© 2013 IBM Corporation 2
Contents
• Overview
• Prove IT – Skills Assessment
• 2x Assess Behavioural Assessment
• Psymulate – Assessment Exercises
• Culture Fit Tool – OTS or Bespoke
• Realistic Job Previews
• Executive Assessment Model
• Potentia Profiling
• Leadership assessments
• Systems - Talent Suite, CompAnalysts & JAQ
• Other Services
© 2013 IBM Corporation 5
Prove IT Skills Assessment
• Close to 1,000 tests covering:
• Software
• Office Administration
• Accounting
• Call centres
• Finance
• Healthcare
• Industrial
• Legal
• IT Technical
• Licensed on Prove IT platform
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2 x Assess Platform
1. Sentio - Situational Judgement Test
2. Leadership Orientation Questionnaire
3. Custom Job Match Assessment
4. Custom Organizational Cultural Match
5. OTS Job Match Bank Teller
6. OTS Job Match Call Center
7. OTS Job Match Hospitality Associate
8. OTS Job Match Retail Associate
9. OTS Job Match Industrial Warehouse Worker
10. OTS Job Match Sales Rep
11. OTS Organizational Cultural Match
12. Counter-Productivity Indicator Assessment
13. Customer Satisfaction Indicator Assessment
14. Engagement Indicator Assessment
15. Retention Indicator Assessment
1. Safety Indicator Assessment
2. Sales Indicator Assessment
3. Teamwork Indicator Assessment
4. Service Questionnaire
5. Dynamic Personality Sift (DPS)
6. Occupational Preference Inventory (OPI)
7. CAT Logical Reasoning Test (LRT)
8. CAT Numerical Reasoning Test (NRT)
9. CAT Verbal Reasoning Test (VRT)
10. Restaurant Manager Assessment
11. Sales Selector
12. Custom SJT
13. Development Experience Indicator (DEI)
14. Motivation Questionnaire
15. Nurse Selector
© 2013 IBM Corporation 7
Psymulate – OTS Assessment Exercises
Complete Exercise Sets covering:
1. The Aspire Group Centre (Lifestyle & Hospitality Organisation) - Senior
Management Level
2. Mobius Centre (Professional Services Consulting Organisation - Director Level
3. Fine Wines Centre (Retail Organisation) - Management Level
4. Fairway International Centre (Manufacturing Organisation) - Junior
Management/Graduate Level
5. Phoenix Financial Services Centre (Financial Services Organisation) -
Management Level
6. Armstrong‘s Centre (Retail) - (Senior) Management Level
7. A Touch of Glass Centre (Communications Organisation) - Management Level
8. RTN Centre (Communications Organisation) - Management Level
© 2013 IBM Corporation 8
Psymulate PLUS range - Adaptable Exercises
SECTORS ROLES
Government Agency Attendance Manager General Management Management Information
Manager Project Manager
Aerospace Call Centre Manager Graduate Continuous Improvement
Manager Regional Office Manager
Central Government Call Centre Team Manager HR Business Partner Market Research Manager Regional Sales Manager
Energy Change Manager HR Director Market Research Officer Resource Planner
Finance Communications Manager HR Manager Marketing Officer Risk Manager
Housing Communications Officer Inventory Manager Middle Manager - General Sales
Insurance Control Centre Operator IT Analyst Programmer Office Manager - Gov't Sales Manager - Junior
IT Services Customer Complaints
Manager IT Development Manager Operations Manager
Senior Administrative
Officer
Local Government Data Analyst IT Manager Policy Advisor Senior Attendance
Manager
Manufacturing Data Security Officer IT Officer Process Analyst Senior Manager - General
Health Service Director Junior staff Process Improvement
Technician
Senior Manager - Call
Centre
Pharma Finance Manager L&D Account Manager Procurement Manager Supply Chain Manager
Real Estate Finance Officer L&D Advisors Product Manager Team Leader
Retail Financial Controller L&D Consultant Production Manager Trading Manager
Transportation First Line Manager L&D Officer Programme Manager Unit Leader
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Culture Fit Tool – OTS or Bespoke
A match between the values an individual finds most important to him/her and the actual values endorsed in an organization can have substantial outcomes in increasing employee attitudes and decreasing intentions to quit.
