 2 Million assessments completed
annually• 55,000 Executives/Managers trained in PI• 70 languages, including Braille• Job Analysis, Analytics and Validity Studies• Knowledge Transfer
D O M I N A N C E
EXTROVERSION
P A T I E N C E
F O R M A L I T Y
The FOUR Factors/Behaviors
AgreeableObliging
ModestHumble
UnselfishSupportive
IndependentSelf-starter
ResoluteChallenging
AssertiveControlling
ReclusivePrivate
ReservedUnpretentious
QuietSincere
SociableTalkative
EnthusiasticAnimated
ExpressiveGregarious
ImpulsiveRushed
IntenseFast-paced
QuickReady
CalmStable
DeliberateUnhurried
HabitualMellow
UnstructuredSpontaneous
CarefreeUnfussy
CasualFlexible
ThoroughSerious
PreciseCautious
StrictConforming
Summary of Behaviors
Dominance
Extroversion
Patience
Formality
Factor LOW HIGH
ReservedThoughtful
Sense of Urgency
UninhibitedInformal
Self-ConfidentIndependent
EmpatheticUnderstanding People
PatientConsistent
ConscientiousBy The Book
Unselfish - Accommodating
A
B
C
D
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Summary of Motivating Needs
A
B
C
D
Factor LOW HIGH
• Opportunity for introspection• Recognition for technical/intellectual accomplishments• Freedom from office politics
• Variety• Change of pace• Mobility
• Freedom from rigid structure• Freedom of expression• Opportunity to delegate details
• Independence• Recognition for own ideas • Control of own activities/work
• Social interaction• Social acceptance/recognition• Symbols of prestige, status
• Long-term affiliation• Stable work environment• Familiar surroundings/people/work
• Certainty – understanding the rules• Specific knowledge of job• Freedom from risk of error
• Encouragement, reassurance• Harmony (rather than friction)• Understanding supervision
PRO for a CPA
• Self-starter, self-motivator, initiative• Results-oriented• Analytical, critical, creative thinking• Delegates details more than authority, tight with
both• Control, tough on people, hard push for exacting
results• High standards, high quality work, expert
Benefits of Group Analytics
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Define and predict high performance
Facilitate Workflow
Reduce Conflict
Improve group synergy
Identify and Develop Leaders and Managers
• Identify leaders– Who fit corporate needs and culture
• Highlight coaching needs– Build leaders before you need them
• Identify motivations and drives– Individual understanding builds
success
Building Strategic Culture At All Levels
Senior Management
Strength Assessment
Succession Planning
Managers
Coaching/Motivation
Interviewing
Recruiters
Selection
Executive
Middle Management
Front Line
Com
mun
icat
ions
Vendor Comparison Checklist
Applications to entire employee lifecycle Experience in your industry Objective study of job (plus benchmarking) Number of Validity Studies Inclusive Model of Use Simplicity and Practicality Group Analytics Interview Guides Coaching Guides Knowledge Transfer Technology Cost ROI and Guarantee
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Mike Nealwww.PredictiveResults.com813-390-2625mike@predictiveresults.com
How to Attract, Hire and Retain the Best People