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Anh Tran

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Don't Stop Strategic Talent Acquisition, Even When Hiring is Slow

Posted by Anh Tran on Jun 7, 2013 10:05:00 AM

The time for organizations to focus on strategic talent acquisition is now. When talent is available and affordable, progressive organizations will seize the opportunity to upgrade talent, shore-up their talent pipeline, and be more competitive.

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Topics: Workplace Management, Training and Development in Business, Employee Retention

Managing Talent: What’s Your Approach?

Posted by Anh Tran on Jun 3, 2013 10:28:00 AM

Hire and nurture young grads, or wait and poach grizzled vets?

In a recent article by Profiles International UK’s Martin Goodwill, he argues that “lazy talent management has to stop” and that “recruitment is no substitute for a proper talent strategy.” What’s your company’s approach to managing talent?

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Topics: Training and Development in Business, Effective Hiring, Employee Retention

Effective People Management Solutions - Tailored to Small Business

Posted by Anh Tran on Mar 28, 2013 7:45:00 AM

Small businesses must continually search for ways to make the whole more valuable than the sum of its parts. Though one might expect them to be most applicable to large companies with substantial headcounts (and budgets), small business leaders can also take advantage of people management solutions to align and improve their organizations.

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Topics: Workplace Management, Effective Hiring, Employee Retention

Hiring Successful Employees for Mid-Sized Businesses With Pre-Employment Screening Assessments

Posted by Anh Tran on Mar 20, 2013 6:45:00 AM

Avoid Hiring Competent Employees Into Jobs In Which They Will Fail

There is no greater tragedy in business than hiring competent employees into jobs in which they are destined to fail. When this happens, their potential is wasted. Could your employee hiring process use some improvement? Do you find that you hire employees with long-term expectations, and yet their employment is short-lived?

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Topics: Effective Hiring

6 Conflict Management Skills from Coach Wooden

Posted by Anh Tran on Mar 5, 2013 7:45:00 AM

A popular doodle illustrating “What People Think Success Looks Like Vs. What It Really Looks Like” has created a buzz online. In the image, ideal success is portrayed as a straight 45 degree arrow, constantly and steadily increasing. The image of what success really looks like is still an arrow moving up, but it resembles a bird’s nest with twists, turns and knots along the way. This twitter-popular image is simple, yet so true. The road to success is certainly not a straight upward arrow! There will always be knots to untie and challenges to overcome, that’s why conflict management skills are essential for success.

Legendary basketball player and coach John Wooden once said, “Things work out best for those who make the best of how things work out.” This quote perfectly illustrates how dealing with conflicts can effectively lead to success.

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Topics: Workplace Management, Leadership Skill Improvement, Employee Retention

How Google Tames Employee Turnover and Retains Its Brightest Stars

Posted by Anh Tran on Mar 1, 2013 7:45:00 AM

How much do you spend on recruiting and replacing an employee? It is estimated that most organizations spend between $4,000 and $40,000. Understandably, with such a large range, most managers have come to accept employee turnover as a normal business practice.

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Topics: Workplace Management, Employee Retention

Managing Multi-Generational Workforces: Insight from Profiles and Dr. Peter Cappelli

Posted by Anh Tran on Feb 27, 2013 7:45:00 AM

For the past 18 months, the Profiles Research Institute conducted an ongoing study to help organizations bridge employee generational gaps

In the past, managers were generally older than the people they managed. In recent years, we have seen this is no longer the case. Research clearly shows that this presents some unique challenges and that these managers need help managing multi-generational workforces to avoid conflict and a decrease in staff morale.

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Topics: Workplace Management, Training and Development in Business, Employee Retention

The question on everyone's lips is ''WIIFM - What's in it for me?''

Posted by Anh Tran on Feb 22, 2013 5:34:00 PM

Employees need to be able to answer “what’s in it for me” (WIIFM) to be fully engaged in their work.

Abraham Maslow’s hierarchy of needs is one of the first theories that explained the basis for understanding what motivates people. It begins with the most fundamental needs for basic survival and concludes with self-actualization.

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Topics: Workplace Management, Employee Retention

McDonald's Interview: A brilliant project

Posted by Anh Tran on Feb 18, 2013 1:27:00 PM

In 2009, Profiles International Denmark did a very successful project for McDonald's Germany which "achieved an enormously high approval". They have published an interview with Silvia Merretz, Head Staff Development, who was responsible for personnel development of McDonald's Germany.

Profiles: Hello, Ms. Merretz, you are responsible for the staff development of the biggest system restaurant in Germany. As Employer in the industry McDonald's is with its 60,000 Employees from 128 nations of eminently importance. With assessments from Profiles International your establishment strokes a new path. First off, could you please explain how the decision was made and what the new project's goal is?

