Performance Management System
This simple, step by step online system enables you to streamline the performance management process and to review all of your employees fairly and consistently. Now you can make informed compensation decisions based on performance and increase productivity by setting clear work expectations.
What Went in to Creating the System
The system was designed and created to optimize ease of use and performance management functionality. We created an integrated team of experts with this common goal.
This team included:
Highly skilled Organizational Psychologists to ensure that the system would integrate with an organization's objectives and culture, fairly reflect employee performance, optimize productivity and encourage personal development and growth.
Seasoned Business Strategy, Accounting and Financial Skills to ensure that the system would integrate with business objectives, measure performance accurately and include practical objective performance indicators and financial measures where required.
Experienced Human Factors Engineers to ensure that the logic of the system follows the workings of the human mind and sound psychological principles.
World class System Analysts and Programmers to create the application based on the team's design specifications.
Technology Usability Experts to test the system for ease of use and efficiency.
A company's performance is only as good as its people. We enhance the performance of our clients by working with them to select and promote the most appropriate candidate for a specific position. We have the depth of skills to assist in each step of the process from the initial screening through to training our client's employees to do reference checks. We do this utilizing our online selection and placement tools and approach.
Select Strategy, Inc. is a management consulting company that brings a broader business understanding and a holistic perspective to recruitment and selection.
Everyone wants to hire winners. We help you attract and select the best candidates with the help of personality and skills assessments and carefully designed interviews. We work out if there is a good fit with the position, prior to a time consuming interview. We reduce the risk of faulty hiring and wasted interview time.
Overview of Selection and Placement Options:
In summary, the selection process includes compiling a job description and job specification from which the selection criteria are derived. We decide what information and which selection criteria must be shared in the advertisement, place the ad, screen the resumes when they come in and conduct the initial phone interview / screen based on defined criteria. We create employee interview questions, activities and job simulations (assessment center activities), that you can choose to use during the employee selection process. We can also participate in reference checks. Our level of input and participation is jointly agreed with you and based on client requirements.
General Rule: The more selection techniques are used, the higher the validity of the process. Obviously this must be done within reason.
- Step I
Define the job spec and placement of the job ad. Many times companies want to recruit for a job but don't enjoy defining a clear job description. Our consultants help you to define or refine an accurate and clear job description and job specification. We create an accurate job ad that gets attention and targets the correct pool of applicants. We then place the ad using our network and expertise or if you have one, work with your HR department to do this, whichever you prefer.
- Step II
We also have access to extensive salary benchmarks and databases by industry, size of company, and geography and can use this combined with our knowledge of the market to inform you about competitive salary and benefit options.
- Step III
Once resumes start coming in, the next step is to screen them. Our trained consultants use their many years of experience to screen resumes, identifying the best candidates that should continue in the selection process. We down select to candidates that reflect the necessary skills and appropriate characteristics in their resumes to move on in the process.
- Step IV
We then do phone screenings. Speaking to applicants prior to deciding whether they should come in for a face-to-face meeting, saves time both for HR staff and applicants in determining to a greater extent whether there is a person-job fit. We help to compose specific sets of questions and conduct the screenings. We can also train your staff on how best to conduct phone interviews whichever you prefer.
- Step V
If required and if the type of position lends itself to it, we create or refine job simulations or assessments. Applicants complete these paper or online activities to assess job skills and personality fit. We ideally like to collect a representative sample of your existing best performers to complete the activities in order to provide a basis to compare the job candidate results against. This is also used to validate questions which may be refined according to responses of your own employees. We do usability testing, employees who complete the activities are typically asked for feedback in order to ensure that the system has been tested prior to use.
Employee results are scored, analyzed and averaged. Applicant results are scored and brief reports are presented with comparisons to employee scores, comments and conclusions. The time taken to complete activities is also tracked.
- Step VI
We offer expertise in defining interview and/or role play activities in order to ensure the process fits together as a whole. We also participate in the job interview process if you would like us to. As in all our steps a custom solution is created to meet our specific client's needs.
- Step VII
We offer help in defining reference check questions. These may be generic for a given position. However, we also include questions based on concerns or barriers to hiring a given applicant.
Our competitive advantages are precise measurements of the key skills, competencies and personality profiles required for specific departments and positions. We work with our clients to define the key criteria for measurement relative to job requirements and organizational culture.
We only create custom processes for clients and validate them using a sample within our client companies, or occasionally against existing tools that have already been validated for use. Importantly, we accurately measure skills that are difficult to measure.
Applicants are given a fair opportunity to demonstrate skills. Personality items are disguised so that it is almost impossible for applicants to guess what the socially desirable response may be. We present applicants with enough job relevant information to make responsible decisions and avoid reality shock.
We understand your employees are a crucial asset to your company.
Performance is optimized when employee and customer objectives are aligned. Our team creates tailored customer and employee surveys using our sophisticated online tools to understand external customer needs and internal employee expectations. The data is then analyzed to identify strengths that the company can continue to build as well as strategic opportunities for improved performance. We handle the process from start to finish providing our clients with insights on which to base their decisions.
Navigating the Management & Leadership landscape can be difficult especially in a dynamic environment. It is easier to assess the path if, it has been clearly signposted. The skills we assess and teach you, and our unique approach to your circumstance, will assist you in developing yourself and all around you. Your friends, colleagues and business partners will become easier to understand and manage. Success and self realization will follow when you are able to work with previously uncontrolled forces.
Identify strengths and areas for improvement in management skills.
Identify strengths and areas for improvement in human skills.
Create a progress report on a large number of skill dimensions.
Start of development planning and future progress measurement.
Identify areas for improvements that can be addressed by training.
Leadership Skills =
Management Skills + Human Skills
A sufficient range of skills are assessed to address most aspects of management behavior.
Skills are addressed rather than abilities as these can be taught.
Abbreviated Definitions Management Skills
Diagnosing Performance Problems
Abbreviated Definitions Human Skills
Conducting Effective Meetings
Effective Relationships With Peers
Effective Relationships With Superiors
Learning from Every Experience
Providing Constructive Feedback
Use of Punishment
Overview of Process
Skills are assessed and rated by the participant and co-workers
All ratings and assessments are anonymous (except for the self assessment)
Meeting with participants to explain process
Participants complete assessment and ratings for human and management skills. This is administered in a controlled environment
Select Strategy collates results using sophisticated NRI Mentors Technology for reports and one on one feedback meetings
Select Strategy provides confidential verbal and written reports of results to participant
Average of results are provided for the 15 human skills and 15 management skills
Comparison is provided between self assessment and colleagues assessment
Results are quantified and expressed as a percentage
Optional: Training needs and plan are identified
Customized Online Training to Build Superior Performance
Superior training helps to build super performers. We have leveraged our training expertise to develop a highly flexible online training engine. We create custom solutions using our dynamic training engine to meet our client's specific training needs. The system is then used to enroll employees and allow them to start training immediately tracking due dates and completions and providing detailed reports to appropriate HR personnel all at the click of a button. Our systems can be installed on site or can be used in an ASP model where we maintain the servers and data.