|
1. Understand the jobs you have, and how you will select the right people for those positions.
| Job Analysis |
We have completed hundreds of job analyses which evaluate the essential tasks of a job, determine the knowledge and skills required, measure the physical and psychological demands, and summarize the findings into a simple, organized report. |
Employee Screening
and Selection |
Identify the dimensions that go into successful employees for the targeted positions, and then select or develop the tools to measure those dimensions. |
| Assessment Center |
One specific method of predicting job performance; a series of simulated work exercises completed by the applicant. Used for screening uniformed officers, executives, and other positions where the correct decision is critical; even used by the EEOC for their own employee selection. |
2. Identify and recruit applicants for your jobs.
| Recruitment |
Find and attract winners. |
3. Retain employees and strengthen their performance.
| Performance |
Performance Evaluations, 360° Evaluations, Leadership Development, Coaching, and Goal Setting |
| Training/Consulting |
Identify and isolate needs and problems, and develops solutions for those issues. |
|