MerretzOur project was aimed at the restaurant managers and the middle management. For a time we have observed that the requirements to our managers, which often are professionally new comers, changed over time. We now wanted to find out how the perfect modern restaurant manager character looks like.

According to a benchmark study including chosen managers, we defined the current job profile. Now it was about the question how good the restaurant managers matched it and which areas demanded for action in order to brace all executives on the same level for the future.

Don't get me wrong: Of course McDonald's always offered and conducted special trainings for its executives. With our project we wanted to reach a modern level and adjust the measures more to the actual needs. Basically moving away from the “scattershotting” to an individual support.

At the same time our executives committed their selves to six principles, our so called leadership promise, to refine their expertise and personality in order to contribute to McDonald's steady improvement. At that, we wanted to support them effectively.

Profiles: What were the causes for the decision to utilize assessments?

MerretzWe were looking for a standardized tool, which should not just be efficient but also inexpensive. Initially we had two offers for Assessment Centers available. But could you imagine how much a good Assessment Center would have cost just thinking about the complex logistics, the extensive volume of travel and the necessary brain trust? We quickly would be at a six-digit sum. Consequently our personnel consultant from HR-Horizonte, Peter Krumbach-Mollenhauer, with which we are working together for years now, introduced us to ProfileXT®. This tool was comparatively 50 – 60 percent cheaper and for our objective the best choice. A huge advantage for us was the comparability of results.

Profiles: How did you proceed after that?

MerretzTo begin with we have conducted a pilot experiment in the southwest of Germany. After that the project was extended to the whole country accordingly to our regional structure. The participants were invited to the regional administrations where they answered 314 questions within 90 minutes out of six topics. Shortly after, the individual feedback interviews took place in the presence of the respective superior, on which we placed a high value, instead of an external advisor. With that we discussed and voted about individual development suggestions with the participants on the basis of personalized evaluations which were created by profiles. In the completion and evaluation stage the external advisors of HR-Horizonte played a very positive role. They all have spent a day in a McDonald’s branch in order to familiarize with the daily work in a restaurant. That was well received by the restaurant managers. On the one side the trust for the advisors on the other side the appreciation by the advisors helped making the project a big success.

Profiles: How many employees and franchisees have passed through the profiling so far?

MerretzOver 1000 McDonald’s executives, not just restaurant managers, but also operation managers and franchise advisors in Germany have passed through the PXT®. This is a very good feedback if you think about the voluntary participation. The completion of the assessment process and the following evaluation was already completed 2009. In the first months in 2010 the first trainings were taking place already.

Profiles: What knowledge did the Profiles International assessments give you?

MerretzThe foreground of the whole project was the sitting of leadership skills and the economical relations. Questions about motivation, which were already covered by PXT®, were not in our foreground as our executives already have a high motivation by tradition. Through our project we gained the insight that we should adjust our needs for training especially to the areas of communication and conflict management.

Beyond that we developed a business game fitting the economical needs of McDonalds. It is about to even more connect economical figures and consequently reveal optimizing possibilities.

Profiles: Did the results match your expectations?

MerretzPXT® backed many of our assumptions and observations due to its objectivity. Furthermore, PXT® uncovered certain details which we didn't have on “our radar”. This way we could create a scientific funded training demand analysis. Without the precise and perfectly fitting PXT® tool it wouldn't have been possible for us. But that is exactly what we wanted to achieve.

Profiles: What kind of feedback did you receive from the managers taking part in the profiling?

MerretzThe feedback from the restaurant managers was throughout positively. Our project achieved an enormously high approval. The participants were surprised how fitting and right they were reflected by PXT®. Trust me, as responsible project manager, it took a load off my mind by the time the feedback by the participating managers was so positive. Such a project which steps on a new path will always be monitored heavily.

Profiles: Is there an intention to utilize ProfileXT® beyond this project?

MerretzWe decided to also work with PXT® in the future and to fix it firmly into our personnel development. The tool will especially be used for the development of our junior executives. With this our already 18 month established development program for restaurant managers is intended to become more sustainable and individual.

Source: Profiles International

To learn more about how ProfileXT® affect your employees positively, click here to download our brochure for free.

Brochure PXT

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Topics: Training and Development in Business, Employee Retention

Do You Have Zombies In Your Office? 10 Scary Hiring Practices to Avoid

Posted by Anh Tran on Feb 6, 2013 2:30:00 PM

Did you dress up for Halloween at work today? Did your co-workers and employees? With or without the witch hat or spooky make-up, let’s hope your employees aren’t dressed up as someone that is right for the job. Do you know if you have ‘real-life zombies and ghosts’ walking around your office on a daily basis?

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Topics: Effective Hiring, Employee Assessment Tools

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