Download - Executive Briefing June 2008
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Human capital solutions focused on character and behaviorassessment and development to impact performance andgrowth in the areas of:
Recruitment
Employee Development
Succession Planning
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Reduce hiring practice risks and costs (15% - 40%)
Assess character competencies and behavior traits in addition to job skills
Expose the candidate’s degree of “fit” within an organization’s culture in advance of hiring
Decrease turnover expenditures (minimize wrong hires)
Minimize litigation for improper employee lawsuits
Protect current board of directors and leadership team from ineffective employee practices
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Recruitment (Hiring The Right People)
Hiring Costs (Advertising / Interviewing / Training)
Applicant Selection (Skills / Character & Behavior / “Culture Fit”)
Turnover (Expenses / Organizational Disruptions / Law Suits)
Employee Development (Increasing Performance / Productivity)
Building / Retaining Valuable Leadership
Multi-Cultural / Diversity Issues (Acceptance of Common Values and Principles)
Succession Planning (Preparing Future Leaders)
Baby Boomer Talent Leak Loss of Workplace Knowledge (Job Skills) Loss of Wisdom / Mentoring / Values & Principles (Life Skills)
Establish Promotional Blueprint
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Focused on Specific Business Outcomes
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Prevention (Recruitment)…hire more people like your best people
Better understand the “fit” of all candidates in advance of hiring
Save time and money by reducing turnover
Intervention (Development)…maximize your human capital assets
Build a character-driven team
Improve performance and productivity
Retention (Succession Planning)…prepare your future leaders
Ensure character and knowledge transfer
Create bench strength for supporting growth
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• Review strategic objectives • Determine business outcomes
• Measures Key Performance Indicators• Determines degree of fit
• Character/Behavior assessment • Recruitment/Development reports
Getting The Right People On The Bus
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• Manager-focused• Coaching-oriented
• Employee-focused• Cost-effective delivery
Team Alignment Effects Performance and Productivity
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• Internal ownership• Tailored resources
• Continuous learning• Technology enabled
• Measurement of outcomes• 360° Performance reviews
Preparing Future Leaders
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$ Job Listing
$ Basic Skills and Resume Screening
$ Specific Skills Testing / Assessments
$ Management Team Interview(s)
$ Reference and Background Check
Marginal Predictive Success
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“The most cost-effective decision an organization can make,regarding its hiring, employee development and succession planningpractices, is to determine the measurable and quantifiable successfactors required for every specific job position.”
Future Achievement InternationalLeadership Team
Establish Business Objectives…Assess Performance Results!
Help Organizations Improve Their ROI of Investing in Human Capital Assets and to Minimize Their Risk!
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Data collection is vital to a company success regardingJob Skills, Key Performance Indicators, Character andBehavior Assessment…IF Data is used appropriately,consistently and tied to strategic leadership initiatives.
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Key Factor for Predicting Success…
The integration of the data collected that can be utilized for making intelligent hiring, employee development and succession planning decisions.
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Character Quotient (CQ) - CQ represents the element of a person’s profile revealing their underlying attitudes, beliefsand commitments that shape their behavior.
Example: A person can develop an EQ skill such as active listening but not have the character base necessary to be listening actively for the right reason (actual caring and empathizing versus listening for selfish reasons).
CQ
Intellect – Education – Reasoning Abilities – Job Skills Proficiency IQ
EQ
Self Awareness – Self Management
Social Awareness – Relationship Management
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10 Character Competencies
4 Behavior Traits
Chara
cte
r Behavio
r
Recruitment
Development
PerformanceIndex
60 Question Survey
Reports Provided
15-minutes or less to take
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Human capital investments can be maximized by implementing a 24/7 Performance Index Dashboard to determine “Fit” for a specific job position that:
Identifies Character & Behavior Success Attributes
Applies Job Skills Test Scores
Leverages Key Information (Education, Background, Drug Test, etc.)
Incorporates Key Performance Indicators (KPIs)
MERIT Profile
Job Skills
Key Info
KPIs
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KPIs
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Operating Budget %
Ann Jones
Sally Simpson
Ken Taylor
Roberto Alverez
Susan Booth
John Murphy
Erica Wong
Recruitment Dashboard
Linked to defined business objectives
Supported by objective performance data
Quantifiable degree of fit for any candidate
Key Info
Job Skills
MERIT Profile
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$ Job Listing
$ Basic Skills and Resume Screening
$ Specific Skills Testing
$ Management Team Interview(s)
$ Reference and Background Check
Performance Index ReportsComposite Index
(80/20 Rule)Basic Index
Maximum Predictive Success
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Identify individual development needs
Leverage strengths of the team members
Build manager / coach processes
Development Dashboard
Operating Budget %
Ron Cowling
Peter Moore
Ann Jones
Manny Montes
Sally Simpson
Carol Mays
Ken Taylor
Matt Gold
Roberto Alverez
Annette Diaz
Susan Booth
Doug Carter
John Murphy
Terry Nelson
Erica Wong
George Wise
Current employeesdegree of fit to jobposition indicate developmental needs
KPIs
Key Info
Job Skills
MERIT Profile
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Linked to performance indexes across all positions
Supported by alignment to mission statement
Quantifiable degree of fit for leadership
Succession Planning Dashboard
Current
position
KPIs
Key Info
Job Skills
MERIT Profile
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Integration of character and behavior assessment and development around a core set of universal principles.
Customized performance index applications that incorporate character and behavior assessment, job skills testing, key background and resume informationlinked to defined key performance indicators (KPIs).
Speed, accuracy and relevance of data.
Quantitative framework to measure performance outcomes.
EEOC Compliant. (Equal Employment Opportunity Commission)
Multiple pricing / payment terms and options.
24/7 web-based solution.
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1. Additional Education Regarding Process / Technology(Go-To-Meeting Phone Conference)
2. Client Discovery Discussion To Determine Needs / Alignment(Phone Conference)
3. Client Engagement Proposal Outlining Pricing / Terms, etc.
4. Execution of Formal Agreements MERIT Profile Service Agreement
MERIT Performance Index Agreement
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