ITAP Client Solutions Sampler

©2016 ITAP International, Inc. All Rights Reserved.

ITAP International

Client Solutions

Our services focus on: 1. Global talent retention and development 2. Effectiveness of the senior team and mission critical global teams 3. Global leader and global workforce development 4. Cross-border transformation and change

Ensure that culture is an asset, not a barrier in your global business!

ITAP International, Inc. Working at the intersection of business and cultural issues.

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ITAP enables people and organizations to succeed across border. We offer...

Organizational Diagnostics and HR Strategy

Global Workforce Assessment, Development/Learning Design and Facilitation

Local Business and Cultural Knowledge

Global Leadership/Management Development

Cross-cultural Research

…to Resolve Client Needs


ITAP Can Help Your Organization… • Assess the effectiveness of your recruitment, selection and

succession policies/practices - insure that your talent pool is diverse and matches the qualities and characteristics that will succeed in various cultures

• Identify development needs - address both individual needs and the global talent pool so the organization can leverage needs across large employee populations

• Design learning opportunities – match employees’ and leaders' learning styles, because these, too, differ across cultures

• Provide cross-cultural coaching for executives and leaders working in a multi-cultural environment

• Assess cultural profiles – help leaders and employees with self-understanding, the first step to appreciation

of cultural differences – identify whether organizational cultures differ by location

3 ©2016 ITAP International, Inc. All Rights Reserved.

Recruiting Potential

Candidates

Executive Search Recruiting Interim HR Recruitment Outsourcing Competency Based Recruiting Diversity recruitment

Redeployment

Pre-employment

Employment

Selection

Selection /

Assessment Centers

Business Psych. including Psychometrics

Selection

Assessment Competency

Based Recruiting & Selection

Selection Diversity

selection

(Global) Workforce

Development Stress Managing, Presentation Skills, cross cultural training Multicultural teams works with SME`s Sales training & Coaching Team Process Development, open space development, Diagnosis & Change Cross Cultural Orientation, Global presentation Teams HR Training, Sales Global / Virtual team and team leader development Training design + delivery Curriculum design

Onboarding and

Assimilation

Onboarding and Assimilation Team Building China Cultural Orientation Onboarding Assimilation

Succession Management

Competency-based Succession Management Succession Planning Succession Management Succession Management Design

Managing Performance

Cross-cultural Adaptation Motivation, Accelerating Learning, Strategic influencing Quality, Productivity, Business Planning, Joint Ventures Managing Performance in Multi-cultural Organisations Management Audits 360 Feedback, Psychometrics Performance Management Strategic influencing Managing Performance, Performance Management based on Balanced Score Card

(Global) Talent Identification

Company based talent process + practice / X – cultural development Assessment Centers Talent Audits Potential Analysis Talent ID – Senior, Talent ID – Global – China – related Assessment Centers

Global Human Resources Management/OD

Strategic HR Change

Global OD Outsourcing HR

Change /

Transformation HR review /

Organization Development

Leading Change M&A integration Strategic HR / Start

up (China) Organisational Health Audits (China)

Change Management

Strategic Mapping (software)

HR Developing / strategic HR

Strategic HR Change

management, multi Cultures

– HR – Strategic planning for China Projects

M&A Cultural integration

(Global) Executive / Leadership Development

Global Executive Coaching Leadership in multicultural environment Leadership Team Development, X – Cultural Development + Succession Processes Leadership Development Executive Coaching/ Development Train foreign executive Exec / Leadership Development Leadership Global Executive development Leadership Development

Redeployment

Redeployment

Redeployment

Amer

icas

EM

EA

Asia

-Pac


ITAP Americas, Inc.

11 Client Examples References furnished upon request


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Clients often testify to the positive results achieved from ITAP’s tools and approaches

You showed your commitment to building our relationship by giving us content up front, before we even had an agreement.

German/US American Medical Devices Company

This is impressive work. You have captured the voices of each of the

groups. Thanks – we know you've gone beyond the contract. VP of Diversity at a global pharmaceutical company

Without hesitation, ITAP exceeded our very high expectations. We will

look forward to partnering with you again in the future. Organizational Effectiveness Group Manager at a global financial services company


Client Example 1: ITAP supports multi-cultural marketing agenda

1. The Problem 2. The Tool/Services US insurance company identified wealthy cultural groups as targets. Wanted senior management buy-in to expand marketing efforts.

Culture in the Workplace Questionnaire™ Cultural overview of their market

3. The Solution 4. The Outcome Provides market data and cultural information to support C-level executives in developing multi-cultural marketing strategy and tactics.

Expanded agency recruitment Improved collateral materials (culturally sensitive and targeted) Revised product names and sales tactics

©2016 ITAP International, Inc. All Rights Reserved. 7

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Client Example 2: ITAP improves executive team effectiveness

1. The Problem 2. The Tool/Service Global biotech firm seeks to integrate senior executives from companies acquired over 3 years.

Executive Interviews Global Team Process Questionnaire™ (GTPQ) Identification of dilemmas

3. The Solution 4. The Outcome ITAP analyzes data collected, creates an executive off-site, facilitates discussion of dilemmas, and helps define outcomes.

Reorganized senior team into two distinct bodies. One reporting group and a smaller decision making group. Communication protocols defined and roles clarified.


