The Metrics Continuum: Leveraging Technology to Assess Individuals Throughout

the Employee Lifecycle

Robert C. Satterwhite, Ph.D.Monica A. Hemingway, Ph.D.,

SPHR

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What You Will Learn…

1. How can companies use web-based assessments to measure globally, but hire locally?

2. How can organizations handle the deluge of candidate applications in ways that ensure the best hiring decisions are made at the lowest cost possible?

3. What practical tools exist that engage and groom individuals so that they are less likely to leave and more likely to grow within the company?

4. How can organizations identify high potential leaders earlier in their careers at a time when HR is dealing with ever-smaller budgets?

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Evolution of Assessment Technology• Computerized

• PC-based, web-based• Mobile devices• Multimedia

• Images, audio, video• Interactive

• Simulations, gaming• Remote cameras

• Interviews, candidate identification• Timing, branching• Biometric scanning

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Problems with Assessment Technology Implementation

• Simple derivatives of paper-and-pencil assessments

• Don’t fully leverage technology• Additional development and implementation

costs• Can’t reach entire candidate pool (e.g., global)• Mismatch with candidate expectations • Overly complex• Unwanted add-ons • Time-consuming for candidates and hiring

managers• Unavailability of technology (e.g., computers,

kiosks)

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Why Focus on Metrics?

• Essential for making comparisons (e.g., teams, regions)• Provide foundation for objective decision making• Critical for seeing progress (retreat) over time• Provide legal defensibility• Lend credibility to HR• Stimulate discussions• Drive performance

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Why Focus on These Three Areas?

• Identifying the best globally, cheaply, and efficiently

• Incorporating innovation w/o sacrificing metrics

• Communicating brand

Selection

• Using metrics to drive conversations• Providing efficient access to developmental

resourcesDevelopment

• Minimizing executive “downtime” / org. disruption• Identifying hi-potentials earlier in their careers

High Potential Identification

Increasing Stakes

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Selection: Old School vs. New School

• Paper & pencil• Proctored sessions• Manual/scanned scoring• Regional implementations• Local language only• Manual reporting & metrics

• Web-based• Unproctored, 24/7 availability• Automatic scoring• Global implementations• Choice of language• Automatic reporting & metrics

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Selection Case Study: Issues

• A global hospitality organization wanted to…• Shift hourly staffing responsibilities from HR to line

managers• Efficiently process several million hourly applications per

year• Ensure fairness and consistency across 70 countries• Maintain strict record-keeping requirements• Use web-based testing despite low levels of literacy and

familiarity with computers among application population

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Selection Case Study: Solutions

• Designed and validated high fidelity tests that minimized computer and literacy challenges of hourly applicants

• Covers all hourly job families• Front & Back of House• Technical• Administrative Staff• Sales• Supervisors

• Test content includes text, audio, and pictures• Biodata/Personality• Situational Judgment (SJT)• Following Policies and Procedures• Applied Learning

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Selection Case Study: Solutions (cont.)

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Selection Case Study: Metrics

• Administered globally to 2+ million applicants • Available 24/7• Offered to applicants in their choice of 22

languages• Applicants can apply to one or more jobs

simultaneously• Shortened assessments and time to administer• On demand candidate assessment results

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Development : Old School vs. New School

• Paper & pencil• End-of-year focus• Monologue• Reporting scores / #s• Development disconnect• US-centric• Manual reporting & metrics

• Web-based• Ongoing• Dialogue• Gap analysis• Resource centers• Global implementations• Automatic reporting & metrics

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Development Case Study: Issues

• For global pharma company there was…• Ambiguity around functional competencies required for

success in Marketing positions globally• Desire for concrete examples of how the functional

competencies are relevant at an individual level • Struggle to conduct consistent, meaningful manager-

employee performance discussions• Need for “at the fingertips” resources

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Development Case Study: Solutions• Developed and validated global functional

competency model across regions and BUs• Proficiency behaviors were validated to each job level

• Webinar to introduce functional competencies to organization• Provided case studies that “brought the competencies to

life”• Gap analysis tool to identify strengths and

opportunities for current and next level jobs• Development resources linked to specific

competencies and available online

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Development Case Study: Metrics

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Development Case Study: Metrics (cont.)

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Development Case Study: Metrics (cont.)

Identify gaps for current and one- level-up positions

Includes: • Self-rating• Manager Rating• Current Job

Requirements• Next Level Job

Requirements• Unrecognized Potential• Blind Spots/Gaps

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Development Case Study: Metrics (cont.)

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High Potential Identification: Old School vs. New School

• Paper & pencil• Facilitated• Onsite• Time consuming• Expensive• Manual scoring• C-level focus• US-centric• Manual reporting & metrics

• Web-based• Unproctored• Virtual• Streamlined• Cost effective• Automatic scoring• Segmented to lower levels• Global implementations• Automatic reporting & metrics

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High Potential Identification Case Study: Issues• A global leader in the beverage industry…

• Needed a new leadership mindset and skill set to shape its new strategic direction

• Needed to build a more robust executive bench that addressed gaps in the current leadership pipeline

• Lacked consistency in talent readiness across the enterprise

• Needed a more deliberate grooming of talent with particular emphasis on global nature of the business

• Needed to identify high potentials earlier in their careers

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High Potential Identification Case Study: Issues

Emerging Leaders

Front-line Managers

Mid-level Managers

Sr. Executives

C-suite

Without SegmentationFocus

Developmental Resources Here

With Segmentation

High Potentials

Focus Hi-Potential

Resources Here

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High Potential Identification Case Study: Solutions

• Developed web-based tool that… • Measures leadership potential, readiness, and fit • Uses first-person videos, emails, voicemails, survey

results, industry reports• Is inclusive, fair, efficient and legally defensible

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High Potential Identification Case Study: Solutions

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High Potential Identification Case Study: Solutions

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High Potential Identification Case Study: Solutions

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High Potential Identification Case Study: Solutions

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High Potential Identification Case Study: Solutions

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High Potential Identification Case Study: Solutions

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High Potential Identification Case Study: Metrics

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High Potential Identification Case Study: Metrics

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Closing Thoughts

• Technology…• Driven by low cost and high speed Internet access• Increases scale and efficiency• Match to company and candidate needs/expectations• Fully leveraged for best results

• Metrics...• Allow you to speak in the language of business leaders

and Operations• Provide verifiable data to justify action (or inaction)• May be tested with qualitative feedback/input• Should be cross-validated (where feasible)

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Any Questions?