“Whether you are responsible for the talent engagement and development of a large multi-national or a mid-size organization, Harrison Assessment’s Organizational Analytics offers best-in-class solutions to advance your business, cultural, and talent goals for 2021 and beyond.”
“Whether you are responsible for the talent engagement and development of a large multi-national or a mid-size organization, Harrison Assessment’s Organizational Analytics offers best-in-class solutions to advance your business, cultural, and talent goals for 2021 and beyond.”
Harrison Assessments Engagement & Retention Analysis with Fulfillment
Improving discretionary effort is a perpetual challenge for organizations as validated in the 2019 HR.com Survey on The State of Employee Engagement . The survey results are consistent with many surveys on this vital topic over the years and identify several proven initiatives implemented by participating organizations with the highest rankings in engagement and retention:
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Many organizations use various tools and techniques for identifying their talent pipeline. Some use a “nomination approach,” while others use traditional tools such as a performance and potential matrix, a tool used by managers to identify high-performing individuals who are potential promotion candidates, creating lists of probable candidates.
DESP: A New Approach to Traditional Succession Planning Models
We suggest that a more comprehensive and objective approach with four key components, or “pillars,” will provide the rigor and discipline to produce a solid and fluid pipeline of talent. The “four pillars” are the critical components to be considered with any strategy.
Each has its own set of contributing factors, and collectively they produce a solid foundation for execution. We refer to this as the “DESP” model.
Who does not enjoy taking behavioral personality assessments to better understand themselves? We are infinitely interested in who we are, how we interact with others and just what makes us tick! The problem is, most assessments measure a very narrow set of traits. Many common psychological and behavioral assessments look primarily at personality traits. For instance, Myers Briggs and DISC are widely used to measure personality styles. Imagine of the 6+ billion people in the world, you are one of 16 Myers Briggs styles! So what exactly does that make you — 1 in 375,000,000? No, YOU are unique! To appreciate just how unique you are, view this powerful video and be encouraged: You are Unique
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Psychological Traits of a Good White Collar Worker
Baby Boomers remember the old days that had set working hours. You went to work and then around five p.m., you packed up your stuff and went home. If there were an emergency you might stay until five-thirty.
Those days are gone! White-collar work, sometimes called Knowledge Work, is never done. Your immediate To Do list might have twenty items on it, but right behind the immediate To Do list is a supplemental To Do list with another forty action items on it and after that list is done, there’s a third one waiting.
Most white collar workers today need to be able to work autonomously (that big college word for trusted to work on your own and get it done without supervision). And yet, they also need to be able to work cohesively as part of a team when the need arises.
But not all white collar jobs are created equal.
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Hank Kohlbrand, retired Global R&D Director, Process & Manufacturing Technology R&D for Dow Chemical Company and President of the American Institute of Chemical Engineers (AIChE), will share:
AIChE is a professional society of more than 40,000 chemical engineers in 92 countries. Learn the inside story of how the chemicals industry and careers change lives and society.
For more from Hank Kohlbrand, listen to the entire show Monday, September 13, 2010, at 12pm EST/9am PST, or visit www.aiche.org.
To jumpstart your job search and career advancement today, visit www.betterjobbetterlife.com for 7 FREE videos that will transform your career.
Margaret Feinberg, noted author and speaker, will help you answer the question, “What the heck am I going to do with my life?” Her popular book by the same name is for all ages and all stages of our lives and careers. If you’ve asked yourself that question lately, don’t miss her insights to help you come up with the answer. Margaret is not afraid to try things that are challenging and perhaps risky, and she challenges others to take risks as well, especially when they have the desire to do something that is greater than their fear of the outcome.
For more from Margaret Feinberg, listen to the entire show below or visit www.margaretfeinberg.com.
To jumpstart your job search and career advancement today, visit www.betterjobbetterlife.org.
Dr. Tony Zeiss, author of Build Your Own Ladder: 4 Secrets to Making Your Career Dreams Come True, shares how to utilize your powers of:
Learn strategies that successful people have employed for thousands of years. Whether just entering the workforce, establishing personal career plans, or already working and want a more meaningful career, you will gain insight into how to exceed your dreams and have an extraordinary career.
For more from Dr. Zeiss, listen to the entire show below or visit: www.wfae.org/show/charlotte-talks-with-mike-collins/2016-05-19/tony-zeiss-retirement-and-legacy.
To jumpstart your job search and career advancement today, visit www.betterjobbetterlife.org.