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Presented By :. It’s all about the employees. As a tool for Leadership Development!. Understanding The Profile XT About the Profile Summary of Research What The Profile Measures Benchmark Development Reading the Report Managing with the Profile XT Select the Right Person

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  1. Presented By:

  2. It’s all about the employees

  3. As a tool for Leadership Development!

  4. Understanding The Profile XT • About the Profile • Summary of Research • What The Profile Measures • Benchmark Development • Reading the Report • Managing with the Profile XT • Select the Right Person • Set Expectations • Develop the Person

  5. Measures the Total Person • Thinking and Reasoning • Behavioral Traits • Occupational Interests • Used for: • Placement • Promotion Fit • Coaching and Self Improvement • Succession Planning • Job Description Development • Administration: • Approx. 60 minutes to take • Internet Scored • Job Match Patterns by: • Company • Department • Manager • Geography • Position • Report Types: • Individual Report • Placement • Coaching • Multi-Candidate Match Report • Multi-Job Match • Job Analysis Report • Job Summary Graph • Scatter Graph Report

  6. Summary of Research • Thinking • Developed over the last 15 years. • More than 50 studies with 3,200 ethnically mixed subjects – aged from 17 through 68, 110 job titles in 15 industries. • Significant correlation with educational achievement and success in various job titles. • Proven Predictor of job performance. • Behavioral Traits • Over 25 years of research. • 15,000 job applicants and incumbents, 1970 – 1980. • 12,000 job applicants and incumbents, 1992 – 1998. • 116,000 job applicants and incumbents, 1999 – 2003. • Samples represent a cross section of ages, ethnic groups, income levels, educational levels, positions, companies, and industries. • Validated against Guilford-Zimmerman Temperament Survey, Gordon Personal Profiles, California Personality Inventory. • No discrimination. • Occupational Interests • Based on Holland’s Theory of Occupational Interests that divides the world of work into 6 occupational interest areas or categories. • Sample group approximately 2,500 job applicants and incumbents.

  7. Selecting the right person for the right job • Succession planning • Reduction of Turnover • Increasing Productivity • Team Building

  8. People can be like icebergs 10% - Good But Limited Information: Education, Experience, Skills 90% - Essence of the Total Person: • Thinking Style • Behavioral Traits • Occupational Interests • Job Fit

  9. Cornerstones of Performance/Selection Via Résumé, Application, References Via Interview, Integrity Assessment Skill Fit Education, Training, Experience, Skills, Etc. Company Fit Attitudes, Values, Demeanor, Appearance, Integrity Via Job Match Assessment Job Fit Thinking Style, Behavioral Traits, Interests (Cultural Fit)

  10. Cornerstones of Performance/Selection Via Résumé, Application, Portfolio References Via Interview, Integrity Assessment, References Company Fit Attitudes, Values, Demeanor, Appearance, Integrity Skill Fit Education, Training, Experience, Skills, Etc. Via Job Match Assessment Job Fit Thinking Style, Behavioral Traits, Interests CULTURAL FIT WITH COMPANY

  11. 1 2 3 4 5 6 7 8 9 10 16% 16% 68% Population Distribution

  12. Thinking Style Learning Index Verbal Skill Verbal Reasoning Numerical Ability Numeric Reasoning 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 Behavioral Traits Energy Level Assertiveness Sociability Manageability Attitude Decisiveness Accommodating Independence Objective Judgment 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 Occupational Interests Enterprising Financial/Admin People Service Technical Mechanical Creative 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 Can they get the job done?

  13. Thinking Style Learning Index Verbal Skill Verbal Reasoning Numerical Ability Numeric Reasoning 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 Behavioral Traits Energy Level Assertiveness Sociability Manageability Attitude Decisiveness Accommodating Independence Objective Judgment 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 Occupational Interests Enterprising Financial/Admin People Service Technical Mechanical Creative 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 Can they get the job done? How will they get the job done?

  14. Thinking Style Learning Index Verbal Skill Verbal Reasoning Numerical Ability Numeric Reasoning 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 Behavioral Traits Energy Level Assertiveness Sociability Manageability Attitude Decisiveness Accommodating Independence Objective Judgment 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 Occupational Interests Enterprising Financial/Admin People Service Technical Mechanical Creative 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 1 2 3 4 5 6 7 8 9 10 Can they get the job done? How will they get the job done? Are they motivated by this kind of work?

