solving employee heartburn 2009
DESCRIPTION
What gives YOU employee heartburn? Do you have sales clerks not a sales force? Customer service is not really giving the service you want? Morale problems? Who should you promote, transfer or, let go? Employee theft? New hires are leaving - Just when they start being productive? It’s never too late to start with Genesis. We will help curb, correct and solve employee heartburn.TRANSCRIPT
Solving Employee Heartburn
Are people in your organization up to
your expectations?
Do you want to know why?
Companies Face Two Types of Problems…
People ProblemsSystem Problems
We help solve the people problems.
The Evil Twins
The one that got hired...
...The one who showed up.
“63% of all hiring decisions are made during the first 4.3 minutes of an interview.”
SHRM Study, reported in USA Today
Get the Whole Picture- Generating Job Match
The Interview system
only give you 10% of
the total person
We give you the
Essence of the TotalPerson:
• Thinking Style
• Behavioral Traits
• Occupational Interests
Source: “Job Matching for Better Sales Performance,” Harvard Business Review, Vol. 58, No. 5.
The Impact of Job Match
Low Turnover Industry
% left / fired after 6 months% left / fired after 14 months
High Turnover Industry
% left / fired after 6 months % left / fired after 14 months
Without Job
Match
46%57%
25%34%
WithJob
Match
24%28%
5%8%
Example: Salary of $36,000.
- 25% of annual salary $9,000
- Cost of benefits (500 * 3mo) $1,500
- Minimum Cost of a Bad Hire: $10,500
$9,000.00
$1,500
$10,500.00
Source: “Job Matching for Better Sales Performance,” Harvard Business Review, Vol. 58, No. 5.
The Impact of Job Match for T/O at 3 months (based on 100 person company)
From the previous slides, you saw a 3 month minimum cost of $10,500 per T/O Employee
You also saw with job match a T/O reduction of 20 % with job match
A savings of over $210, 000A total payroll reduction of 5.83 %
Workforce Cycle
HIREDNew Employees
Motivated, but not yet productive
Productive Employees
Motivated &Competent
Marginal Employees
Competent, but Un-motivated
Un-productiveEmployees
Neither Competent, nor Motivated
Separated1 2 3 4
What It Takes to Build a High Performance Workforce
Select the Right People
Integrity Substance Abuse
Reliability Work Ethic Job Match
Make Managers More Effective
Appraising Management Techniques
Improving Communication Skills
Developing Leadership Competencies
Accelerate Employee Productivity
Retaining Top Performers Training Needs
Coaching Employees Engaged & Competent
Workforce
High Performance Workforce Solution
We provide predictive and objective data on how a person will perform within a certain job description
Distortion – 8
Job Profile SummaryJob Pattern: Sales Representative
Overall Job Match 94%
Learning Index
Verbal Skill
Verbal Reasoning
Numerical Ability
Numeric Reasoning
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Thinking Style
Job MatchPercentage
95%10987654321
Energy Level
Assertiveness
Sociability
Manageability
Attitude
Decisiveness
Accommodating
Independence
Objective Judgment
Behavioral Traits
Job MatchPercentage
95%
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17
Occupational Interests
8
6
10
4
Job MatchPercentage
91%
The Job Matching process for Interests is concerned with the top three interests of a Job Match Pattern and how a candidate’s top three interests match. The three top interests for this Pattern are indicated and ranked from top to bottom.
Top three interests for this position
Lowest three interests for this position
Financial/Administrative
Technical
Mechanical
Enterprising
People Service
Creative
Interests Ranking
4
5
Genesis Assessments
We can show you how they are likely to fall within the “Pattern of
success” so to speak, for a certain job.
Imagine Great People
With job matching…
• Can deal with the mental demands of the position
“Superior” producers match their jobs and:
Source: “The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings” Psychological Bulletin, Sept 1998, Vol. 124, No. 2, pp 262-274.
• Are comfortable with the demands of the environment and with their co-workers
• Enjoy the work and are motivated to do the work
Selection and Onboarding
Use Job Match Patterns For:
Coaching and Mentoring
Training
Promoting
Managing Performance - reviews
Succession Planning
“Start with good people who are right forthe job; train and motivate them; givethem opportunity for advancement; andyour organization will succeed.”
J.W. Marriott
“If a person is not performing as expected, it is probably because they are miscast for the job.”
W. Edwards Deming
Job Match Matters!
www.GenesisAssessments.com
www.CongoSBA.com
605.321.5800 ask for Dan