1 / 0

Enterprise Behavioral Program Goal Collaboration & Hiring

Enterprise Behavioral Program Goal Collaboration & Hiring. Business Performance Challenges. 87% of business issues are people related. Greatest opportunity for Improved Performance. 40% Difficult to connect . 30% Connect with some adaptation. 30% Connect Easily.

channer
Download Presentation

Enterprise Behavioral Program Goal Collaboration & Hiring

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Enterprise Behavioral Program Goal Collaboration & Hiring
  2. Business Performance Challenges 87% of business issues are people related Greatest opportunity for Improved Performance 40% Difficult to connect 30% Connect with some adaptation 30% Connect Easily Source: Stanford University 1999
  3. Behavior Drives Performance Cohesive teams achieve sustainable business results Hire the right people for the right role Improve Team Productivity Improve Sales Closure rate Retain Customers Retain and Grow Talented People Improve Organizational Productivity Increase Revenue Ensure Successful Projects Quality, On Time, On Budget
  4. Behavior Drives Performance LeadershipPerformance Developinghighlyeffectiveleadership Create a “Culture of Coaching” HiringPerformance Hiringtherightpeople for the role Employee Engagement Connect motivations to work life activities Goal Collaboration Buildinghigh performanceteams Tailor structure and communications for maximum results Sales Productivity and Customer Retention Customer insights to match sales preferences Aretéisaboutachieving maximumpotential
  5. Enterprise Behavioral Program Use suite of proprietary discoveries and performance measurement methodologies Strategy for embedding this understanding in business processes Match new hires and employees’ to their role using their strengths and motivations Tailor performance evaluations and coaching Marry relationship and task focused approaches to achieve specific goals Target communications to customers’ preferred style Ensure sustainability Embed understanding in the culture Incorporate in day-to-day tasks and project plans to ensure results over time
  6. Discovery Features “Forced Choice Assessment Model” is a more reliable measure of a person’s natural behavior. Reports are easy to understand, provide operational insights and recommend applications. Hire-to-Retire applications Additional guidelines for communications with employees, customers and suppliers
  7. The Areté Process Excel Success. Goal achieved.
  8. Goal Collaboration Package DISCOVER Help leader define the scope and goal Assist in identifying key participants Issue questionnaires and perform 1:1 feedback sessions Review team results with leader ALIGN Role fit assessment Prep for team session Facilitate the team session and action plan development PERFORM Provide 3-4 follow-up sessions/check-in points over an agreed upon time to assist in execution 2 hours of individual coaching or questions per person EXCEL Execute Business Engagement 360 Session to discuss what is working and what is not
  9. Hiring Performance Challenges Hiring “Round Pegs in Round Holes” Identifying talent needed for a role Getting below the surface in the interview to identify the true behaviors Discovering attitudes – passions, values, purpose, money Failure in a different operating environment Interview does not translate to performance Fitting into the team High cost of a bad hire
  10. The Case for Behavioral Assessment Behavioral Assessment increases accuracy of a successful hire to 53% - Job Profiling even higher. Studies by John Hunter, Ph.D., at Michigan State University, show that the interview process is only 14% accurate in predicting a successful hire, that background and reference checking has a 26% accuracy, that aptitude and personality profiling (i.e. behavioral assessment) has a 53% accuracy, and that job profiling increases the accuracy to 75%. Magazine- “Human Resources Magazine” article Employee Testing Gives Employers the Hiring Edge, by Maryanne Preston, March 1997
  11. 75% 26% 53% Rate of Success in Hiring 14% 26% 53% 75% + Interview Only + Background Check & Reference Check + Behavioral Profiling + Predictive Job Profiling 14% 14% Magazine- “Human Resources Magazine” article Employee Testing Gives Employers the Hiring Edge, by Maryanne Preston, March 1997
  12. Subscription Service Areté Solution – annual system Unlimited use of 8 Discoveries Natural Behavior - Learned Behaviors Communication Behavior - 360 Employee Personal Work/Life - 360 Leadership Career Life - 360 Sales Health Check Ongoing consulting support Assistance in implementing throughout the business Training for Internal Consultants to increase sustainability
More Related