  15. Profile XT Reports • Graph Report • Individual • Job Analysis Report • Placement Report • Coaching Report • Job Summary Graph • Job Profile Summary Report • Succession Planning Report • Candidate Match Report (Multi-job Match)

  16. The JobMatch Pattern Shaded areas indicate the JobMatch pattern The JobMatch patterns show requirements for the jobs in your company

  17. Good Match 70% and above

  18. Questionable Match Below 70%

  19. Profile XT Reports • Graph Report • Individual • Job Analysis Report • Placement Report • Coaching Report • Job Summary Graph • Job Profile Summary Report • Succession Planning Report • Candidate Match Report (Multi-job Match)

  20. Feedback to employees No scores Strength-based comments No coaching required IndividualReport

  21. Profile XT Reports • Graph Report • Individual • Job Analysis Report • Placement Report • Coaching Report • Job Summary Graph • Job Profile Summary Report • Succession Planning Report • Candidate Match Report (Multi-job Match)

  22. Job Summary Graph • One-page graphical summary of candidate vs. position • All critical information • For experienced users • Useful in multi-candidate reviews

  23. Profile XT Reports • Graph Report • Individual • Job Analysis Report • Placement Report • Coaching Report • Job Summary Graph • Job Profile Summary Report • Succession Planning Report • Candidate Match Report (Multi-job Match)

  24. Reading Profile XT Placement • Check Distortion Scale

  25. Distortion Scale • Measures how candid & frank candidate was when answering behavioral section • The lower the score the higher the concern • Distortion score refers to the reliability of the results, not the honesty of the individual • Low score could indicate responses may have been distorted (e.g. to portray how he/she would like to be seen) • Distortion scores should not be used as a basis for disqualification of an individual

  26. Understanding Distortion Scores • 7, 8, 9, or 10: no obvious distortion was detected • Scores of 3, 4, 5, or 6: report may have a somewhat “polished” version of reality • Scores of 1 or 2: report should probably not be used in the decision-making process for that individual. Rather, other factors and information should be used to make this decision.

  27. Reading Profile XT Placement • Check Distortion Scale • Review Percentage Match numbers

  28. Locating the Learning Index Percentage Match Numbers in the Placement Report

  29. Reading Profile XT Placement • Check Distortion Scale • Review Percentage Match numbers • Review Interests % Match and Ranking

  30. % Match and Ranking in Placement Report Interests section

  31. Reading Profile XT Placement • Check Distortion Scale • Review Percentage Match numbers • Review Interests % match and Ranking • Read the ‘Total Person’ section

  32. The ‘Total Person’ Section

  33. Reading Profile XT Placement • Check Distortion Scale • Review Percentage Match numbers • Review Interests % Match and Ranking • Read the ‘Total Person’ section • Note gaps between candidate and scales

  34. Note any gaps between candidate & pattern

  35. Use Interview Questions in placement situations

  36. Profile XT Reports • Graph Report • Individual • Job Analysis Report • Placement Report • Coaching Report • Job Summary Graph • Job Profile Summary Report • Succession Planning Report • Candidate Match Report (Multi-job Match)

  37. Skillfully Manage Employee Performance • Effectively Manage Employee Development • Optimize Employee Contribution • Spend Training Dollars More Efficiently • Build Better Performing Teams • Tool for Employee Management • and Development

  38. Thinking 10 2 3 4 5 6 7 8 1 1 2 3 4 5 6 7 8 9 9 10 O C O C Learning Index O C Verbal Skill O C Verbal Reasoning O C Numerical Ability Numeric Reasoning Behavioral Traits 9 1 2 3 4 5 6 7 8 10 C = Manager O = Employee O Energy Level O C Assertiveness C Sociability O C Manageability O C Attitude O C Decisiveness O C Accommodating O C Independence C O Objective Judgment C Occupational Interests 1 Enterprising 10 2 3 4 5 6 7 8 9 Financial/Administrative C O People Service O C Technical O C Mechanical C O C Creative C O O **How do you relate? O

  39. PXT Coaching GuideComparing Self (Manager) to Direct Report 8-10 Range with a 4 or Lower If you (the manager) are in the 8-10 range and have someone in the 4 or lower scale…. Make a note to be straightforward in your discussions with them. Always allow them to ask clarifying questions so that your message is communicated. 1-3 Range with a 7 or Higher If you are in the 1-3 range and have someone in the 7 or above range, you will generally not have to be concerned about communication with them. Learning Index Verbal Skill Verbal Reasoning Numerical Ability Numerical Reasoning Manager Direct Report

  40. Suggestions for Team Development Create Team Concurrent Pattern Determine Strengths and Weaknesses within the team Construct learning activities that will reveal these attributes in a fun, non-threatening way. Facilitate a team dialogue to review results and establish action plans to optimize member performance. Provide Individual Reports to participants to facilitate the member interaction – ONLY WITH REFERENCE GUIDE Concurrent Pattern

  41. Profile XT Reports • Graph Report • Individual • Job Analysis Report • Placement Report • Coaching Report • Job Summary Graph • Job Profile Summary Report • Candidate Matching Report (Milti-job Martch) • Succession Planning Report

  42. Where is your talent? • “To adequately prepare for succession, you should evaluate the skills and attitudes of everyone in the organization who is a candidate for a leadership position.” • Interns • Employees • Management

  43. Candidate Matching Report • One candidate vs. multiple positions • Percentage match • For succession planning, promotion, career planning uses

  44. Profile XT Reports • Graph Report • Individual • Job Analysis Report • Placement Report • Coaching Report • Job Summary Graph • Job Profile Summary Report • Succession Planning Report • Candidate Match Report (Multi-job Match) • Succession Plannng Report

  45. Succession Planning Report • One Position vs. multiple candidates • Percentage match • For succession planning, promotion, career planning uses

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