Values Match
Organizational Commitment
Job Satisfaction
Engagement
Decreased Turnover
ARCHETYPES
Achiever Playful
Adventurous Sociable
Caring Structured
Creative Transformative
Egalitarian Unconventional
Idealistic Wise
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Executive Assessment Model
Creating Strategy
Engaging Talent
Inspiring People
Achieving Excellence
HP Leadership
Behaviors
Emotional Resilience
Executive Presence
Judgment
Interpersonal Savvy
Self-Development
Executive
Essentials
Shares Organizational
Values
Thrives in Environment
Believes in the Mission
Culture Match
“Whole Person” Approach
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Executive Assessment Process
Pre-Interview
(Purpose, Target Job, etc.)
Inputs
Deep Dive Interview
(In-person or video conference)
Online Assessments
(Personality + Cognitive)
Facilitated Case Analysis
(Strategic & Creative Thinking)
Detailed Report
(Customized per Participant;
Written by Consultant)
Outputs
Stakeholder Debrief
(Review Results)
Debrief / Coaching Session
(Optional)
Background & Position
Requirements
Report
Overall Summary
Executive Essentials
High Performance Leadership
& Culture
Conclusions and
Recommendations
Participant Time Investment: 5 hours (not including optional travel time)
360 Interviews
(Optional)
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Potentia Profiling
Make sound decisions in ambiguous
circumstances
Quickly assimilate and process
complex, incomplete and conflicting data
Synthesise solutions to problems from one
context to a completely different
one
Evaluates the underlying capacity of a person to learn the skills needed to take on increasingly demanding roles in a business environment faced with
ever increasing complexity and ambiguity
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Leadership Orientations Questionnaire Leadership preference looks at an individual’s personality and motivation and how these combine to create a
leadership preference.
Not everyone has a preference towards leadership. For example, some of us prefer to become experts in a
particular discipline rather than to lead others.
There are 28 'leadership orientations' which form six clusters:
THINKING
ORIENTATIONS • Looking into the future
• Degree of abstraction
• Risk taking
• Readiness to adapt
• Managing tasks
SOCIAL
ORIENTATIONS • Socially aware
• Self-assurance
• Teamwork
• Acceptance
• Empathy
POWER
ORIENTATIONS • Exerting control
• Taking responsibility
• Assertiveness
• Motivating others
• Decision making
ACHIEVEMENT
ORIENTATIONS
• Importance of work
• Goal orientation
• In control of destiny
• Structure
• Commitment
• Planning
EMOTIONAL
ORIENTATIONS
• Managing emotions
• Dealing with stress
MASTERY
ORIENTATIONS
• Learning
• Personal development
• Growth
BENCHMARKING YOUR
High Performance Benchmark
0
2
4
6
8
10
12
14
GI
Hig
h P
erfo
rman
ce B
ehav
iou
r Sc
ore
GD BC IC ET DT CE IP FC AI IM
LEADERS AGAINST THE BEST
CREATING STRATEGY Gathering Intelligence (GI)
Generating Ideas (GD) Accelerating Innovation (AI)
INSPIRING PEOPLE Influencing People (IP)
Building Confidence (BC) Communicating Effectively (CE)
ENGAGING TALENT Establishing Trust (ET)
Fostering Collaboration (FC) Developing Talent (DT)
ACHIEVING EXCELLENCE Implementing Change (IC)
Improving Performance (IM) Winning Customers (WI)
WI
Pre-work Delegates
complete the Leadership
Orientations and High
Performance Motivators
Questionnaires
Pre-work Delegates
complete a Behavioural
Event Interview which offers as a sense check
to the data collected on the
centre
Post Individual
feedback report Meeting/call
with line manager,
delegate and consultant to agree support
and actions
Post Group report produced to
compare individuals and inform talent
and succession plan
Op
tio
nal
eve
nin
g la
un
ch e
ven
t
Day 1
Programme Introduction
Brand strategy meeting
Negotiation meeting
Strategy Creation
Presentation of Strategy
Group strategy meeting
Day 2
Feedback and Conclusions
Personal development planning
Bringing the Leadership Framework to Life
Individual Feedback
Review of Business
Issues
Review of Business
