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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

How to Fill the Gaps with Effective Management

Posted by Shekhar Bhusannavar on Mar 2, 2013 7:45:00 AM

Is there a skills gap in your organization? Do you have vacant positions, which require high-level skills that are hard to find? According to a recent study from CareerBuilder, 38 percent of employers cannot find qualified candidates to fill a position. The study found that the top five areas most difficult to recruit for are:

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Topics: Workplace Management, Training and Development in Business, 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

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

Pre-Employment Assessments: Four FAQs for Executive Leaders

Posted by Anh Tran on Jan 30, 2013 8:15:00 AM

Pre-employment assessments are extremely powerful tools that help organizations select and onboard individuals for open positions. Despite the utility of pre-employment assessments, some senior executives have misconceptions and often questions that they need answered before fully supporting a new process to implement pre-employment assessments in their organizations. Below are some answers to frequently asked questions we hear about pre-employment assessments.

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Topics: Training and Development in Business, Effective Hiring

3 Customer Service Tips for Reaching Super-Powered Customers

Posted by Dong Dao on Jan 28, 2013 9:02:00 AM

Modern customers now have superpowers, have you altered your customer service match? Technology has changed customer service both in how we sell and how customers want us to sell to them.

It's normal for customers to use the Internet and social media to inform their buying decisions, but smart touchpoints have also begun to shape their values. Smart touchpoints are avenues like social media that allow customers the opportunity to pro-actively respond. They take customer service to a new level beyond traditional one-sided touchpoints like print advertisements or salespeople that must first seek out the customer.

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Topics: Training and Development in Business, Customer Services Quality Enhancement

Finding Common Ground: Creating Customer Loyalty

Posted by Anh Mai on Jan 14, 2013 8:15:00 AM

"It's over." "We're done." "We've lost them." These are all phrases that are hopefully never said when it comes to your customers. Developing customer loyalty consists of an ongoing relationship filled with innovation, cooperation, and ultimate satisfaction; however, assuming that a customer is satisfied could create a false sense of loyalty. In order to build extreme customer loyalty, a company must continually develop themselves to fulfill the needs and desires of their customers.

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Topics: Training and Development in Business, Customer Services Quality Enhancement

Top 10 most favorite blog posts on human resources in 2012

Posted by Anh Mai on Dec 28, 2012 8:15:00 AM

Do you want to spend more time training and coaching your employees? Do you feel regretful not to have worked harder to develop your leadership for your future management position?

Year-end is an ideal period of time for looking back to coprporate strategies, your roles and working styles even if you are an employee, a manager or any hard-working person. Spend your time considering what was wonderful and what was not perfect in the past year. Learn from the experiences, even good or bad.

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Topics: Profiles International Vietnam, Training and Development in Business

How Effective Management Misconceptions are Killing Your Business

Posted by Shekhar Bhusannavar on Dec 26, 2012 8:15:00 AM

A few synonyms listed in a thesaurus for manager are controller, overseer and administrator. These words create a picture of a manager as someone who stands over employees and gives orders that they have received. But management positions involve more strategic planning, communicating and people skills than most people realize. People that fall into the trap of believing that executives are the visionaries, managers are the enforcers and employees are the doers set themselves up for failure.

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Topics: Communication Skill, Leadership Skill Improvement, Training and Development in Business

Don’t Underestimate the Power of an Intern

Posted by Huy Tran on Nov 21, 2012 8:15:00 AM

Summer is almost here, which means students are out of school and many are in search for internships. Back in the day, interns used to be perceived as the guys who went on coffee runs, made photocopies and ran the fax machine. Well, times have changed! Internship programs have become valuable resources for top businesses across the nation. Interns may be young and work by the hour, but that is no reason to underestimate the skills and contributions they can bring to your organization.  

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Topics: Training and Development in Business, Effective Hiring

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