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The Metrics Continuum: Leveraging Technology to Assess Individuals Throughout the Employee Lifecycle Robert C. Satterwhite, Ph.D. Monica A. Hemingway,

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Presentation on theme: "The Metrics Continuum: Leveraging Technology to Assess Individuals Throughout the Employee Lifecycle Robert C. Satterwhite, Ph.D. Monica A. Hemingway,"— Presentation transcript:

1 The Metrics Continuum: Leveraging Technology to Assess Individuals Throughout the Employee Lifecycle Robert C. Satterwhite, Ph.D. Monica A. Hemingway, Ph.D., SPHR

2 What You Will Learn… 1 1.How can companies use web-based assessments to measure globally, but hire locally? 2.How can organizations handle the deluge of candidate applications in ways that ensure the best hiring decisions are made at the lowest cost possible? 3.What practical tools exist that engage and groom individuals so that they are less likely to leave and more likely to grow within the company? 4.How can organizations identify high potential leaders earlier in their careers at a time when HR is dealing with ever- smaller budgets?

3 Evolution of Assessment Technology Computerized PC-based, web-based Mobile devices Multimedia Images, audio, video Interactive Simulations, gaming Remote cameras Interviews, candidate identification Timing, branching Biometric scanning 2

4 Problems with Assessment Technology Implementation Simple derivatives of paper-and-pencil assessments Don’t fully leverage technology Additional development and implementation costs Can’t reach entire candidate pool (e.g., global) Mismatch with candidate expectations Overly complex Unwanted add-ons Time-consuming for candidates and hiring managers Unavailability of technology (e.g., computers, kiosks) 3

5 Why Focus on Metrics? Essential for making comparisons (e.g., teams, regions) Provide foundation for objective decision making Critical for seeing progress (retreat) over time Provide legal defensibility Lend credibility to HR Stimulate discussions Drive performance 4

6 Why Focus on These Three Areas? 5 Identifying the best globally, cheaply, and efficiently Incorporating innovation w/o sacrificing metrics Communicating brand Identifying the best globally, cheaply, and efficiently Incorporating innovation w/o sacrificing metrics Communicating brand Using metrics to drive conversations Providing efficient access to developmental resources Using metrics to drive conversations Providing efficient access to developmental resources Minimizing executive “downtime” / org. disruption Identifying hi-potentials earlier in their careers Minimizing executive “downtime” / org. disruption Identifying hi-potentials earlier in their careers High Potential Identification Increasing Stakes

7 Selection: Old School vs. New School 6 Paper & pencil Proctored sessions Manual/scanned scoring Regional implementations Local language only Manual reporting & metrics Web-based Unproctored, 24/7 availability Automatic scoring Global implementations Choice of language Automatic reporting & metrics

8 Selection Case Study: Issues A global hospitality organization wanted to… Shift hourly staffing responsibilities from HR to line managers Efficiently process several million hourly applications per year Ensure fairness and consistency across 70 countries Maintain strict record-keeping requirements Use web-based testing despite low levels of literacy and familiarity with computers among application population 7

9 Selection Case Study: Solutions Designed and validated high fidelity tests that minimized computer and literacy challenges of hourly applicants Covers all hourly job families Front & Back of House Technical Administrative Staff Sales Supervisors Test content includes text, audio, and pictures Biodata/Personality Situational Judgment (SJT) Following Policies and Procedures Applied Learning 8

10 Selection Case Study: Solutions (cont.) 9

11 Selection Case Study: Metrics Administered globally to 2+ million applicants Available 24/7 Offered to applicants in their choice of 22 languages Applicants can apply to one or more jobs simultaneously Shortened assessments and time to administer On demand candidate assessment results 10

12 Development : Old School vs. New School 11 Paper & pencil End-of-year focus Monologue Reporting scores / #s Development disconnect US-centric Manual reporting & metrics Web-based Ongoing Dialogue Gap analysis Resource centers Global implementations Automatic reporting & metrics

13 Development Case Study: Issues For global pharma company there was… Ambiguity around functional competencies required for success in Marketing positions globally Desire for concrete examples of how the functional competencies are relevant at an individual level Struggle to conduct consistent, meaningful manager-employee performance discussions Need for “at the fingertips” resources 12

14 Development Case Study: Solutions Developed and validated global functional competency model across regions and BUs Proficiency behaviors were validated to each job level Webinar to introduce functional competencies to organization Provided case studies that “brought the competencies to life” Gap analysis tool to identify strengths and opportunities for current and next level jobs Development resources linked to specific competencies and available online 13

15 Development Case Study: Metrics 14

16 Development Case Study: Metrics (cont.) 15

17 Development Case Study: Metrics (cont.) 16 Identify gaps for current and one- level-up positions Includes: Self-rating Manager Rating Current Job Requirements Next Level Job Requirements Unrecognized Potential Blind Spots/Gaps

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20 Development Case Study: Metrics (cont.) 19

21 High Potential Identification: Old School vs. New School 20 Paper & pencil Facilitated Onsite Time consuming Expensive Manual scoring C-level focus US-centric Manual reporting & metrics Web-based Unproctored Virtual Streamlined Cost effective Automatic scoring Segmented to lower levels Global implementations Automatic reporting & metrics

22 High Potential Identification Case Study: Issues A global leader in the beverage industry… Needed a new leadership mindset and skill set to shape its new strategic direction Needed to build a more robust executive bench that addressed gaps in the current leadership pipeline Lacked consistency in talent readiness across the enterprise Needed a more deliberate grooming of talent with particular emphasis on global nature of the business Needed to identify high potentials earlier in their careers 21

23 High Potential Identification Case Study: Issues 22 Emerging Leaders Front-line Managers Mid-level Managers Sr. Executives C- suite Without Segmentation Focus Developmental Resources Here With Segmentation High Potentials Focus Hi-Potential Resources Here

24 High Potential Identification Case Study: Solutions Developed web-based tool that… Measures leadership potential, readiness, and fit Uses first-person videos, s, voic s, survey results, industry reports Is inclusive, fair, efficient and legally defensible 23

25 High Potential Identification Case Study: Solutions 24

26 High Potential Identification Case Study: Solutions 25

27 High Potential Identification Case Study: Solutions 26

28 High Potential Identification Case Study: Solutions 27

29 High Potential Identification Case Study: Solutions 28

30 High Potential Identification Case Study: Solutions 29

31 High Potential Identification Case Study: Metrics 30

32 High Potential Identification Case Study: Metrics 31

33 Closing Thoughts Technology… Driven by low cost and high speed Internet access Increases scale and efficiency Match to company and candidate needs/expectations Fully leveraged for best results Metrics... Allow you to speak in the language of business leaders and Operations Provide verifiable data to justify action (or inaction) May be tested with qualitative feedback/input Should be cross-validated (where feasible) 32

34 Any Questions? 33


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