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Client Example 3: ITAP improves multi-cultural team effectiveness

1. The Problem 2. The Tool/Service Global pharmaceutical company seeks to reduce tensions among a multi-cultural team of global franchise leaders and increase team effectiveness.

Global Team Process Questionnaire™ (GTPQ) Delivers team productivity intervention

3. The Solution 4. The Outcome ITAP designs team results seminars and provides follow-up leader/team member coaching based on the GTPQ findings.

Identified areas for improvement of team effectiveness Identified and measured change (significant improvement in team cohesiveness and collaboration) over time


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Client Example 4: ITAP improves organizational integration

1. The Problem 2. The Tool/Service Global chemical company seeks to align organizational cultures post acquisition.

Organizational Cultural Assessment Instrument Culture in the Workplace Questionnaire™ Global Team Process Questionnaire™

3. The Solution 4. The Outcome ITAP analyzes data collected, measures organizational cultural differences, links personal values data to identifies areas where integration will be difficult. Recommends approaches.

Headquarters realizes unintended consequences of initial integration actions. Seeks to redress approaches to accurately address new organizational culture aspects.


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Client Example 5: ITAP decreases strategic planning time frame

1. The Problem 2. The Tool/Service Korean division of global pharmaceutical company seeks to conduct strategic planning approach.

eStrategyMapper™

3. The Solution 4. The Outcome ITAP creates offsite, uses application to include employees at decision points, defines new strategy.

Creation of mission, vision, values Alignment of strategy with customer, organization and employee needs Creates mini-maps with action items for all levels of the organization including employee development to align with the strategy


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Client Example 6: ITAP develops global financial business partners

1. The Problem 2. The Tool/Service American FMCG company needed to develop finance leaders who were focused on strategy and analysis (forward view) rather than just reporting the numbers (re-view).

Designs/delivers Leadership Development program Designs finance curriculum for web delivery

3. The Solution 4. The Outcome Identifies operational business partnership competencies (more COO than Director of Finance). Creates/co-delivers Leadership development training. Prepares subject matter trainers. Creates content for webinars (ongoing finance curriculum).

Measurable financial business partner competencies Webinar curriculum developed including appropriate finance content/presentations for 4000 finance ee’s worldwide Trained Finance Subject Matter Expert (SME) as presenters


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Client Example 7: ITAP increases merger / acquisition success

1. The Problem 2. The Tool/Services Korean financial services company needed to align the company culture across subsidiaries.

Organizational Cultural Assessment Instrument Culture in the Workplace Questionnaire™

3. The Solution 4. The Outcome ITAP assesses corporate culture and subsidiary culture and identified gaps. Compares organizational culture (“desired state”) to employees’ cultural preferences.

Aligned business operational units to senior leaders “desired state” of corporate culture Action plans to address culture gaps (of subsidiaries) using employee data to focus on potential trouble spots


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Client Example 8: ITAP assesses and develops regional and global leaders

1. The Problem 2. The Tool/Services German high tech firm wanted to identify local talent and assess whether they are ready for regional development or global development roles.

Talent Potential Analysis (assessment center design and delivery) Leadership Development program localization design and global delivery

3. The Solution 4. The Outcome Assesses identified talent against defined core competencies. Facilitates quantitative and qualitative scoring. Makes recommendations for individual development.

Ranked talent as Local, Regional or Global Identified strengths and areas for development Recommended readiness for promotion


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Client Example 9: ITAP conducts research on cultural attitudes about risk and safety

1. The Problem 2. The Tool/Services Global oil exploration company seeks to measure the attitudes towards risk and safety.

Culture in the Workplace Questionnaire™ Custom Cultural Attitudes (Safety) Survey

3. The Solution 4. The Outcome Assesses attitudes of employees and vendor employees involved in construction or oil rigs. Conducts research on target candidate populations to assess differences in attitudes concerning safety and risk on the job.

Identified new cultural dimensions relations to risk and safety Recommended alternative approaches to safety


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Client Example 10: ITAP decreases cultural risks in call center location identification

1. The Problem 2. The Tool/Services US Medical devices firm wants to regionalize their world wide call centers to gain efficiencies.

Culture in the Workplace Questionnaire™ Custom Cultural Attitudes (Health) Survey

3. The Solution 4. The Outcome Assesses national culture issues, attitudes about call centers, attitudes about health. Conducts research on target candidate populations. Provides analysis of benefits requirements and practices.

Identified potential cultural issues in recruitment and selection, onboarding, training, and managing performance Assessed HR statutory requirements to avoid legal and cultural risks


Client Example 11: ITAP increases success of talent pool in relocation assignments

1. The Problem 2. The Tool/Services Asian client relocating "talent" to other Asian countries, even with lots of training support, found that only15% of their relocated talent received an Exceptional performance rating in their new assignment

Culture in the Workplace Questionnaire™

3. The Solution 4. The Outcome One hour debrief of results as pre-departure preparation for relocating talent added to existing pre-departure support

The results showed an increase to almost 45% of the talent receiving an Exceptional performance rating.


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Catherine Mercer Bing CEO, ITAP International, Inc. Managing Director, ITAP Americas, Inc. 353 Nassau Street, First Floor Princeton, NJ 08540 USA (W) +1.215.860.5640 (M) +1.609.937.1557 http://www.itapintl.com [email protected] SKYPE: CatherineBing


http://www.itapintl.com/�

mailto:[email protected]�

Leadership & Management

ITAP Client Solutions Sampler