Hello everyone and welcome to todays webinar – FinxS the diagnostic tool. I am Kelly Fairhurst and joining me today is Saffi Curran. Saffi will begin by looking at the features of FinxS and I will cover how to use the online system as a diagnostic tool. Consultant Model

Why FinxS? One platform – all results Can be used at all levels – organisation, team and individual User friendly, flexible system with fast turnaround Reports can be branded and customised Range of competency reports at no additional cost Online options add value at no extra cost Self-managed and administered account Excellent support at all times Saffi can you tell us a little about the benefits of usining FinxS You can brand your reports and your answering inter face - make it look and feel like your own business or your clients You can customise the your reports add workbooks reading instructions, images, job templates You have from over 1000 competencies to select from – you can either search by heading or by entering a search term What can you do with these competencies Saffi? You can administer the account yourselves. Have your own log in and database. Re order results against different reports, customer service, management etc You are able to play with results on screen – view candidates against different competencies, job templates, view multiple people at one time! Under one platform you have all results – climates surveys , customer satisfaction, open 360’s, job templates, You are able to combine results – target are from the climate survey with relating Open 360 results . The system can be used at all levels – at organisational, team and individual

Global Production Let me introduce you to global production

Background to Global Production Global Production produces agricultural goods for consumer (Production A) and industrial (Production B) markets. Finished products are transported from factories to around 300,000 customers around the world The company consists of 4 Research and Development centres (FinxSland, USA, Canada and China) 4 Logistic Centres, service and marketing offices in main markets Global Production produces agricultural goods for both the consumer and industrial markets The product is transported to over 300,000 customers around the world It consists of 4 research and development centre and 4 logistics centers

CEO CEO – Eric Howard 58 years Worked 2 years for Global Production Seems to be conducting organisational changes Reputation: tough, fast moving, fearless, good ethics and self confident Our CEO Eric Howard has worked at Global Production for 2 years and is looking to make some major changes.

Main Problem Areas Could you list the main areas that worry you - relating to people? Eric: OK – let me see... I feel some resistance in my management team towards the new values We seem to have management problems in some departments Some regions seem to have bigger problems than others We have 200 higher level managers – but who are my key change agents? I am sure there is something I am not aware of He has 5 keys issues He feels resistance towards the new values Not all management are preforming – some are performing better than others Some regions have bigger problems than others He wants to identify his key change agents He is sure he is not aware

Behavioural Analysis and Job Templates Your Solution Climate survey Open 360 Behavioural Analysis and Job Templates Analysis results I can see our role as providing you with information that helps you to make the right decisions. I am suggesting a 3 step process to collect that information: Step 1: Using a climate survey -We take your organisational values and ask every person working for the organisation how well they see the values being practiced Step 2: We take all your managers and measure their competences to exercise those values displayed in their daily work (Open 360) Step 3: We assess all your employees behavioral capacity – what you can expect from them (Job Templates)

Questionnaire Design Step 1: Questionnaire Design - Based on Values Surveys We are inspired to accept new ideas Open 360 Brings up new ideas and inspires us to accept them Behavioural Analysis Bringing up new ideas to inspire people Once you have designed your climate survey measuring all the values of the oragnisation you can then design the open 360 questions to evaluate if the leaders or management are displaying those values or compences in their work. SAFFI TO ADD So you design your Open 360 questionnaire to reflect what you are measuring in you climate survey Create job templates using compencies in the system to see if it the candidate natural style. 8

Where to begin…. Begin with Climate Survey Create the questionnaire Upload a spreadsheet of respondents Invites and reminders are automatically sent from the system Generate the report Saffi to Explain WRITE SCRIPT HERE

Lets view results climate survey… Select your response groups Select ranking section Once the climate survey questionnaire is completed you can look at results- Select your response groups In our case the European marketing offices and I will use ranking section for this exercise. There is a variety of ways that you can display you data. You now have all the results on screen of the climate surveys for the European offices.

Ranking Section What can you notice? France Ranking section This system works by using a traffic light system allowing you to identify problem areas at a glance. Green obviously means this is being displayed Yellow a development area And red a weakness What can you notice Saffi? SAFFI TO WRITE

Graphics to display trends Summary of question groups by country France You can either analysis results using the tables on the other pages or can display the information using a variety of graphs. This graph is displaying a summary of the question groups from all the European offices SAFFI as you can see France is represented with purple as you can notice France has scored particularly low in Leadership and reliability. Very low scores in Our Leadership and Reliability

Graphics to Display Trends - Leadership Our leadership Our Leaders are positive Our Leaders are encouraging We have charismatic leaders in Global Production Our leaders are good at preventing conflicts Total Our leaders are good at solving conflicts Our leaders are supporting Lets look a the leadership questions. What can you notice? SAFFI TO WRITE Again France has scored particuliarly low.

Graphics to Display Trends Reliability We have a positive atmosphere in our team We have good people relationships in our organization I trust the management Total Communication in our company is open Management keeps what they have promised I am treated with dignity and respect Reliabilty is another area identified…. Let’s now look at the Open 360 feedback our French marketing manager has received… SAFFI TO COMMENT

Open 360 Reports Use Open 360 reports (feedback on an individual’s performance) Create the questionnaire Create the questionnaire Up load a spreadsheet of respondents Up load a spreadsheet of respondents Invites and reminders are automatically sent from the system Generate the report Just to remind you of the Open 360 process… SAFFI TO EXPLAIN.

Open 360 Go to Open 360’s to look for information. What will you look for? Focus solely on details relating to survey findings Have a look at the general Open 360 results – look for red areas (traffic lights) Compare self answers with the assessors (look for blind spots and shining stars)

Let’s look at the Marketing Manager of France Open 360 Again using the Open 360 information you can display your findings using tables, a variety of graphs or both! This is displaying a summary of question groups for candidate. It too also works on a traffic light system. What can you notice? SAFFI TO DESCRIBE

Review the individual question scores So the pattern follows…..when you look at a break down of the individual question groups. SAFFI TO COMMENT

Results by Question Groups Summary of question groups When you look at the graphic’s you can see he has scored particularly low in people management and reliability. SAFFI TO COMMENT People Management Reliability

People Management Lets look at the individual questions under people management… SAFFI TO COMMENT.

Reliability Reliability SAFFI TO COMMENT

You can also look at blind spots… A blind spot shows the gap where a person sees themselves and how others see them – this can highlight possible weaknesses and also where an individual is underestimating their ability. You can also use the open 360’s to identify blind spots. WHAT ARE BLIND SPOTS? Blind spots show the gap between where the assessed see themselves and how others see them

Blind Spots Saffi can you please explain who the traffic lights work in the blind spot report? Saffi to write

Job Template Select from over 1000 Behavioural Competencies Score them Compare them against the candidates Lets now have a look at job template. The next step in our analysis process. Saffi can you explain a little about the job templates that are able to be created in FinxS SAFFI TO COMMENT

Competencies Select from over 1000+ hundred behavioural competencies Create Job Templates SAFFI TO EXPLAIN

Job Templates – People Management Let’s look at the Marketing Manager Percentage Oh so when we look at the marketing manager- the job templates competencies are based on the Open 360 report questions . The job template gives each competency a percentage match against the candidate’s natural behavioural style. It then gives you an over all percentage match. SAFFI TO RESPOND Average percentage age match

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