CLIENT STORIES:
More than anything, you gave me a soundboard to speak out loud some of the things that were rattling around in my head. I was on a treadmill without a clear direction. You're probing, inquisitive, and non-judgmental questions helped me to clarify and explore various avenues and tackle key issues.
In the end, I came away with a plan of action that gave me something concrete to work on. I feel better that I'm more productive and working towards a more clearly defined goal.
President, Distribution Division, Vermont |
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End Game Business
Steven V. Borek
ICF Certified Coach, BCC, CPBA, CPVA, CPHDA, MBA
Email
Coach Line: 315.849.1057
P.O. Box 271
Baldwinsville, NY 13027
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> Welcome to End Game Business > Job Benchmarking, Assessments, & Selection
| Job Benchmarking, Assessments, & Selection
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Are you tired of putting in lots of hours identifying and selecting members of your team only to find out they're not the right fit for the job? Or perhaps not the right fit for your organization or the culture? There is a better way and it's called Job Benchmarking.
TTI's patented job benchmarking process, using TriMetrix HD assessment, is unique and effective because it benchmarks a specific job, not the people doing the job. To do this, we let the job talk through an interactive process and an assessment on the job, not the individual, in order to remove the bias, personality contests and unknown variables that can otherwise provide inaccurate results. This process can be used in several aspects of human capital management, including:
* Development
* Selection
* Retention
* Management
The interactive process helps subject matter experts determine key accountabilities that are specific to the job itself. Key accountabilities are concise statements used to describe the performance objectives for a particular position. Key accountabilities are important to the job benchmarking process because they are used to clarify the position and determine why the position exists and what value it brings to the organization.
Through an assessment on the job, the process focuses on how the job should be done by considering:
* What personal skills are needed for the job?
* How does the job reward superior performance?
* What behavioral styles will contribute to success?
Once the job benchmarking process is complete, the key accountabilities and benchmark results can be used in many different situations to make a positive impact on the bottom line.
So, there is a better way to recruit and hire *A* players. Give us a call to learn more!
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