Workforce Science Overview - CJHNetwork doc Smarter Workforce Science… · Retail Financial Controller L&D Consultant Production Manager Trading Manager ... Behavioural Event Interview

© 2013 IBM Corporation

Workforce Science Overview

Presented to CJH Networks

June 12, 2014

© 2013 IBM Corporation 2

Contents

• Overview

• Prove IT – Skills Assessment

• 2x Assess Behavioural Assessment

• Psymulate – Assessment Exercises

• Culture Fit Tool – OTS or Bespoke

• Realistic Job Previews

• Executive Assessment Model

• Potentia Profiling

• Leadership assessments

• Systems - Talent Suite, CompAnalysts & JAQ

• Other Services




Prove IT Skills Assessment

• Close to 1,000 tests covering:

• Software

• Office Administration

• Accounting

• Call centres

• Finance

• Healthcare

• Industrial

• Legal

• IT Technical

• Licensed on Prove IT platform


2 x Assess Platform

1. Sentio - Situational Judgement Test

2. Leadership Orientation Questionnaire

3. Custom Job Match Assessment

4. Custom Organizational Cultural Match

5. OTS Job Match Bank Teller

6. OTS Job Match Call Center

7. OTS Job Match Hospitality Associate

8. OTS Job Match Retail Associate

9. OTS Job Match Industrial Warehouse Worker

10. OTS Job Match Sales Rep

11. OTS Organizational Cultural Match

12. Counter-Productivity Indicator Assessment

13. Customer Satisfaction Indicator Assessment

14. Engagement Indicator Assessment

15. Retention Indicator Assessment

1. Safety Indicator Assessment

2. Sales Indicator Assessment

3. Teamwork Indicator Assessment

4. Service Questionnaire

5. Dynamic Personality Sift (DPS)

6. Occupational Preference Inventory (OPI)

7. CAT Logical Reasoning Test (LRT)

8. CAT Numerical Reasoning Test (NRT)

9. CAT Verbal Reasoning Test (VRT)

10. Restaurant Manager Assessment

11. Sales Selector

12. Custom SJT

13. Development Experience Indicator (DEI)

14. Motivation Questionnaire

15. Nurse Selector


Psymulate – OTS Assessment Exercises

Complete Exercise Sets covering:

1. The Aspire Group Centre (Lifestyle & Hospitality Organisation) - Senior

Management Level

2. Mobius Centre (Professional Services Consulting Organisation - Director Level

3. Fine Wines Centre (Retail Organisation) - Management Level

4. Fairway International Centre (Manufacturing Organisation) - Junior

Management/Graduate Level

5. Phoenix Financial Services Centre (Financial Services Organisation) -

Management Level

6. Armstrong‘s Centre (Retail) - (Senior) Management Level

7. A Touch of Glass Centre (Communications Organisation) - Management Level

8. RTN Centre (Communications Organisation) - Management Level


Psymulate PLUS range - Adaptable Exercises

SECTORS ROLES

Government Agency Attendance Manager General Management Management Information

Manager Project Manager

Aerospace Call Centre Manager Graduate Continuous Improvement

Manager Regional Office Manager

Central Government Call Centre Team Manager HR Business Partner Market Research Manager Regional Sales Manager

Energy Change Manager HR Director Market Research Officer Resource Planner

Finance Communications Manager HR Manager Marketing Officer Risk Manager

Housing Communications Officer Inventory Manager Middle Manager - General Sales

Insurance Control Centre Operator IT Analyst Programmer Office Manager - Gov't Sales Manager - Junior

IT Services Customer Complaints

Manager IT Development Manager Operations Manager

Senior Administrative

Officer

Local Government Data Analyst IT Manager Policy Advisor Senior Attendance

Manager

Manufacturing Data Security Officer IT Officer Process Analyst Senior Manager - General

Health Service Director Junior staff Process Improvement

Technician

Senior Manager - Call

Centre

Pharma Finance Manager L&D Account Manager Procurement Manager Supply Chain Manager

Real Estate Finance Officer L&D Advisors Product Manager Team Leader

Retail Financial Controller L&D Consultant Production Manager Trading Manager

Transportation First Line Manager L&D Officer Programme Manager Unit Leader


Culture Fit Tool – OTS or Bespoke

A match between the values an individual finds most important to him/her and the actual values endorsed in an organization can have substantial outcomes in increasing employee attitudes and decreasing intentions to quit.

