Tài liệu On Selection and Future Commercialization pdf

On Selection and Future Commercialization Content Owner: John Callender TRIP REPORT John Callender Mar. 12, 2001 BIGBY,HAVIS & ASSOCIATES – Dallas-Mar3. BHA is a 28 person, $5MM firm offering consulting and computer/web based testing. They market a cognitive ability /personality system (ASSESS) which can be used for selection or development. Cognitive tests are Watson-Glaser and Raven's Matrices. The personality tests were developed in-house. Two-thirds of BHA's employees are designers and programmers. BHA's strategy is to grow by adding to its product line- and several are close to completion. Example: Job Tango is a process to help people judge their fit to the personality demands of different types of jobs. BHA has job requirements profiled from their knowledge base. The person assesses themself on those same characteristics and compares their profile with the various jobs. It's a sort of realistic preview that could be very useful in a career search process- or for a career assessment service within a job board. I was interested in BHA's potential to help with our commercialization. They are NOT in the business of hosting other people's tests on their website, but they have excellent qualifications to web-ize the delivery and scoring of a test for us, and offered to price tests (eg, Plant Tech) upon our request. BHA would not be a potential customer for a Licensing arrangement. DOW-Houston- Mar 5 DOW has a single, Globally integrated employee information system based on PeopleSoft to which they are in the process of adding workforce planning tools. Their purpose is to support HR people who work with business teams on staffing and organization planning. Their system includes tracking training courses completed and reasons for turnover. The planning tools come into play after a business has defined a 3-5 year plan and begins dealing with what the future state of staffing will need to be. The planning tool is then used to evaluate hiring mixes needed to get the right numbers in the right skill groups and job levels for the future state. It has already helped one dept. avoid over- recruiting in the experienced market. The system factors in assumptions about retention, promotion rates, and hiring (entry, experienced), to forecast enrollment in some detail, including job levels, length-of-service profiles, and other demographics of the organization. The same employee system can generate historical rate data and current enrollment information, down to work groups as small as 30 or as large as the whole company, as a basis for informing key assumptions. Our GBS Employee Data group might find this system of interest for further benchmarking. INTERNATIONAL SELECTION AND ASSESSMENT COUNCIL- Houston- Mar. 5,6 Attended by AT&T,Anheuser-Busch,Dow,IBM, Sears. Cancelled at last minute- Ford, State Farm, Sempra Energy, Motorola. Commercialization. I outlined the tests we have to commercialize and got reactions to the test-market website. IBM expressed the most interest- they want to increasingly use biodata screening methods. Some had difficulty with the multi-company site concept, driven by the idea that they did not think their recruiters would understand the value of allowing someone attracted to their company's website to be given a chance to apply to some other company too. This still leaves two viable ways to operate. 1)An independent recruiting service provider COULD logically provide the multi-company entry point- either as an additional entry point to the company's own site- or as the only entry point for a company without its own recruiting website. 2) A person coming through a company website does the assessment only for that company, without the assessment result being shared with any other company. We need to allow for option (2) because it likely reflects how many recruiters think today. I believe companies that continue to force students through a multiple application scenario (to get to other companies) will risk becoming less desirable than the enlightened companies who allow multiple applications no matter how the student got to that point. But they can figure that out later if we are right. Until then they could use the External MultiCompany route, or the Apply -Only –To- My- Company- From- My –Company- Website route, or both. I reviewed the Plant Tech Tests DOW may want to "rent" with their Global Workforce Planning Director. He was impressed by the quality and relevance of the tests to their needs. They do not have final approval for the Global Plant hiring program they want to start next fall, but are optimistic it will be coming. We should proceed with a DOW CDA so we could send materials as needed. (I didn't leave any). Outsourced Testing PSA eliminates this problem for campus hiring, however it is worth mentioning some arrangements others have in case other types of testing (eg, Plant Tech) are considered for outsourcing. AT&T began using AON/Assessment Systems Inc. (Philadelphia) when HR reuced from 2400 to 600 in AT&T. Operating in 200 locations, ASI gave 100,000 tests for AT&T last year. AT&T has been generally satisfied and feels the costs, which work out to $700 per hire, are competitive. (Total costs per hire mentioned were $1500 for nonexempt and $3500 for entry-level mgt.) They also use Convergys to give a phone call simulation test at $60 per test. DOW outsourced all US nonexempt testing to Lanngehan Henning Inc. (New Orleans).- used to hire 300 last year. They typically have 50 applicants per job filled due to high paying plant jobs. Though generally satisfied, DOW is reconsidering AON/ASI and Manpower. They previously talked to and rejected Kelly. Need to check this further as we consider DOW's interest in "renting" our Plant Tech tests for the Global hiring program. SEARS uses Assessment Solutions Inc, (Chicago) to administer a sales test requiring a role play at $65 per test. Computer Delivered Tests AT&T has been pleased with computerization of their tests done by Neil Kingston. State Farm has done a lot of computerization via a full time technician who learned/applies relevant technology (discussed prior meeting). Believe Ford may have used AON to computerize tests. High Potential Employee Identification.Sears gave a detailed account of their process which is based on an add-on nomination form integrated with annual performance reviews. Dow also does not use testing- has nomination process operated by Functions who have responsibility for staffing/career planning.IBM is exploring use of an assessment center process. $800,000 quoted by one consultant to create an IBM assessment process. AT&T had used assessment center for development feedback, but has stopped. Applicant Tracking Systems Dow switching to RecruitSoft from PeopleSoft. Sears uses PeopleSoft. IBM moved from Resumix to PeopleClick, will switch again to Intronet. Have IBM contact in New Zealand to learn more about Intronet. Next Meeting Tentatively Oct 8-9, AT&T, Basking Ridge NJ. John Callender . On Selection and Future Commercialization Content Owner: John Callender TRIP REPORT John Callender. assumptions. Our GBS Employee Data group might find this system of interest for further benchmarking. INTERNATIONAL SELECTION AND ASSESSMENT COUNCIL- Houston-