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Webinar: Best Practices for Improving Workplace Productivity and Organizational Performance

Call in 866-740-1260, Access Code: 7511251

Best Practices for Improving Workplace Productivity and Organizational Performance

John Bradford, Senior Vice President, Consulting and Training Services Philip Shuler, Vice President, Enterprise Solutions Services

May 2012

Diverse Base of Marquee Customers

• 11,000+ active customers

• Customer base includes 152 Fortune 2000 companies

• Represented in over 120 countries

Customer Highlights

Financial Services Travel & Hospitality

Technology Healthcare Energy & Utilities

Education & Government

Business Services

Retail & Consumer

Our Value Proposition

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Profiles International offers solutions that enable organizations to select the right people and develop them to their full potential.

• Selection • Development • Coaching • Managing • Succession Planning

Why  We’re  Here Today…

Share Best-in-Class Practices that result in . . .

• Increase retention

• Achievement of first performance milestones

• Greater hiring manager satisfaction

Dramatically increase the productivity of your employees…

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How Did You Feel the First Day in a New Job?

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How Did You Feel the First Day in a New Job?

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How Did You Feel the First Day in a New Job?

Best-in-Class

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The highest current performance level in an industry, used as a standard or benchmark to be equaled or exceeded. Also called best of breed and best practice.

Best Practice

A method or technique that has consistently shown results superior to those achieved with other means, and that is used as a benchmark.

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Best Process

Who Determines Best-in-Class?

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2012 Research

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* 298 Enterprises

Benchmarking the Best-in-Class

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Benchmarking the Best-in-Class

Pressures Driving Onboarding in 2012

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Best-in-Class!

Source: Aberdeen Group, April 2012

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Best-in-Class!

Share several common characteristics, including:

Centralized onboarding process Includes both the tactical and strategic elements Define key metrics in advance

Results: drive organizational performance, accelerate productivity and improve engagement.

Source: Aberdeen Group, April 2012 18

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Onboarding

The strategic process designed to acclimate new employees into the organization and prepare them to contribute to a desired level as quickly as possible.

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The Evolution of Onboarding

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Key Drivers for Strategic Onboarding

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The Real World

Productivity gains tied to quicker onboarding process.

Time to Contribution of Onboarding Process #2

Time to Contribution of Onboarding Process #1

Shaded region represents the gained productivity

Full Productivity

Time in Job

Prod

uctiv

ity L

evel

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Key Players

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Boosting Productivity Through Onboarding

“The productivity of work is not the responsibility of the worker but of  the  manager.”  – Peter Drucker

More than ever before, hiring managers and HR departments are being held accountable for

accelerating productivity through onboarding initiative.

The Bottom Line

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• Improving Work-place productivity

• Organization Performance

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Achieving Best-in-Class Status

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• Minimizing the time to take an employee to full-productivity • Creating a positive and productive onboarding experience • Giving new employees or transitioning employees a head start

How to Achieve Best-in-Class Status by:

Today’s  Focus

Profiles Client Overview

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Kidney Dialysis Clinics 40,000 + Employees 8,800 + Clinics

The Solution

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ProfileXT® utilized for onboarding

Strategy

Involvement – Multiple Levels

Integrated Technology (ATS/PMS)

ProfileXT® (PXT) utilized for onboarding

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• Performance Models

• Top Performers

• Global Benchmarks

Remember  the  2  “What’s”

What can I expect of them? What will they require of me?

Strategy

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SELECTION

Measure Core Traits Define Talent

Job Match Onboarding

Talent Assessment Strategy

High Performance Workforce

PERFORMANCE MANAGEMENT

Training Coaching

Communication

SUCCESSION PLANNING

Mobility “Bench  Strength”

ENGAGEMENT · RETENTION

Multi-Level Involvement

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Integrated Technology

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Applicant Tracking Performance Management

Performance Models/Job Profiles

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Best Practices

Align with the Business

Extend the length of the program

Consider the Full Picture

Standardize/Customize

Tackle Cross-Boarding

Measure the process

Invest in Technology

What’s  the  difference?

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Onboarding! Cross-boarding! Transitioning!

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What’s  the  difference?

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Onboarding!

What’s  the  difference?

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Cross-boarding!

What’s  the  difference?

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Transitioning!

Required Actions: Laggard

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Extend the onboarding process.

Define what success looks like.

Make engagement part of the equation.

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Required Actions: Industry Average

Centralize your strategy

Establish a clear owner

Invest in technology

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Required Actions: Best-in-Class

Link onboarding to learning

Include contingent labor

Consider social media

Why  We’re  Here Today…

Share Best-in-Class Practices that result in . . .

• Increase retention

• Achievement of first performance milestones

• Greater hiring manager satisfaction

Dramatically increase the productivity of your employees…

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Contact Us

Profiles Assessment Asia (Pte.) Limited An Authorized Strategic Business Partner of Profiles International

14 , Robinson Road, #08-01A, Far East Finance,Singapore 048545Email: info@profiles.com.sg Telephone: 65717031Fax: 63334636

Website: http://www.profiles.com.sg

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