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• Founded in 1967
• Independent. Organically grown
• Operating in over 50 countries worldwide
• 800 professionals in 75 offices
• More than 3.000 clients in all sectors
• Small, medium and large organisations
• Local, national and global partnerships
• Over 10.000 assignments every year
Our Company
Wherever you need us, we are there
Achieving tomorrows results is about aligning people with new strategies“
Our approach
The right people will deliver the right results
We are pioneers in predicting the impact people will have on results“
How can we help?
Securing the right talent, in the right place at the right time
We are a result focused international people consultancy “
What we do
Strengthening you people performance
ROI Basic Method
Level Measurement Focus
1. Reaction,
Satisfaction, and
Planned Action
Measures participant satisfaction and captures planned
actions.
2. Learning Measures changes in knowledge, skills, and attitudes.
3. Application Measures changes in the performance setting.
4. Business Impact Measures changes in business impact variables.
5. Return on
Investment
Compares benefits to the costs.
GMA Tests (General Mental Ability Tests) .51
Job knowledge tests .48 .58
Interview, structured .51 .63
Interview, unstructured .38 .55
PMI Tests (Integrity tests) .41 .65
Assessment centres .37 .53
Biographical data .35 .52
Job experience .18 .54
Reference check .26 .57
Years of education .10 .52
Interests .10 .52
Graphology .02 .51
Predictive validity for job performance of different measures(Different Parts of Mercuri Urval Individual Assessments are bold).
Definition:*) Validity (r) refers to predictive validity of the personnel measure**) Multiple R refers to the combined predictive validity of GMA tests and the specific personell measure
Quality of Mercuri Urval’s PMI-procedure
Method Validity (r)*) Multiple R**)
Source: Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274.
Predictive Validity
Predictive ValidityLeading Global Client (2008-10)From 2008 to 2010, we performed 946 selections of people in managerial positions in over 30 countries for our client. In 2008, 509 people were assessed and of the 352 subsequently recommended by Mercuri Urval, 91% were meeting or exceeding expectations in the yearly performance appraisal, where both performance and behaviour was evaluated. In 2009-10, Mercuri Urval assessed 437 and recommended 300 of which 95% met or exceeded the expectations of their immediate manager.
The research was independently conducted by our client
Empirical Validity Study (2004-2008) The performance of employed individuals was evaluated after 6-12 months by the employer on a three-step scale:
1= Not meeting the demands2= Meeting the demands3= Exceeding the demands
Not Meeting Meeting Exceeding
Performance
Outcome
15 227 162
Result: from 1350 assessments = 94% meet or exceed expectations
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