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Organizational Assessment and Talent
Development Systems
The right talent in today's complex knowledge-based
jobs has never been more critical to an organization's survival—or
more difficult to obtain. Here are just a few of the reasons:
1) Jobs keep changing! Companies are
continually repositioning in the race for a place in an evolving
economy. Continual repositioning results in downsizing, reorganization,
acquisitions, new technology and a "stop and go"
approach that changes jobs and keeps managers running at full
speed in different directions. Often this results in unreal
job expectations that no one but a super-human could deliver.
2) The workplace keeps changing! People
today are changing jobs at an average rate of every two to
four years, and the forecast is for increasingly shorter job
tenure. With jobs changing just as quickly or even more so,
there is an onerous demand on organizational leadership to
get better at targeting jobs and matching critical talent
requirements. They need the right talent, in the right place,
at the right time more than ever to achieve major goals. Talent
setbacks are inevitable, so an effective selection strategy
must be ready to deploy.
3) Employee turnover costs have exploded!
Many companies have not stopped to calculate the total costs
of employee turnover, a major portion resulting from hiring
the wrong talent for the job. Costs are compounding in the
areas of lost productivity, lost customers, lost training
and development investments, continual recruiting expenditures,
lost management and team productivity while getting the new
employees up to speed - and the list goes on. (For a worksheet
to help your organization calculate the business costs and
adverse impacts of turnover, contact Lynne directly via email).
All the above factors work together to keep
talent moving through "the revolving door!" Clearly,
it is time to implement better talent recruitment methods,
and more effective retention and development strategies. With
the help of innovative methods to benchmark jobs and match
talent, organizations can start hitting the mark.
Discover a New Solution
for Talent Selection and Management
Talent. Find It. Develop It. Keep It!
There are two ways to increase the level of
performance in your organization.
First—Select and hire the right
people—and then coach them, and continually develop their
skills.
Second—Coach and develop existing
people and hold them accountable for results.
So, how do smart companies actually do this?
How does your business measure human performance
against the key accountabilities of your critical jobs?
By following a proven, 4 step process:
Step 1) Benchmark the Job
How will the job serve your organization? What skills, styles and talent attributes are required? The TriMetrix™ job system scientifically and objectively defines specific needs of the job. It uses a multi-dimensional job analysis protocol to translate input from informed stakeholders with knowledge of how the job SHOULD be done. Key job accountabilities based on behavior, reward styles, and personal skills and attributes are determined through a 37-factor analysis, giving you an unbiased assessment of the specific talents required for a specific job.
[Click here to see a TriMetrix™Job Benchmark sample.]
[Click here to see a TriMetrix™Job Plus Benchmark sample.]
Step 2) Assess Personal Talent
Once you know the job benchmarks, you can compare them to data collected from the second TriMetrix™ tool the TriMetrix Personal Talent Report. This report gives you a summary of a person's talents based on the behaviors (how they will do the job) rewards (why they will find fulfillment doing the job) and personal skills (what they are capable of doing in the job) [Figure 1]. This information is critical to creating a good match.
[Figure 1—Performance Synergy:
The intersection of attributes, values, and behaviors.]
[Click here to see a TriMetrix™ Personal Talent Report sample.]
[Click here to see aTriMetrix™ Personal Talent Plus Report sample.]
Step 3) Now, Match the Talent to the Job!
The TriMetrix Comparison Report™ measures, plots, and compares the candidate's 8 behaviors (in order of strength) top 3 driving values, and 23 personal competencies, to the job benchmark. The report format can profile from one to five applicants on a single view.
[Click here to see a TriMetrix Comparison Report sample.]
The guesswork is gone! The TriMetrix™ Job System is changing the business of hiring. This system will measurably improve your chances of a hiring success. It does not eliminate the need for careful interviewing and thorough background checks. It complies fully with EEOC guidelines and can be used as data for up to 1/3 of the hiring decision.
Step 4) Set Your New Employee Up for Success!
The fourth step is to help your new hires fully maximize their unique talents in alignment with their new positions. The new hire receives a job manual clarifying the job requirements, including a set of 10 CD's and workbooks, explaining the top 3 behavioral requirements of the job, the top 2 driving value styles, and the top 5 most important talent attributes required for the job. They also receive their personal coaching report that helps them understand their behavioral style, driving values and 80 of their talent attributes, and how to maximize their performance potential in their new position. The coaching report not only guides them to create a performance plan, but gives them and their supervisors clear expectations for performance appraisals.
[Click here to see a TriMetrix Coaching Report sample.]
Summary
Meeting today's workplace challenges
requires today's best practices in hiring, developing and
keeping talent. Start with the job, then match talent to the
job. Stay on target in the selection process and slow down
that revolving door. The system that does all this is the
TriMetrix Job System™. It provides reliable behavioral,
values and talent profiles, on-line, that calculate over 80
different capacities. Our profiles are used by many of the
most well known corporations around the world.
The TriMetrix Job System™
What talents does a "job"
require for excellent performance? Only the JOB has the answer,
so let the "job talk" and listen carefully. The
TriMetrix™ System enables businesses to benchmark jobs
and assess the talents they require for maximum performance.
The process can be applied and reapplied to any job, anytime
in a constantly changing business environment.
Style Insights, Motivation Insights,
Attribute Index and TriMetrix are all registered trademarks
of Target Training International. Insight Systems Coaching
is a licensed and certified distributor of TTI products.
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