Approach to Talent Management Caliper for Hiring and Selection ...
Approach to Talent Management Caliper for Organizational Development
Caliper for Hiring and Selection
Caliper can help you:
Caliper offers everything you need to be able to:
• Conduct an employee engagement and culture survey.
• Hire for an open position or screen large volumes of people.
• Implement company-wide coaching and mentoring programs.
• Understand the competencies required for success in a particular role.
• Conduct exit interviews.
• Ensure that assessment scores are statistically related to performance data via Validation Studies.
• Analyze your company culture, assess where you are, and help you get to where you want to be.
• Develop behavioral interview questions to further assess candidates.
• Collect and revisit your assessment data on an ongoing basis to make talent and organizational decisions.
• Talk through how new hires will work with their managers and team members.
• Move seamlessly through a merger or acquisition from a talent perspective.
• Understand how an individual will fit into your company culture.
Caliper for Talent Development Caliper’s Talent Development offerings help you: • Identify high-potential individuals and provide necessary coaching.
• Understand team strengths and uncover gaps.
• Provide training and coaching to new managers and leaders.
• Provide soft skills training to salespeople, leaders, and other employees.
• Develop leaders in real time, while solving a pressing business problem.
• Conduct Three Sixty assessments to better align leaders with their teams.
Hiring Trade-Offs: Role Players vs. Pipeline Players
Team Roles: Who Do You Have? And Who Do You Need? Champion: Visionaries who can act as politicians, communicators, and persuaders. Creator: Strategic thinkers who synthesize information, assess risk, and calculate action steps. Facilitator: Peacekeepers who desire harmony, agreement, and consensus among the group. Implementer: Executors who show a posture for action and focus on tasks and productivity.
Creating a Strong Manufacturing Environment The Caliper Approach is not just for leaders.
Employee Effectiveness
Talent Audit
Business Challenges
Caliper’s Recommendations
1. Finding and Keeping Skilled Workers: Despite the 3. Training and Development: What it takes to succeed as a millions of Americans that still remain unemployed, many supervisor can be drastically different from an individual U.S. manufacturers are having trouble filling jobs that require contributor. When considering employee advancement, the skills to operate high-tech machinery. Then, retaining many manufacturing companies focus on two tracks: High skilled personnel requires implementing a structured Potential (HiPo) and Professional staff (HiPro). High-Pos are onboarding process and setting clear expectations to ensure those who show the potential to succeed in a supervisory or employee satisfaction and success. leadership role, while High-Pros (who are just as valuable) exceed expectations as individual contributors. Knowing the 2. Doing More with Less: With difficulty in recruiting on the rise difference can save you both time and money and ensure in manufacturing, companies are now tasked with that you have the right people in the right roles. maximizing the people they currently have in order to grow their business. Grooming internal talent brings you a greater 4. Globalization and Effectiveness of Teams: According to a return on investment than hiring externally. Knowing your national survey of employees who have worked on teams, employees’ potential to become supervisors, managers, and 68% say they were part of a dysfunctional unit at some point. even leaders – and ensuring that they have the necessary Barriers such as global geography, telecommuting, or just skills – is critical to understanding who can step up in the teams that constantly clash often sacrifice efficiency and future. productivity. When team members understand each other’s work styles, strengths, and limitations, they become optimally productive.
1. The Caliper Profile/The Caliper Accelerator: The Caliper 3. Training and Development: Caliper offers an extensive suite Profile is at the core of everything we do. Validated by over of tools to help you support new supervisors, managers, and 50 years of research, the Caliper Profile measures 22 leaders in making the transition from individual contributor. personality attributes that relate to job performance. With Also, more seasoned leaders can benefit from tailored reporting options that fit every budget, the Caliper Profile can learning modules, 360 feedback, and personalized help you ensure that you hire the right person who will fit leadership coaching by certified Caliper Coaches and with your company’s culture and thrive in the new role. And Consultants. by adding the Caliper Accelerator, you can ensure that you get your new employees up to speed faster and engaged 4. Team Development: Success in team development is with your company longer. measured in many ways. Two common dimensions include keeping conflicts down and productivity up. Taking an in2. Caliper Talent Audit: Using the data from the Caliper depth look into your teams – both virtual and global – will Profile results you already have on file, you can see – at one ensure that everyone’s talents are aligned so they can work glance – strengths and developmental areas in your team, in the most effective ways possible. Understanding your identify who has the potential to be future managers and team through Caliper’s in-depth assessment and leaders, and look for opportunities for individual and team development programs will enable your team – and your improvement. Then, Caliper coaches and consultants can organization – to achieve measurable and sustainable make customized program and coaching recommendations results. based on the findings.
