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In these tough economic times, it is critical to maximize the utility of all HR processes, as well as other programs throughout the organization. In this eSeminar, you will learn how organizations are increasing their effectiveness by utilizing assessments for both employee selection and development. An Industrial/Organizational Psychologist, Jocelyn Courtney-Hays, is going to be presenting how using assessment data pre- and post-hire not only gives an organization greater bang for their assessment buck, but it also enhances the selection system while facilitating the on-boarding and employee development processes.
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Copyright © TALX Corporation. All rights reserved.
Two for One: Using Assessments for Selection and Leadership Development
Jocelyn Courtney-Hays, pan – A TALX Company
June 23, 2009
2Copyright © TALX Corporation. All rights reserved.
Overview
• Introduction• Employment Assessments
• Selection • Development
• “Two for One” Assessment Strategies• Design• Benefits• Potential Challenges
Copyright © TALX Corporation. All rights reserved.
Employment Assessments
4Copyright © TALX Corporation. All rights reserved.
Types of Assessments
• Selection Assessments• Biodata • Integrity
• “Two for One” Assessments • Big 5 Personality Assessments• Work-based Personality
Assessments• Cognitive Assessments
• Development Assessments• 360° Feedback• Type-based Personality
5Copyright © TALX Corporation. All rights reserved.
Selection Assessments
• Hiring Process Benefits• Reduced applicant pool• Improved quality of interviewees
• Hiring Results Benefits• Improved quality of hire• Reduced turnover• Reduced incidences of counterproductive
behavior• Theft• Absenteeism/Tardiness
6Copyright © TALX Corporation. All rights reserved.
Development Assessments
• Onboarding Benefits• Demonstrate commitment to new hires’ success• Provide information for supervisors/managers
• Employment Benefits• Provide developmental foundation• Provide information for organizational initiatives
• Succession planning• Team building• Changes in structure
7Copyright © TALX Corporation. All rights reserved.
“Two For One” Assessments
• Selection Benefits• Identify high potential job candidates• Provide results that inform the interview process
• Development Benefits• Establish a foundation of information to
facilitate training and socialization efforts• Provide stable results that contribute to the
employee development process
Copyright © TALX Corporation. All rights reserved.
Two for One Assessment Strategies: Design
9Copyright © TALX Corporation. All rights reserved.
Developing an Assessment Strategy for Selection and Development• Step 1: Job Analysis• Step 2: Assessment Strategy• Step 3: Results Interpretation• Step 4: Report Design
10Copyright © TALX Corporation. All rights reserved.
Before you get started…
• Make sure your plan is in line with your goals!
Two for One: Selection Goals
Development Goals
Selection: Minimum Qualifications
Applicant Pool Reduction
Development:Feedback from othersPre- and Post-testing
11Copyright © TALX Corporation. All rights reserved.
Step 1: Job Analysis
• Goals• Identify work activities and critical competencies
• Knowledge, Skills, Abilities, and Other Characteristics
• Define the position’s relationship to other jobs
• Remember in any assessment program:
Job relatedness is critical!!!
• First step in establishing:• Legal Defensibility• Validity and Utility
12Copyright © TALX Corporation. All rights reserved.
Step 2: Assessment Strategy Decision
• Assessment should be based on:• Goals • Critical competencies • Assessment Quality • Administrative Factors
13Copyright © TALX Corporation. All rights reserved.
Step 3: Results Interpretation
Determine most effective
cut scores and decision rules
Train everyone responsible for selection and development
on assessment use
Establish and document evidence of assessment’s
validity and utility
14Copyright © TALX Corporation. All rights reserved.
Step 4: Report Options
• Selection• “Must have” competencies required for job success• Information needed to guide the interview process• Recommendations on job fit or candidate
qualification
• Development• Thorough competency information• Identify strengths • Identify opportunities for development
Copyright © TALX Corporation. All rights reserved.
Two for One Assessment Strategies: Benefits and
Potential Challenges
16Copyright © TALX Corporation. All rights reserved.
Benefits: All of the above and then some!
• Selection• Guidance for interviews• Additional information on which to compare
candidates• Improved Quality of Hire• Increased Retention
17Copyright © TALX Corporation. All rights reserved.
Benefits: All of the above and then some!
• Development• Onboarding• Coaching• Team Building• Succession Planning
18Copyright © TALX Corporation. All rights reserved.
Benefits: Return on Investment
• Costs• Assessment strategy design and
implementation• On-going assessment costs
• By using assessment data for both selection and development, you get more “bang for your buck”!
19Copyright © TALX Corporation. All rights reserved.
Benefits: Consistency
• Employees are developed based on the criteria by which they were selected
• Employees know what is expected of them • Next steps in their career paths• How to get from “Point A” to “Point B” within
the organization
20Copyright © TALX Corporation. All rights reserved.
Benefits: Employee Attitudes
• Showing employees they are valued from the beginning may lead to increased: • Organizational engagement and commitment• Job satisfaction• Retention• Positive referrals
21Copyright © TALX Corporation. All rights reserved.
Potential Challenges: A One-Way Street• Using selection assessment data for
employee development is a good idea!
• Using development assessment data for selection, promotion or employment decision making is a bad idea! • Ethical Concerns• Privacy Issues
22Copyright © TALX Corporation. All rights reserved.
Potential Challenge: Timing is Everything• Communicate the specifics of the
development program during the on-boarding process
• Give the employee time to acclimate to the roleBUT…
• Don’t wait so long that utility is lost
23Copyright © TALX Corporation. All rights reserved.
Potential Challenges: Test after Test…• Set your standards…
• Develop a standard policy for addressing requests to re-test
• Develop a standard retesting procedure
• Utilize assessments that produce results which are unlikely to change over time
24Copyright © TALX Corporation. All rights reserved.
Potential Challenges: Share and Share Alike
• Generally, selection results (e.g., indicators of job fit and qualifications) are kept confidential• Could cause unnecessary discomfort or stress
on the part of the employee• If shared, assessment information should be
framed in a neutral, developmental context rather than an evaluative context
25Copyright © TALX Corporation. All rights reserved.
Potential Challenges: Ch-Ch-Ch-Changes• Changes to the job or organization may
influence your assessment strategy
• Interpret assessment information in light of how the job of interest exists now
• Tell employees how job and organizational changes relate to their individual development goals and activities
26Copyright © TALX Corporation. All rights reserved.
Potential Challenges: Liar, Liar
• Mitigate the potential negative effects of response distortion and impression management• Encourage candidates to answer honestly• Use assessments that are resistant to faking• Use “non-threatening” assessments• Proctor cognitive assessments
27Copyright © TALX Corporation. All rights reserved.
Final Thoughts • Keep your eyes on the prize!
• Upfront investment leads to big returns
• Choose/Develop assessments that:• Address your goals
• Selection (quality of hire, reduce applicant pool, etc.)• Development (on-boarding, coaching, succession planning,
etc.)
• Are high quality• Document job relatedness, evidence of reliability and validity
• Fit your administrative requirements• Cost• Time Required
• Evaluate and improve!
28Copyright © TALX Corporation. All rights reserved.
Questions or Comments?
Thank You!