1. Diagnostic FinxS

2. FinxS FinxS Products are:
Behavioural Analysis including Answering Interface, Report templates, Job Templates, Multi Person Reports and Team Reports
Open Questions
Open 360
Reasoning Analysis
Benchmarking
Surveys
Cutomised Behavioural Analysis and answering interface – you can add images logos’ workbooks, to reports. You are able to create job template and match candidates to them. Once a person is in your database you are able to re order results against different style style reports – management, customer service, administration or team report.
Open questions are question that can be added to the answering process. Recruiters often use this to gain additional information from the candidate. List your last 3 job and the time you spent at these. What are your contact details? You can add a variety of questions.
Open 360 – Allowing feedback from different levels within the different levels of the organisation on an individual. You can identify development area’s of individual s or a team. You can compare managers against each other in one report and see who is and who is not performing. The system then allows you re test Open 360’s at a later date to make comparison and check improvement.
The Reasoning Analysis consists of 9 tests , including areas of spacial, numerical, visual, mathematical logical, and a memory test.
Benchmarking
Surveys – you can create your own or use ours Climate survey, an employee engagement survey, customer satisfaction surveys

3. Why FinxS? Can brand reports and answering interface
Can customise report content (add workbooks, instructions, competencies, job templates, images etc)
1000 competencies to select from
You can administer the account yourselves
Can re order results against different reports for no extra cost
Play with results on screen
One platform all results
Combine reports
Can be used at all levels (organisation, team and individual)
You can brand your reports and your answering inter face - make it look and feel like Advantage Business
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
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 indivual

4. Global Production Ltd
Let me introduce you to global production

5. 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
Let me introduce you to a company called Global Production.

6. Global Production Ltd Management Team (10 members) CEO - Eric Howard
Directors of
Production A - Slibomir Slovaz
Production B - Anton Goodheart
R&D - Jeremy Schweissel
Accounting - Javier Morinha
Marketing - Staffan Pekkelström
Logistics - Karol Kasparczek
Internal Service - Lisbeth Laksom
IT - Steve Jones
Manager of
HR - Annabelle Lafloir
The Top Mangement team consists of 10 members

7. 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.

8. Main Problem Areas
Could you list the main areas that worry you - relating to people?
Eric: OK – let me see...
1 - I feel some resistance in my management team towards the new values
2 - We seem to have management problems in some departments
3 - Some regions seem to have bigger problems than others
4 - We have 200 higher level managers – but who are my key change agents?
5 - 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

9. 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)

10. Lets look at the marketing offices in Europe
Australia
Austria
Belgium
Denmark
Finland
France
Germany
Holland
Ireland
Italy
Poland
Russia - Moscow
Russia - St. Petersburg
Spain
Sweden
Switzerland UK
Brazil
Mexico
Peru
United States - Chicago
United States - Houston
Unites States - Los Angeles
Headquarters
Production A
China - Beijing
China - Hong Kong
China - Shanghai
India
Japan
Korea
Thailand
Production B
R&D Centers
Logistics Centers
Service Office
Egypt
South Africa
Tunisia
Marketing office
We will be focusing on a small group –The European Marketing offices.

11. Values/Surveys/Open360’s/Job Templates
Step 1: Questionnaire Design
- Values
Communication
People Management
Skills development
Promoting
Change alertness
Reliability
Use of power
Goal Focus
Decision-Making
Creativity
Step one we will design the climate survey to measure Global Productions Values 11

12. Questionnaire Design Step 1: Questionnaire Design Surveys Open 360
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.
Create job templates using compencies in the system to see if it the candidate natural style. 12

13. 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

14. Lets view results climate survey…
Select your response groups
Select ranking section
Once the 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.

15. Ranking Section – What can you notice?
France
Ranking section What can you notice.
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?

16. 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 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

17. 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?
Again France has scored particuliarly low.

18. 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…

19. Open 360 Reports Use Open 360 reports Create the questionnaire
(feedback on an individual’s performance)
Create the questionnaire
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….

20. 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 area’s (traffic lights)
Compare self answers with the assessors (look for blind spots)

21. 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?

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

23. 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 reliabilty.
People Management
Reliability

24. People Management
Lets look at the individual questions under people management….

25. Reliability
Reliability

26. You can also look at blind spots…
A blind spot show’s the gap where a person see’s themselves and how others see them
You can also use the open 360’s to identify blind spots.

27. Blind Spots

28. Job Template Select from over 1000 Behavioural Competencies
Score them
Compare them against the candidates

29. Competencies Select from over 1000+ hundred behavioural competencies
Create Job Templates

30. Job Templates – People Management
Let’s look at the Marketing Manager
Percentage
Average percentage age match

31. Reliability

32. Where to from here? How could you sell this concept to a client?
What could you do as a consultant to address the problems identified?
What training initiatives could be introduced?
What could you do to measure improvements of development areas?
What other services to the client could you provide using this tool?
How could you use this tool to further understand your clients business?

33. Questions?

34. HR Profiling Solutions - Providing versatile, user friendly psychometric testing tools empowering you and your clients to get the best from people, improve performance and the bottom line.
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