H U M A N C A P I T A L M A N A G E M E N T P R O D U C T S , S E R V I C E S & T E C H N O L O G I E S

Vangent’s Human Capital Management Solutions help clients optimize their workforce by identifying the right people, developing their capabilities, measuring their performance, and unlocking their potential to generate results in positions that are vital to the organization’s success. 

Competency Modeling/Mapping Applicant Screening & Tracking Pre-employment Assessments Structured Interview Design

High Potential Employee Identification

Talent Analysis Enterprise Learning Strategy

Succession Management

Organizational Development (OD) Products & Services

Individual Development Planning

Specialized Learning Solutions

Business Simulations

Performance Appraisal Instruments

Competency Measurement Program Evaluation Studies Program ROI Analysis

High-Impact Learning Solutions Areas of Specialization

Leadership Improve managerial effectiveness, bolster leadership skills Classroom, e-learning, and business simulations to orient new front-line managers, standardize management processes, impart advanced business skills, and roll out new leadership initiatives

Sales and Product Increase product knowledge, improve selling skills, and build mindshare Innovative product training, product information portals, sales position competency modeling, blended sales training, simulations, gaming tools, and sales reference materials

Service Improve problem solving, productivity, quality, and increase cross- and up-sell opportunities Re-invigorated on-boarding programs, performance support tools, and job, product, or system specific training for front line and call-center based personnel

Operations Build job-specific skills for operations, maintenance, and field technician audiences E-learning, classroom, blended, and performance support solutions to familiarize workers with equipment, train on new or automated processes, and improve troubleshooting skills

Orientation Streamline on-boarding process, increase speed to competency, build strong organizational bonds Blended solutions to better orient new hires, develop job-specific skills, and support new business processes

Systems/Software Arm users with critical skills and tools to support technology roll-outs Highly effective systems training and emulations, job aids, and user documentation

Compliance Achieve regulatory and corporate policy compliance Tailored learning interventions to support government mandates and corporate programs (e.g., ethics, safety, security)

Additional Organizational and Leadership Development Services

Custom Development Specialized Reporting On-site support • Competency Modeling • Group Summary Profiles • Employee Feedback Presentations • Linkage Analysis • Group Roster Reports • Employee Focus Groups • Structured/Behavioral Interviews • Management Summaries • Key Stakeholder Briefings • Custom Survey Development • Executive Summary Report • Executive Briefings • Tailored Assessments • Norm Comparison Reports • Executive and Leadership Coaching • Tailored Feedback Reports • Training and Certification • Comment Theme Analysis

 Vangent, Inc. • 1 North Dearborn Street, Suite 1150 • Chicago, IL 60602 • 800.922.7343 • HCM.info@vangent.com • www.vangent-hcm.com

Copyright © 2010 Vangent, Inc. All Rights Reserved

Human Capital Assessment Product Applications Accurately Select Integrity Based Assessments Example Measures Indicators Applicant Potential Inventory (API™)

Customer Service, Drug Avoidance, Employee Relations, Honesty, Supervision Attitudes, Safety, Tenure, Work Values

Workforce productivity and performance levels, enhanced quality of hires

Employee Productivity Report Conscientiousness, Consistency, Punctuality, Reliability, Responsibility Selection of better quality people with productive work attitudes

Personnel Selection Inventory (PSI™)

Drug Avoidance, Honesty, Nonviolence, Stress Tolerance, Tenure, Work Values

Dual focus on screening out for high-risk while selecting in for better quality people

The Reid Report® Employment History, Integrity, Social Behavior, Substance Abuse, Sales/Service

Emphasis on screening out for high-risk counterproductive work-related qualities

Skills/Abilities Assessments Example Measures Indicators Reading and Arithmetic Index (RAI™)

Basic Numeric Operations & Mathematical Concepts, Reading Comprehension Skills

Establish basic skills for minimum job qualifications in literacy or numeracy

Thurstone Test of Mental Alertness (TMA™) Linguistic, Quantitative, Total Able to handle complex, fast-paced or challenging

mental demands of work Computer Programmer Aptitude Battery (COAB) Diagramming, Letter Series, Number Ability, Reasoning, Verbal Meaning Resource skill gaps, internal candidate

recruitment/training for technical roles Management Assessments Example Measures Indicators Management Aptitude Test (MAT™)

Administrative Skills, Communication, Planning/Organizing, Supervisory Skills

Selection/promotion into non-executive management roles, focus on know-how

Management Readiness Profile (MRP™) Business Ethics, Interpersonal Skills, Leadership, Managerial Interest, etc. Selection/promotion into entry manager roles, focus

on career planning Management Success Profile (MSP™)

Adaptability, Business Ethics, Coaching, Customer Orientation, Leadership, Managerial Responsibility, Productivity

Selection/promotion into non-executive management roles, focus on ‘soft’ skills

Job Specific Assessments Example Measures Indicators Sales Professional Assessment Inventory (SPAI™-II)