Values Match

Organizational Commitment

Job Satisfaction

Engagement

Decreased Turnover

ARCHETYPES

Achiever Playful

Adventurous Sociable

Caring Structured

Creative Transformative

Egalitarian Unconventional

Idealistic Wise


Realistic Job Previews


Online Simulations


Executive Assessment Model

Creating Strategy

Engaging Talent

Inspiring People

Achieving Excellence

HP Leadership

Behaviors

Emotional Resilience

Executive Presence

Judgment

Interpersonal Savvy

Self-Development

Executive

Essentials

Shares Organizational

Values

Thrives in Environment

Believes in the Mission

Culture Match

“Whole Person” Approach


Executive Assessment Process

Pre-Interview

(Purpose, Target Job, etc.)

Inputs

Deep Dive Interview

(In-person or video conference)

Online Assessments

(Personality + Cognitive)

Facilitated Case Analysis

(Strategic & Creative Thinking)

Detailed Report

(Customized per Participant;

Written by Consultant)

Outputs

Stakeholder Debrief

(Review Results)

Debrief / Coaching Session

(Optional)

Background & Position

Requirements

Report

Overall Summary

Executive Essentials

High Performance Leadership

& Culture

Conclusions and

Recommendations

Participant Time Investment: 5 hours (not including optional travel time)

360 Interviews

(Optional)

© 2013 IBM Corporation 14 14

Potentia Profiling

Make sound decisions in ambiguous

circumstances

Quickly assimilate and process

complex, incomplete and conflicting data

Synthesise solutions to problems from one

context to a completely different

one

Evaluates the underlying capacity of a person to learn the skills needed to take on increasingly demanding roles in a business environment faced with

ever increasing complexity and ambiguity


Potentia Profiling


Potentia Profiling


LEADERSHIP


Leadership Orientations Questionnaire Leadership preference looks at an individual’s personality and motivation and how these combine to create a

leadership preference.

Not everyone has a preference towards leadership. For example, some of us prefer to become experts in a

particular discipline rather than to lead others.

There are 28 'leadership orientations' which form six clusters:

THINKING

ORIENTATIONS • Looking into the future

• Degree of abstraction

• Risk taking

• Readiness to adapt

• Managing tasks

SOCIAL

ORIENTATIONS • Socially aware

• Self-assurance

• Teamwork

• Acceptance

• Empathy

POWER

ORIENTATIONS • Exerting control

• Taking responsibility

• Assertiveness

• Motivating others

• Decision making

ACHIEVEMENT

ORIENTATIONS

• Importance of work

• Goal orientation

• In control of destiny

• Structure

• Commitment

• Planning

EMOTIONAL

ORIENTATIONS

• Managing emotions

• Dealing with stress

MASTERY

ORIENTATIONS

• Learning

• Personal development

• Growth

The High Performance Behaviors

BENCHMARKING YOUR

High Performance Benchmark

0

2

4

6

8

10

12

14

GI

Hig

h P

erfo

rman

ce B

ehav

iou

r Sc

ore

GD BC IC ET DT CE IP FC AI IM

LEADERS AGAINST THE BEST

CREATING STRATEGY Gathering Intelligence (GI)

Generating Ideas (GD) Accelerating Innovation (AI)

INSPIRING PEOPLE Influencing People (IP)

Building Confidence (BC) Communicating Effectively (CE)

ENGAGING TALENT Establishing Trust (ET)

Fostering Collaboration (FC) Developing Talent (DT)

ACHIEVING EXCELLENCE Implementing Change (IC)

Improving Performance (IM) Winning Customers (WI)

WI

Pre-work Delegates

complete the Leadership

Orientations and High

Performance Motivators

Questionnaires

Pre-work Delegates

complete a Behavioural

Event Interview which offers as a sense check

to the data collected on the

centre

Post Individual

feedback report Meeting/call

with line manager,

delegate and consultant to agree support

and actions

Post Group report produced to

compare individuals and inform talent

and succession plan

Op

tio

nal

eve

nin

g la

un

ch e

ven

t

Day 1

Programme Introduction

Brand strategy meeting

Negotiation meeting

Strategy Creation

Presentation of Strategy

Group strategy meeting

Day 2

Feedback and Conclusions

Personal development planning

Bringing the Leadership Framework to Life

Individual Feedback

Review of Business

Issues

Review of Business

Issues

Individual Feedback

In-box

1:1

1:1

In-box

Background reading (completed in advance)

