The Metrics Continuum: Leveraging Technology to Assess Individuals Throughout the Employee Lifecycle...
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Transcript of The Metrics Continuum: Leveraging Technology to Assess Individuals Throughout the Employee Lifecycle...
The Metrics Continuum: Leveraging Technology to Assess Individuals Throughout
the Employee Lifecycle
Robert C. Satterwhite, Ph.D.Monica A. Hemingway, Ph.D.,
SPHR
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What You Will Learn…
1. How can companies use web-based assessments to measure globally, but hire locally?
2. How can organizations handle the deluge of candidate applications in ways that ensure the best hiring decisions are made at the lowest cost possible?
3. What practical tools exist that engage and groom individuals so that they are less likely to leave and more likely to grow within the company?
4. How can organizations identify high potential leaders earlier in their careers at a time when HR is dealing with ever-smaller budgets?
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Evolution of Assessment Technology• Computerized
• PC-based, web-based• Mobile devices• Multimedia
• Images, audio, video• Interactive
• Simulations, gaming• Remote cameras
• Interviews, candidate identification• Timing, branching• Biometric scanning
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Problems with Assessment Technology Implementation
• Simple derivatives of paper-and-pencil assessments
• Don’t fully leverage technology• Additional development and implementation
costs• Can’t reach entire candidate pool (e.g., global)• Mismatch with candidate expectations • Overly complex• Unwanted add-ons • Time-consuming for candidates and hiring
managers• Unavailability of technology (e.g., computers,
kiosks)
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Why Focus on Metrics?
• Essential for making comparisons (e.g., teams, regions)• Provide foundation for objective decision making• Critical for seeing progress (retreat) over time• Provide legal defensibility• Lend credibility to HR• Stimulate discussions• Drive performance
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Why Focus on These Three Areas?
• Identifying the best globally, cheaply, and efficiently
• Incorporating innovation w/o sacrificing metrics
• Communicating brand
Selection
• Using metrics to drive conversations• Providing efficient access to developmental
resourcesDevelopment
• Minimizing executive “downtime” / org. disruption• Identifying hi-potentials earlier in their careers
High Potential Identification
Increasing Stakes
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Selection: Old School vs. New School
• Paper & pencil• Proctored sessions• Manual/scanned scoring• Regional implementations• Local language only• Manual reporting & metrics
• Web-based• Unproctored, 24/7 availability• Automatic scoring• Global implementations• Choice of language• Automatic reporting & metrics
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Selection Case Study: Issues
• A global hospitality organization wanted to…• Shift hourly staffing responsibilities from HR to line
managers• Efficiently process several million hourly applications per
year• Ensure fairness and consistency across 70 countries• Maintain strict record-keeping requirements• Use web-based testing despite low levels of literacy and
familiarity with computers among application population
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Selection Case Study: Solutions
• Designed and validated high fidelity tests that minimized computer and literacy challenges of hourly applicants
• Covers all hourly job families• Front & Back of House• Technical• Administrative Staff• Sales• Supervisors
• Test content includes text, audio, and pictures• Biodata/Personality• Situational Judgment (SJT)• Following Policies and Procedures• Applied Learning
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Selection Case Study: Metrics
• Administered globally to 2+ million applicants • Available 24/7• Offered to applicants in their choice of 22
languages• Applicants can apply to one or more jobs
simultaneously• Shortened assessments and time to administer• On demand candidate assessment results
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Development : Old School vs. New School
• Paper & pencil• End-of-year focus• Monologue• Reporting scores / #s• Development disconnect• US-centric• Manual reporting & metrics
• Web-based• Ongoing• Dialogue• Gap analysis• Resource centers• Global implementations• Automatic reporting & metrics
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Development Case Study: Issues
• For global pharma company there was…• Ambiguity around functional competencies required for
success in Marketing positions globally• Desire for concrete examples of how the functional
competencies are relevant at an individual level • Struggle to conduct consistent, meaningful manager-
employee performance discussions• Need for “at the fingertips” resources
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Development Case Study: Solutions• Developed and validated global functional
competency model across regions and BUs• Proficiency behaviors were validated to each job level
• Webinar to introduce functional competencies to organization• Provided case studies that “brought the competencies to
life”• Gap analysis tool to identify strengths and
opportunities for current and next level jobs• Development resources linked to specific
competencies and available online
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Development Case Study: Metrics (cont.)
Identify gaps for current and one- level-up positions
Includes: • Self-rating• Manager Rating• Current Job
Requirements• Next Level Job
Requirements• Unrecognized Potential• Blind Spots/Gaps
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High Potential Identification: Old School vs. New School
• Paper & pencil• Facilitated• Onsite• Time consuming• Expensive• Manual scoring• C-level focus• US-centric• Manual reporting & metrics
• Web-based• Unproctored• Virtual• Streamlined• Cost effective• Automatic scoring• Segmented to lower levels• Global implementations• Automatic reporting & metrics
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High Potential Identification Case Study: Issues• A global leader in the beverage industry…
• Needed a new leadership mindset and skill set to shape its new strategic direction
• Needed to build a more robust executive bench that addressed gaps in the current leadership pipeline
• Lacked consistency in talent readiness across the enterprise
• Needed a more deliberate grooming of talent with particular emphasis on global nature of the business
• Needed to identify high potentials earlier in their careers
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High Potential Identification Case Study: Issues
Emerging Leaders
Front-line Managers
Mid-level Managers
Sr. Executives
C-suite
Without SegmentationFocus
Developmental Resources Here
With Segmentation
High Potentials
Focus Hi-Potential
Resources Here
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High Potential Identification Case Study: Solutions
• Developed web-based tool that… • Measures leadership potential, readiness, and fit • Uses first-person videos, emails, voicemails, survey
results, industry reports• Is inclusive, fair, efficient and legally defensible
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Closing Thoughts
• Technology…• Driven by low cost and high speed Internet access• Increases scale and efficiency• Match to company and candidate needs/expectations• Fully leveraged for best results
• Metrics...• Allow you to speak in the language of business leaders
and Operations• Provide verifiable data to justify action (or inaction)• May be tested with qualitative feedback/input• Should be cross-validated (where feasible)