Hodges Advisory Services | Discussion Papers
Hodges Advisory Services is an Adelaide based advisory firm specialising in strategy, planning, coaching, profiling and leadership development programs.
business advisory services, business coaching, executive coaching, business strategy, planning, coaching, profiling, leadership development, business coaching Adelaide, business coaching South Australia
694
page,page-id-694,page-template-default,ajax_fade,page_not_loaded,,

Discussion Papers

Header_support

 

Experienced Shared.

Discussion papers by Dan Harrison.

Click on the tabs below for details and downloadable files.

Best Practice in Talent Assessment

Talent Assessment is the Essential Foundation for Organisational Success

High quality assessment used at the point of hire enables you to have the greatest impact on performance, productivity and retention.

To be effective, talent assessment must comprehensively assess both eligibility and suitability and provide an overall score. Eligibility factors include previous experience, education, certifications, skills, abilities and reference checks, and aptitude. Suitability factors include attitude, motivation, interpersonal skills, task preferences, interests, and work environment preferences.

Why you should read this Talent Assessment White Paper

An effective Job Success Formula governs the entire process of recruitment and enables you to effectively pre-assess applicants, interview applicants and determine the best candidate. It not only structures the interview, it structures the entire recruitment process making the assessment much more systematic and accurate.

Assessing people for jobs is the most important task of any organisation. The quality of assessment ultimately determines the performance of new hires as well as the ability of the organisation to effectively develop employees. It affects every important aspect of the organisation’s success including management effectiveness, sales volume, customer retention and productivity. Assessment is not merely one of the functions of the Human Resource Department, it is the essential foundation for effective talent acquisition and talent management.

Harrison Position Paper – Best Practices in Talent Assessment (PDF 194kb)

Best Practices in Recruitment Assessment

High quality assessment during the recruitment process enables you to have the greatest impact on performance and productivity in your organisation. This results in less time and money spent on training and developing employees, enabling management to focus on important strategic issues.

Good assessment reduces training costs, minimises losses due to poor decisions, increases employee retention and provides a foundation for better teamwork.

Assessing people for jobs is the most important task of any organisation. The quality of assessment ultimately determines the performance of new hires as well as the ability of the organisation to effectively develop employees. It affects every important aspect of the organisation’s success including management effectiveness, sales volume, customer retention and productivity. Assessment is not merely one of the functions of the Human Resource Department, it is the essential foundation for effective talent acquisition and talent management.

Why you should read this Recruitment Assessment White Paper

High quality assessment during the recruitment process enables you to have the greatest impact on performance and productivity in your organisation. This results in less time and money spent on training and developing employees, enabling management to focus on important strategic issues.

Good assessment reduces training costs, minimises losses due to poor decisions, increases employee retention and provides a foundation for better teamwork.

Harrison Position Paper – Best Practices in Recruitment Assessment (PDF 386kb)

Making Sense of the Assessment Nonsense

A Practical Checklist for Making Smart Assessment Decisions

The investment spent on recruiting, developing and retaining employees represents a significant portion of an organisation’s budget. Multiple studies have shown the cost of a bad hire to be as much as three to four times the individual’s annual salary.

With this in mind, it is no wonder there has been a strong trend in the increased use of assessments to acquire, develop, and promote the best talent. However, with this trend has come significant confusion about how to choose assessments and how to best use them to obtain a competitive advantage.

The purpose of this paper is to provide clarity and a practical checklist of considerations.

When evaluating assessments, there are six key questions that must be considered – this white paper takes a closer look at each question in more depth.

Making Sense of the Assessment Nonsense (PDF 669kb)

Engaged shared responsibilities

Engagement surveys are commonly used to assess the organization’s level of employee engagement. Questions generally focus on levels of satisfaction or the degree to which managers effectively support employees. Management then creates strategies, programs, or policies in order to better engage employees. While this approach has proven valuable in many organizations, it has limitations in terms of improving individual engagement and creating a culture of engagement.

This white paper will outline why this is the case and what is needed to achieve a greater impact on organizational performance metrics.

HA-article-engagementsharedresponsibility (PDF 269kb)

 

newspaper templates - theme rewards