Performance Systems
Insights Series ™ – Job Insights ™ and Talent Insights ™
Job Benchmarking Process
|
Lower turnover and increase productivity by hiring individuals who are an exact fit to the responsibilities of the job.
These reports look at behaviors and values.
JOB BENCHMARKING PROCESS
Step 1. Clarify Job – Manual Process
Review and thoroughly understand the Job you are about to benchmark.
The Job Benchmark identifies unbiased and specific talent requirements for successfully achieving
the job’s Key Accountabilities (defined within the job benchmarking process)
Step 2. Select Stakeholders – Manual Process
Identify 3 to 7 people who will be your stakeholders (managers, former job holders, current job holders, etc.) or subject matter
experts (SMEs) who will be qualified participants in the Job Benchmarking process.
– Brief each of them on the process and exact job description.
– Verify their commitment to participate.
Step 3. Define the Job’s Key Accountabilities
Facilitate a session with all stakeholders to arrive at a consensus regarding the job description and exact
Key Accountabilities of the Job (3-6 at most)
Quantify, prioritize and establish measurements for each Key Accountability.
Use the ONLINE SYSTEM (to define the job’s rewards, its behavioral characteristics, and work distribution between routine
tasks, troubleshooting tasks, and project tasks)
Step 4. Complete online TTI Job Fit Report(s) via IDS
With the Key Accountabilities firmly in mind, each stakeholder will access IDS to respond to the Job Fit Report questionnaire.
Step 5. TTI distributor creates Multiple Respondent Job Fit Report (the Job Benchmark)
Using IDS functionality to “combine reports”, produce a consolidated report that averages all the respondents’
Job Report scores for a final job benchmark.
Step 6. Verify and validate the Multiple Respondent Job Fit Report – Manual Process
Reassemble the stakeholders to review the resulting Job Benchmark and come to a consensus.
ON AS NEEDED BASIS:
Step 7. Use this Job Benchmark to support Talent Selection
As you identify candidates for the target job, you can have the candidate complete an online Talent Fit questionnaire.
Step 8. Create a Job/Talent Comparison Report
Use the Job/Talent Fit Comparison Report to compare completed Talent Fit with the established Job Benchmark.
Step 9. Additional Candidate Information
A person’s Talent Fit Report can be converted to a full-blown Talent Coaching Report for further information, as well as for
personal development planning.
For more information:
– Job Insights
– Talent Insights
– Insights Series
REPORT INFORMATION
Insights Series – Job Insights and Talent Insights
– combination DISC & Values –
Job Insights
This assessment is designed for job “benchmarking” with behavior and values. The result of this benchmarking process is a
set of bar graphs that define required, job-related behaviors such as: Frequent Interaction with Others, Customer Oriented,
Versatility, Frequent Change, Urgency, Competitiveness, Organized Workplace, and Analysis of Data. After producing the
job benchmark, it is easy to compare Talent Insight reports to it in order to identify suitable matches in behavior and values
The resulting report will contain a bar graph showing the behavioral style of the job, and a bar graph representing the values of the job.
View more Job Insights information
Talent Insights
This report is designed for talent selection with behavior and values. The result is a set of bar graphs that indicate where the
respondent falls within the scale of common job-related behaviors: Frequent Interaction with Others, Customer Oriented,
Versatility, Frequent Change, Urgency, Competitiveness, Organized Workplace, and Analysis of Data. Like jobs, people have
inherent values, or motivators, that drive their behaviors. Talent Insights helps to define those as well, such as "desiring a
return on investment of time and money," and "finding personal rewards in continuous learning."
View more Talent Insights information.
Fit Series ™– Job Fit and Talent Fit
– combination DISC, Values & Task Quotient –
The Fit Series reports are the perfect solution to reduce turnover and increase employee development. These reports look at
Values, Behaviors, and Mixture of Task Types. The Fit Series starts by bench-marking the job. This allows you to determine
exactly what the job requires. The next step is to match an individual’s talents to those of the job. View more
Job Fit and Talent Fit information
Task Quotient ™– TQ – Task Types –
This assessment tool evaluates an employee's current job alignment, or it can be used to prescreen job candidates for best job fit.
This report defines the ideal mixture of task types ( Routine, Troubleshooting and Project ) that provide an individual the most intrinsic
motivation or personal satisfaction.
View more Task Quotient information.
|
Please contact us for pricing information.
OTHER ASSESSMENTS
View information about all of the Online Assessments / Reports
Validation
TTI DISC Validation information
TTI Values Validation information
These assessments are not a measure of intelligence, values, skills, experience, education or training.
There are NO right or wrong DISC answers or report results.
|
Friday, February 10, 2012
|
If you do not see not exactly what you want, please place a request or inquiry regarding
your needs by using the request / information form.
Success Insights®, Managing For Success®, Job Insights®, Managing Performance Priorities® are registered trademarks of
Target Training International, Ltd.
Styles Revealed™, Re-Energizing the Organization™, Interviewing Insights™, Talent Insights™ and TTI Fit Series™ are Trademarked by Target Training International.
Task Quotient is a registered trademarks of Dr. Kevin Gazzara.
|
|