Sales Work Experience, Sales Interest, Sales Responsibility, Customer Service, Energy Level, Self Development, Sales Skills, Sales Arithmetic

Identify sales drive, knowledge of sales principles and practices, business ethics and work values

Telemarketing Applicant Inventory (TMAI®)

Sales Interest and Skills, Sales Responsibility, Productivity, Confidence and Influence, Stress Tolerance, Job Stability, Communicator Competence

Potential for success in telephone sales and service positions

Office Skills Assessment Battery (OSAB®)

Attitudes: Energy Level, Office Practices, Tenure, Work Conduct & Performance, etc. Skills: Checking, Filing, Grammar, Spelling

Focus on solid clerical talent to ensure smooth office operations

Retail Management Assessment Inventory (RMAI®)

Management and Leadership Interest, Management Responsibility, Understanding Management Procedures and Practices, Customer Service

Evaluate interest, motivation, knowledge for managers, assistant managers in retail settings

Customer Service Applicant Inventory (CSAI™) Customer Service Attitude, Honesty, Teamwork, Training Readiness, etc. Sustainable or reinvigorated customer service

culture and talent acquisition Customer Service Skills Inventory(CSSI™) Balanced and Independent Judgment, Responsiveness, Sensitivity, etc. Resource skill gaps, internal candidate

recruitment/training for service roles Healthcare Assessments Example Measures Indicators Healthcare Employee Productivity Report

Conscientiousness, Consistency, Punctuality, Reliability, Responsibility, Service Relations

Highly dependable front-line personnel for healthcare support positions

Quality Healthcare Employee Inventory (QHEI™)

Adaptability, Healthcare Service Index, Healthcare Values, Safety, Tenure, etc.

Strong direct care values and retention in competitive healthcare environment

Risk Management Assessments Example Measures Indicators

Employee Safety Inventory (ESI®) Driver Attitudes, Risk Avoidance, Quality Attitudes, Safety Control, Stress Tolerance

Need to reduce costs due to work-related accidents, injuries and damage

Law Enforcement Applicant Inventory (LEAI®)

Criminal Justice Orientation, Drug & Risk Avoidance, Honesty, Nonviolence, Safety Non-medical assessment pre-conditional job offer

Continuously Develop Individual/Leader Example Measures Indicators

Campbell™ Leadership Index (CLI®) 22 specific aspects of Leadership, Energy, Affability, Dependability, and Resilience

Build leader bench strength, prevent leader derailment, coach leader growth

Cross-Cultural Adaptability Inventory (CCAI™)

Emotional Resilience, Flexibility/Openness Perceptual Acuity, Personal Autonomy

Diversity training, intercultural team effectiveness, expatriate readiness

System for Testing & Evaluation of Potential (LH-STEP™)

21 attributes of Personal Background, Aptitudes, Mental Abilities, Resilience, Temperament, Work Values plus Job Skills

Selection/promotion into higher-level positions, leader/manager development, spot high potential.

Team and Team Leader Example Measures Indicators Campbell-Hallam™ Team Leader Profile (TLP®)

Building Commitment, Organizational Support & Team Skills, Managing Conflict, Promoting Innovation, Team Learning, etc.

Inconsistent team performance, poor team relations and team spirit, frustration with leadership

Campbell-Hallam™ Team Development Survey (TDS™)

19 specific aspects of team functioning related to Resources, Efficiency, Improvement, and Team Success

Team building, benchmark team progress, foster high performance teamwork, team intervention

Teamwork-KSA Collaborative Problem Solving, Conflict Resolution, Goal Setting, Interpersonal Skills, Planning & Task Coordination, etc.

Alignment of personal competencies with team focus prior to team assignment

Organization Example Measures Indicators Campbell™ Organizational Survey (COS™)

Co-workers, Diversity, Ethics, Innovation, Planning, Quality, Stress, Supervision, etc.

Benchmark employee satisfaction to work climate or change management

Organizational Survey System (OSS™)

6 Morale and Satisfaction factors 8 Organization Effectiveness categories

Monitor employee morale in general organization or healthcare settings

Technology Enable Vangent Talent Acquisition System (V-TAS)

Innovative technologies, custom hiring workflows, world-class pre-employment selection tools and background verification services

Inefficient labor-intensive hiring processes. Improve speed-to-hire while driving significant cost savings

P3 Talent Management™ System Predict high potential and job fit, plan for talent replacement or realignment, perform at the highest level by aligning resources

Key talent leaving, identify talent gaps, inability to objectively measure bench strengths

 

Vangent, Inc. • 1 North Dearborn Street, Suite 1150 • Chicago, IL 60602 • 800.922.7343 • HCM.info@vangent.com • www.vangent-hcm.com Copyright © 2010 Vangent, Inc. All Rights Reserved