Caliper for Hiring and Selection
Caliper can help you:
Caliper offers everything you need to be able to:
• Conduct an employee engagement and culture survey.
• Hire for an open position or screen large volumes of people.
• Implement company-wide coaching and mentoring programs.
• Understand the competencies required for success in a particular role.
• Conduct exit interviews.
• Ensure that assessment scores are statistically related to performance data via Validation Studies.
• Analyze your company culture, assess where you are, and help you get to where you want to be.
• Develop behavioral interview questions to further assess candidates.
• Collect and revisit your assessment data on an ongoing basis to make talent and organizational decisions.
• Talk through how new hires will work with their managers and team members.
• Move seamlessly through a merger or acquisition from a talent perspective.
• Understand how an individual will fit into your company culture.
Caliper for Talent Development Caliper’s Talent Development offerings help you: • Identify high-potential individuals and provide necessary coaching.
• Understand team strengths and uncover gaps.
• Provide training and coaching to new managers and leaders.
• Provide soft skills training to salespeople, leaders, and other employees.
• Develop leaders in real time, while solving a pressing business problem.
• Conduct Three Sixty assessments to better align leaders with their teams.
Hiring Trade-Offs: Role Players vs. Pipeline Players
Team Roles: Who Do You Have? And Who Do You Need? Champion: Visionaries who can act as politicians, communicators, and persuaders. Creator: Strategic thinkers who synthesize information, assess risk, and calculate action steps. Facilitator: Peacekeepers who desire harmony, agreement, and consensus among the group. Implementer: Executors who show a posture for action and focus on tasks and productivity.
Creating a Strong Manufacturing Environment The Caliper Approach is not just for leaders.
Employee Effectiveness
Talent Audit
Business Challenges
Caliper’s Recommendations
1. Finding and Keeping Skilled Workers: Despite the 3. Training and Development: What it takes to succeed as a millions of Americans that still remain unemployed, many supervisor can be drastically different from an individual U.S. manufacturers are having trouble filling jobs that require contributor. When considering employee advancement, the skills to operate high-tech machinery. Then, retaining many manufacturing companies focus on two tracks: High skilled personnel requires implementing a structured Potential (HiPo) and Professional staff (HiPro). High-Pos are onboarding process and setting clear expectations to ensure those who show the potential to succeed in a supervisory or employee satisfaction and success. leadership role, while High-Pros (who are just as valuable) exceed expectations as individual contributors. Knowing the 2. Doing More with Less: With difficulty in recruiting on the rise difference can save you both time and money and ensure in manufacturing, companies are now tasked with that you have the right people in the right roles. maximizing the people they currently have in order to grow their business. Grooming internal talent brings you a greater 4. Globalization and Effectiveness of Teams: According to a return on investment than hiring externally. Knowing your national survey of employees who have worked on teams, employees’ potential to become supervisors, managers, and 68% say they were part of a dysfunctional unit at some point. even leaders – and ensuring that they have the necessary Barriers such as global geography, telecommuting, or just skills – is critical to understanding who can step up in the teams that constantly clash often sacrifice efficiency and future. productivity. When team members understand each other’s work styles, strengths, and limitations, they become optimally productive.
1. The Caliper Profile/The Caliper Accelerator: The Caliper 3. Training and Development: Caliper offers an extensive suite Profile is at the core of everything we do. Validated by over of tools to help you support new supervisors, managers, and 50 years of research, the Caliper Profile measures 22 leaders in making the transition from individual contributor. personality attributes that relate to job performance. With Also, more seasoned leaders can benefit from tailored reporting options that fit every budget, the Caliper Profile can learning modules, 360 feedback, and personalized help you ensure that you hire the right person who will fit leadership coaching by certified Caliper Coaches and with your company’s culture and thrive in the new role. And Consultants. by adding the Caliper Accelerator, you can ensure that you get your new employees up to speed faster and engaged 4. Team Development: Success in team development is with your company longer. measured in many ways. Two common dimensions include keeping conflicts down and productivity up. Taking an in2. Caliper Talent Audit: Using the data from the Caliper depth look into your teams – both virtual and global – will Profile results you already have on file, you can see – at one ensure that everyone’s talents are aligned so they can work glance – strengths and developmental areas in your team, in the most effective ways possible. Understanding your identify who has the potential to be future managers and team through Caliper’s in-depth assessment and leaders, and look for opportunities for individual and team development programs will enable your team – and your improvement. Then, Caliper coaches and consultants can organization – to achieve measurable and sustainable make customized program and coaching recommendations results. based on the findings.
