Presentation on theme: "Agenda Identify the key talent issue you are facing and take preliminary steps to address it Understand how technology-enabled assessment components can."— Presentation transcript:
0Building Your High-Potential Talent Through Assessment and Development Got Bench?Building Your High-Potential Talent Through Assessment and DevelopmentBill Berman, Ph.D., ABPPand Bob Lewis, Ph.D.
1AgendaIdentify the key talent issue you are facing and take preliminary steps to address itUnderstand how technology-enabled assessment components can address your talent needsUnderstand cost effectiveness, validity and appropriate level of defensibility
2Action #1 Be clear about what your most important needs are. Do not try to solve all your talent problems at onceAlign your areas of focus to the biggest business challenges
3Common Assessment Approach In-Depth DevelopmentExternal programJob rotationsMore exposureIndividual Development PlanningIdentify strengths and development needsPrepare development action plansAll IndividualsSelect IndividualsHR builds the templates and budget for slots in the poolHR Builds the “Book”Job historyPerformance ratingsCareer surveyTalent ReviewManagers discussTalent “potential” ratedRatings are calibratedSelect individuals are discussed in depth
4Typical HiPo Follow-On Actions ValidationExternal AssessmentTargeted DevelopmentTargeted Jobor ExperiencePerformanceMeasuresJob AnalysisScoringDeep interviewAssessment centerReal time off job1 – 2 days plus travel$8,000 +CoachingOffsite educationReal time off job$3,000 +Next job in successionStretch opportunity
5Action #2 Build or buy your assessments to capture what you need! SelectionDevelopmentHigh-volume roles?Technical or business skills?Leadership roles?Management or leadership skills?Current CompetenciesFuture PotentialWhat are the demands of the job?Potential for what?What distinguishes high from lower performers?What do industry/technology changes imply for the future?How do competent performers accomplish this job?What will the company have to deliver in the future?
6Action #3Decide on the type/amount of technology appropriate for your goalIn personVirtuallyOn paperOn lineFrom the officeFrom anywhereTailored and uniqueValidated and consistent
10Traditional Knowledge Assessment Traditional assessments are heavily text-based, generally require 8th grade literacy, and have high cognitive demands.Below is a typical knowledge assessment for a housekeeping position:Below are the steps for setting up a bathroomFirst, place the ice bucket on the left side of the sink.Drape the ice bag over the front side of the ice bucket and cover with the ice bucket lid.Place the plastic cups on top of the ice bucket.Place the shampoo, conditioner, lotion, and soap tray to the right of the sink.Place the shampoo, conditioner, and lotion bottles on the left, right, and back corners of the tray.Place the smaller bar of soap on the middle of the tray and the larger bar of soap on the front of the trayFinally, plug the hair dryer into the electrical outlet.Typical assessment items:What do you do after placing the plastic cups on top of the ice bucket?On which side of the sink are the shampoo bottles placed?
11Technology Enabled Assessment Item Technology enabled knowledge items present the same information verbally, in the applicant’s native language while a moving arrow visually illustrates the instruction.AdvantagesInstructions are conveyed verbally, as they are on the job, increasing job-relatedness.Verbal instructions eliminates the need for literacy and decreases the cognitive load, which decreases adverse impact.Expands greatly the pool of potential applicants
12Online Management Assessment Centers Innovation ScoresMulti-media situational assessment with constrained responsesCustomizableIn-basket questions“Choose-Your-Own-Challenge” model provides item security (i.e., inherent alternate forms)Web-based administrationScalabilityEase of DevelopmentOngoing ValueLevel of TouchOverall Innovation
14An Example: ItemHow would you facilitate an outcome that takes into account both perspectives?Ask them each to write up their recommendations and you will decide.Agree that price is important but reiterate that quality must take precedence.Review the market research data yourself to determine who is correct.Ask them to meet and generate a recommendation that takes both price and quality into account.
15An Example: ItemWhat information would you MOST like to have in order to address the quality versus price issue?Price data for GXR's target customers.Price by feature set for various configurations.Market research data by customer segment.Cost data from Production Engineering.
16An Example: ItemWhat information would you MOST like to have in order to address the quality versus price issue?Price data for GXR's target customers.Price by feature set for various configurations.Market research data by customer segment.Cost data from Production Engineering.
18Embedded Assessment Real-world Observation Action-learning Observation Innovation ScoresReal-world ObservationWeb-record video observation of calls, 1:1 and office meetingsSample s for communication style, writing skillsBehavioral scoring systems with high reliabilityAction-learning ObservationEstablish action learning eventsDevelop observable competencies and skillsFollow and observe team performance over timeScalabilityEase of DevelopmentOngoing ValueLevel of TouchOverall Innovation
19Technology Implementation NeedGoalsTechnology-enabled SolutionsEvaluate candidates (selection focus)Measure skills/capabilities to predict job fitAssess cultural fitEntry Level: targeted personality; low literacy job testsManager/Executive: online assessment centerCreate a “ready now” bench (development focus)Prepare for the next job in the hierarchyChallenge those with unrealistic assumptionsOnline case studies with facilitated feedbackIdentify high potential talentIdentify readiness for job progressions or closely aligned familiesPrepare for lateral moveRapid assessments of job knowledge and skill acquisitionNext jobCore elements of lateral jobDifferentiate talentIdentify where differentiation needs to occurDetermine characteristics that distinguish hi-po/hi-pro talent via work analysisIdentify strong performers via performance managementTargeted personality/cognitive testsOnline assessment centers