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Employees: Assets or Liabilities (Part 3 of 3)

Posted on July 26, 2011 under Employee Assessment Process.

              

Problem #5:  Many, if not most, managers haven’t received adequate guidance on how to minimize preventable turnover regarding CURRENT EMPLOYEES who do match the demands of the job.  Employee potential is limited and staff gets driven away because managers don’t  understand causes of conflict, recognize performance obstacles, or know what to do about them.

Solution #5:  Employment testing that makes it possible to evaluate and correct poor relationships between employees and their managers is readily available and can actually be administered  at no cost to the employer.

Problem #6:  Most companies lack a complete inventory of their human capital when internal openings occur.  This results in a situation where current employees who match job openings perfectly get overlooked because their talents are not identifiable or manageable in a data driven system.

Solution #6:  an Online employment testing system that helps identify and manage talent in a way that turns your human resource information into a corporate asset so this won’t happen to your deserving employees.

  • Problem #7:  Many companies who actually do know how to compare an applicant to the job do not have the ability to match the applicant with their likely supervisor  -  big mistake.

    Solution #7:  the Team Master report comparing the key behavioural characteristics of supervisors and their direct reports can have huge implications on employee performance, employee retention,and the elimination of ‘drama’.

    Remember, the goal of  any good employee assessment tool is to help you identify what key jobs require in terms of SPECIFIC attitudes, behaviors, and values and then teaches you how to match the right people to them.  With the right tools, you can assess groups of top performers and get specific data identifying ‘what it takes’ for a person to fit in any position in your company.

    To learn more about one assessment tool that I have come to rely on extensively in my business, visit  www.thehiringsuite.com or just contact me directly.

    As always, thanks for being here, make it a great week and pay it forward.
     

     Craig McConnell, President, PrintGrowPro/SalesGrowPro

    www.printgrowpro.com

    “Great selling is a process artfully done.”  

    Follow me on Twitter  -  http://twitter.com/printgrowpro 


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    Employees: Assets or Liabilities (Part 2 of 3)

    Posted on July 20, 2011 under Employee Assessment Process.

    As a reminder from Monday’s post (Part 1):  depending upon the position they occupy,  individuals will function as either an asset or a liability in your company.  High performance and employee longevity is achieved largely by making the “intangibles” into tangibles and then using this knowledge to help determine good and bad job fits. 

  •  

     Since it’s people who create (and solve) business problems, what are some of the things companies can do to make sure they ‘have the right people on the right seats on the bus’?

    Problem #3:  Because companies typically don’t have data driven systems for career path planning or managing succession, career paths suited for enty and mid-level employees aren’t recognized until much later in their careers.  Talented employees leave prematurely because they don’t see where they’re likely to fit in.

    Solution #3:  Psychometric testing that can show talented employees suitable career options and give them reasons why they should stay.

    Problem #4:  “Gut Feel” decisions based on exaggerated and distorted claims on application forms are often mistakes.  Companies increase their probability of success when hiring and promoting when their decisions are based on comparison to custom behavioral models of success derived from analysis of groups of their top performers.

    Solutions #4:    again, a pre-employment assessment makes this easy to do. 

    More on this later in the week and remember:  avoid ‘hire and hope’ at all cost$.

  • As always, thanks for being here, make it a great week and pay it forward.
     

     Craig McConnell, President, PrintGrowPro/SalesGrowPro

    www.printgrowpro.com

    “Great selling is a process artfully done.”  

    Follow me on Twitter  -  http://twitter.com/printgrowpro 


    Comments (0)
    Employees: Assets or Liabilities? (Part 1 of 3)

    Posted on July 19, 2011 under Employee Assessment Process.

    I’ve  talked in the past a lot about the productivity of your sales force (see my blog posting of June 28 – Sales Coaching:  Not Just For Rookies or Under-Performers), but today, I want to go a little further ‘upstream’ and talk about the hiring process itself – for all employees.

     

    Since it’s people who create (and solve) business problems, what are some of the things companies can do to make sure they ‘have the right people on the right seats on the bus’?

    Problems occur for businesses in the gaps between what jobs require and what people in those jobs bring to them.  The larger the gaps and the more gaps that exist, the greater the frequency and size of the problems that companies have to deal with on a day to day basis. 

    The only way to prevent gaps is with good selection and promotion decisions.

    Problem #1: Hiring decisions solve problems or add to them and are only as sound as the facts upon which they are based.  Too many companies don’t take the time (or spend the money) to gather all the the relevant job related applicant information they need using their existing selection process.

    Solution #1:  the implementation of a company wide pre-employment testing and employment strategy will help  prevent hiring mistakes

    Problem #2:  Companies usually begin preparing promoted employees AFTER they are promoted.  The learning curve for new executives and senior managers is longer (and more expensive) because necessary preparation for the ‘next steps’ in their careers wasn’t identified or completed well in advance of promotional opportunities.

    Solution #2:   psychometric testiing can give you great insights into potential candidates eliminating the need to ‘promote and hope.’

    More on this later in the week.

    As always, thanks for being here, make it a great week and pay it forward.
     

     Craig McConnell, President, PrintGrowPro/SalesGrowPro

    www.printgrowpro.com

    “Great selling is a process artfully done.”  

    Follow me on Twitter  -  http://twitter.com/printgrowpro 


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