Issues
Individual Feedback
In-box
1:1
1:1
In-box
Background reading (completed in advance)
LEADERSHIP CENTRE
Example
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CompAnalysts
MARKET DATA
US, UK, Canada, and China database for
more than 4,000 jobs
EXECUTIVE PROXY DATA
Executive and board of directors proxy data
for 10,000+ public companies
GLOBAL SURVEYS
International technology data covering more
than 100 countries; consumer retail and
luxury goods surveys
COMPETENCIES
2,000 job models; leadership and executive
competency data; functional and technical
competency data, interview questions,
coaching tips and low cost/no cost teaching
tools or references
CONTENT TECHNOLOGY SURVEY MANAGEMENT Single, centralized tool for survey storage, benchmarking and survey participation
PAY ANALYTICS Analyze internal pay practices against market rates, ensure internal equity and pay program competitiveness
SALARY STRUCTURES Model cost scenarios and analyze impact of changes in salary ranges, compare internal structures using regression analysis
MERIT MODELING Evaluation and comparison of multiple merit scenarios, compare and adjust to internal budget
JOB DESCRIPTION BUILDING Centralized job description tool with access to proprietary library of 4,000+ job descriptions and competencies
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Job Analysis Questionnaire (JAQ)
Foundational
Competencies
Leadership
Competencies (HPB)
Knowledge/Skills/
Abilities
Personality
(KPA)
= 53 Knowledge/Skills, 22 Abilities
= 6 Traits X 6 Factors = 36 Traits
= 18 Competencies
= 3 Competencies X 4 factors =
12 Competencies
JAQ
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Descriptive reporting and analytics
provides direct insight to structured
or unstructured data (survey, social,
other) for individual elements within
a portfolio or solution.
Prescriptive analytics
employs strategic
alignment, scenario
analysis, and cognitive
computing (e.g., Watson) to
guide users to make the
best possible decisions.
Integrated reporting
and analytics enables
messaging across
elements within a
solution to provide a truly
holistic view of human
capital management
topics.
Predictive analytics
capitalizes on data-
integration and
advanced research
assets to allow insight
into future trends,
actions that could be
taken, and the impact
to the organisation.
1
2
3
4
Descriptive
(by product)
Integrated
Reporting
(Dashboard)
Predictive
Prescriptive
Data Analytics
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Management Training
Developing
Strategic Vision
Innovative Thinking
Problem Solving
Interviewing Skills
Appraisal Skills
Coaching Skills
Career Strategy and Personal Brand
Performance Management
Giving and Receiving Feedback
Managing Upwards
Presentation Skills
Influencing Skills
Negotiation Skills
Decision Making
Assertiveness
Communicating with Impact
Motivation Skills
Mastering Change
Managing Conflict
Project Management
Time Management
Delegation Skills Understanding the Customer
Team
Performance Basics
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Project Management and Client Support
PROJECT MANAGEMENT • Focuses on new customer implementations, managing
timelines and technology requests for customers wanting to
implement one or more solutions.
PROJECT COORDINATORS • Works very closely with the Project Managers and shared
service teams in supporting them throughout the life of the
project, primarily responsible for coordination of activities,
equipment and information.
CONFIGURATION SPECIALIST • 2xAssess SME responsible for aiding the service team in
delivery of system configurations for both implementation
and post implementation customers.
CUSTOMER SUPPORT SPECIALIS • Managing customer’s post implementation.
• Proactive communication
• Fielding day to day questions and escalations from Tier I
• Managing follow up research studies
INTERNS • Support project delivery and administration requests
• Developing our talent pipeline (bench strength)
Integrating Project
Management functions across
Assessment and Leadership
(work in progress).
Breaking down silos.