LEADERSHIP CENTRE

Example

SYSTEMS


Talent Suite


CompAnalysts

MARKET DATA

US, UK, Canada, and China database for

more than 4,000 jobs

EXECUTIVE PROXY DATA

Executive and board of directors proxy data

for 10,000+ public companies

GLOBAL SURVEYS

International technology data covering more

than 100 countries; consumer retail and

luxury goods surveys

COMPETENCIES

2,000 job models; leadership and executive

competency data; functional and technical

competency data, interview questions,

coaching tips and low cost/no cost teaching

tools or references

CONTENT TECHNOLOGY SURVEY MANAGEMENT Single, centralized tool for survey storage, benchmarking and survey participation

PAY ANALYTICS Analyze internal pay practices against market rates, ensure internal equity and pay program competitiveness

SALARY STRUCTURES Model cost scenarios and analyze impact of changes in salary ranges, compare internal structures using regression analysis

MERIT MODELING Evaluation and comparison of multiple merit scenarios, compare and adjust to internal budget

JOB DESCRIPTION BUILDING Centralized job description tool with access to proprietary library of 4,000+ job descriptions and competencies


CompAnalyst


Job Analysis Questionnaire (JAQ)

Foundational

Competencies

Leadership

Competencies (HPB)

Knowledge/Skills/

Abilities

Personality

(KPA)

= 53 Knowledge/Skills, 22 Abilities

= 6 Traits X 6 Factors = 36 Traits

= 18 Competencies

= 3 Competencies X 4 factors =

12 Competencies

JAQ


JAQ Screen Shot


OTHER SERVICES


Research


Descriptive reporting and analytics

provides direct insight to structured

or unstructured data (survey, social,

other) for individual elements within

a portfolio or solution.

Prescriptive analytics

employs strategic

alignment, scenario

analysis, and cognitive

computing (e.g., Watson) to

guide users to make the

best possible decisions.

Integrated reporting

and analytics enables

messaging across

elements within a

solution to provide a truly

holistic view of human

capital management

topics.

Predictive analytics

capitalizes on data-

integration and

advanced research

assets to allow insight

into future trends,

actions that could be

taken, and the impact

to the organisation.

1

2

3

4

Descriptive

(by product)

Integrated

Reporting

(Dashboard)

Predictive

Prescriptive

Data Analytics


Management Training

Developing

Strategic Vision

Innovative Thinking

Problem Solving

Interviewing Skills

Appraisal Skills

Coaching Skills

Career Strategy and Personal Brand

Performance Management

Giving and Receiving Feedback

Managing Upwards

Presentation Skills

Influencing Skills

Negotiation Skills

Decision Making

Assertiveness

Communicating with Impact

Motivation Skills

Mastering Change

Managing Conflict

Project Management

Time Management

Delegation Skills Understanding the Customer

Team

Performance Basics


Project Management and Client Support

PROJECT MANAGEMENT • Focuses on new customer implementations, managing

timelines and technology requests for customers wanting to

implement one or more solutions.

PROJECT COORDINATORS • Works very closely with the Project Managers and shared

service teams in supporting them throughout the life of the

project, primarily responsible for coordination of activities,

equipment and information.

CONFIGURATION SPECIALIST • 2xAssess SME responsible for aiding the service team in

delivery of system configurations for both implementation

and post implementation customers.

CUSTOMER SUPPORT SPECIALIS • Managing customer’s post implementation.

• Proactive communication

• Fielding day to day questions and escalations from Tier I

• Managing follow up research studies

INTERNS • Support project delivery and administration requests

• Developing our talent pipeline (bench strength)

Integrating Project

Management functions across

Assessment and Leadership

(work in progress).

Breaking down silos.


SUMMARY


Documents

Workforce Science Overview - CJHNetwork doc Smarter Workforce Science… · Retail Financial Controller L&D Consultant Production Manager Trading Manager ... Behavioural Event Interview