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People: Predispositions & Perceptions Evaluating Human Dynamics that Drive Safety Performance

People: Predispositions & Perceptions Evaluating Human Dynamics that Drive Safety Performance. Presented by: Whitney Martin, ProActive Consulting. Part 1: Predispositions. Have you ever had an employee who greatly exceeded your expectations?.

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People: Predispositions & Perceptions Evaluating Human Dynamics that Drive Safety Performance

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  1. People: Predispositions& PerceptionsEvaluating Human Dynamics that Drive Safety Performance Presented by: Whitney Martin, ProActive Consulting

  2. Part 1:Predispositions

  3. Have you ever had an employee who greatly exceeded your expectations?

  4. How different were the hiring processes used in these two cases?

  5. Here’s what you see & hire/promote… Here’s what you see when you interview Here’s what you get!

  6. Here’s what you see when you interview Here’s what you get!

  7. Interviews have a 14% success rate in identifying superior people! – Hunter & Hunter “Validity & Utility of Alternative Predictors of Job Performance”. Psychological Bulletin, Vol. 96, No. 1. p90

  8. Heads or Tails?

  9. The closer to 100% information the better… Interview + Background Check/Attitudes

  10. Liar, Liar… This is your applicant pool: • 56% of working people admit they have lied to their supervisors • 41% say the have falsified records • 31% abuse drugs or alcohol • Employees steal 10x more than shoplifters

  11. Attitudes– DirectAdmission (1)Mr. Trouble has never applied for a position at this company. (2)Mr. Trouble is presently employed but says that he does not like his job. (5)Mr. Trouble reports that his most recent monthly salary has been between $1251 and $1700. (6)Mr. Trouble states he will be ready to go to work tomorrow. (11)Mr. Trouble ADMITS HE HAS BEEN FIRED DUE TO CONFLICTS WITH OTHER WORKERS AND/OR SUPERVISORS. (17)Mr. Trouble has been LATE TO WORK 4 TO 6 TIMES IN THE PAST YEAR. (23)Mr. Thomas CAN’T REMEMBER IF HE IS ON PAROLE OR UNDER COURT-MANDATED PROBATION. (30)Mr. Trouble CAN’T REMEMBER IF HE EVER FILED A FRAUDULENT MEDICAL CLAIM. (35)Thomas states he has moved his residence 2 to 3 times in the past 5 years. Step One Survey (SOS)

  12. Attitudes– Compared to Workforce 3 4 1 2 Step One Survey (SOS)

  13. What other information might be helpful? The closer to 100% information the better… This is as far as “style assessments” go Interview + Background Check/Attitudes + Personality & behavior + Mental Abilities + Interests & Motivators + Job Matching

  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 the persondo the job? HOW will the persondo the job? Will the persondo the job? Profile XT

  15. 1 2 3 4 5 6 7 8 9 10 Learning Index Verbal Skill Verbal Reasoning Numerical Ability Numeric Reasoning Can The Person Do The Job?Thinking Style Profile XT

  16. Energy Level Assertiveness Sociability Manageability Attitude Decisiveness Accommodating Independence Objective Judgement How Will The Person Do The Job?Behavioral Traits 1 2 3 4 5 6 7 8 9 10 Profile XT

  17. How doBehavioral Traits affect safety? Low High 1 2 3 4 5 6 7 8 9 10 Patient Methodical & Focused Multi-Tasker Sense of Urgency Energy Level Compliant Follows Rules Individualistic Questions Rules Manageability Slow to Trust Vigilant & Weary Trusting Optimistic Attitude Impulsive Accepts Risk Needs a lot of Info Well-Analyzed Decisions Decisiveness Creative Thinker Intuitive Logical Thinker Unemotional Objective Judgment Profile XT

  18. Part 2:Perceptions

  19. Surveys: Measure the Safety Culture • Why Surveys are effective: • Create Baselines • True Leading Indicator • Allows for Real-Time strategy changes

  20. What Surveys Can Measure • Knowledge • Behavior • Trust • Leadership Effectiveness • Training • Engagement • Reception of Message • Effectiveness of Initiatives • Employee Risk Perception

  21. Considerations for Administration • Custom vs. “Off the Shelf” • Reliability and Validity • Appropriateness of Questions and Scales • Coding of Written Comments • Inclusion of Interviews • Administration Method • Analyzing Results

  22. Biggest Pitfalls to Avoid • Lack of FULL organizational commitment • Don’t recognize that Perception IS Reality • Doesn’t address the REAL issues • Results aren’t communicated completely or effectively • Changes aren’t attributed to the survey

  23. Measuring Predispositions and Perceptions for a Safer, more Productive Organization!

  24. For More Information: Whitney Martin, ProActive Consulting www.consultproactive.com 502-742-7411 whitney@consultproactive.com

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