DEF

INING ROLES • D

EFINING ROLES

•

SEL

ECTING THE

RIG

HT PERSON

•IN

DUCTING AN

D IN

TEGRATING

•D

EVELOPMEN

T • D

EVELOPMENT

•P

ERFORMAN

CE

• MANAGEMEN

T •

S

PO T T I N

G •

TALEN

T •

LEADERSH

IP • L

EADERSHIP

•C

OA C H I N

G • C

O

ACHIN

G •

OU

T

P L A C E ME

NT

• EXIT •

Managing the employee lifecycle

LEADE RSH

IP • L

E

ADERSH

IP •

S

PO T T I N

G •

T

ALEN

T •

C

OA C H I N

G • C

OACHIN

G •

DEV

ELOPMENT

• DEVELOPMEN

T •

INDUCTING A

ND

IN

TEGRATING

•

SEL

ECTING THE

RIG

HT PERSON

•

DEF

INING ROLES • D

EFINING ROLES

•

PER

FORMANC

E • M

ANAGEMENT

•

FACET 5 applies world class personality profiling to every stage in your employees‘ lifecyclefrom designing, through maximising performance to exit interviewing.

The employee lifecycle manager applies a consistent model to every stage in an employee life cycle. You:

• create world-class processes

• save time learning one system..not twenty

• become an expert in one model, consistently improving and refining your people expertise

• build up data to review and improve what you do across an organisation

• establish a business-centred vocabulary to communicate and discuss people issues.

Defining roles: then focusing adverts and specifications to attract ideal candidates.

Coaching: robust personality profiles kick start effective coaching.

Selecting the right person: reducing time to hire and improving decisions. Ensuring new employees fit organisational culture.

Inducting and integrating: managing those critical first three months.

Development: planning soft and hard skills training that delivers. Integrating employees into superb teams.

Performance management: understanding employees’ internal drivers to drive superior performance.

Spotting talent: who can move from managing functions to organizing people.

Leadership: identifying the next generation of leaders.

Outplacement/exit: supporting exiting employees by focusing on them, has huge benefits for employer brand and

winning back key staff after a talent drain.

The employee lifecycle manager: The professional resource for managers, leaders, internal and external consultants.

OU

T

P L A C E ME

NT

• EXIT •

1

2

3

4

5

6

7

8

9

9

8

7

6

5

4

3

2

1

The employee life cycle manager

FACET 5, a personality assessment tool, is the central processing unit of the Employee Life Cycle Manager. It :

• builds on the internationally accepted ‘ Five Factor’ standard for describing personality and predicting behaviour;

• is designed for business usage and on-line delivery;

• is quick to complete, and reports in everyday language:

• is backed up by good value, time effective training and a huge range of user support services;

• combines the experience of psychologists, experienced business people and IT specialists;

• has been used by many blue chips, consultancies and smes;

• offers true international reach in 30 languages.

FACET 5 drives a growing range of modules dedicated to critical moments in the employee/employer relationship, drawing on both people’s views of themselves and rating by their colleagues, peers, managers and reports;

Defines critical requirements of a role. You can tailor recruitment messages to attract ideal candidates, then match them to their ideal job profiles. Audition generates interview questions which will improve unreliable informal interviews.

Strategic Leadership Review:

Predicts leadership style and provides the basis for rich leadership development.

Backdrop:

TeamScape: Ensure teams get up to speed quickly whether project-based or functional, real or virtual.

A

UD I T I O

N • A

UDITIO

N •

TEAMSCAP

E • T

E

AMSCAPE •

LE

ADING EDGE

• LEADING EDGE •

BA

C K D R OP

• BA

CKDROP

•

W

O R K P

RE

FE

RENCE

S •

STR

ATEGIC LEAD

ER

SHIP REVIEW

•

SEA

RCHLIGHT

• SEARCHLIG

HT

•A

UD I T I O

N • A

UDITIO

N •

TEAMSCAP

E • T

E

AMSCAPE •

LE

ADING EDGE

• LEADING EDGE •

BA

C K D R OP

• BA

CKDROP

•W

O R K P

RE

FE

RENCE

S •

STR

ATEGIC LEAD

ER

SHIP REVIEW

•

Leading Edge:

Searchlight:

Work Preferences:

Enables your staff and customers to define your corporate culture.This helps at all stages in the employee life cycle.

Audition:

Defines management styles that will get the best out of individual employees.

An overview of the features you can expect the individual to bring to your organisation.

Highlights employees’ key work motivators and influences for future career planning.

SEA

RCHLIGHT

• SEARCHLIG

HT

•