1. 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

2. 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

3. Global Production
Let me introduce you to global production

4. 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

5. 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.

6. 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

7. 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)

8. 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

9. 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

10. 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.

11. 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

12. 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

13. 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.

14. 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

15. 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.

16. 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)

17. 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

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

19. 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

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

21. Reliability
Reliability
SAFFI TO COMMENT

22. 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

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

24. 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

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

26. 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

27. 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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