Strategic WorkforcePlanning

Mike Nealwww.PredictiveResults.com813-390-2625mike@predictiveresults.com

The Science of Human Capital and Behavioral

Analytics

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Success

Three Key Areas

The Looming Talent Shortage

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1/3 of companies are struggling to attract the talent they need to drive long term results.

35% of employers worldwide are struggling with staffing shortages…

Average job tenure for workers 25-35 years old is just

3 years

We don’t know, what we don’t know

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WHAT DRIVES EXCEPTIONAL PERFORMANCE?

Can Do

Will Do

The Secret to Success

Why a Behavioral Assessment?

The Rise of Assessments

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Types of Assessments

PI Worldwide Member Firm

• 60 Year Old Privately Held Analytic Company• 8800 Clients• 90% Client Retention• Fully validated and meets all EEOC

requirements• Over 2 Million assessments completed

annually• 55,000 Executives/Managers trained in PI• 70 languages, including Braille• Job Analysis, Analytics and Validity Studies• Knowledge Transfer

Who Uses PI?

What we measure

D O M I N A N C E

EXTROVERSION

P A T I E N C E

F O R M A L I T Y

The FOUR Factors/Behaviors

AgreeableObliging

ModestHumble

UnselfishSupportive

IndependentSelf-starter

ResoluteChallenging

AssertiveControlling

ReclusivePrivate

ReservedUnpretentious

QuietSincere

SociableTalkative

EnthusiasticAnimated

ExpressiveGregarious

ImpulsiveRushed

IntenseFast-paced

QuickReady

CalmStable

DeliberateUnhurried

HabitualMellow

UnstructuredSpontaneous

CarefreeUnfussy

CasualFlexible

ThoroughSerious

PreciseCautious

StrictConforming

Summary of Behaviors

Dominance

Extroversion

Patience

Formality

Factor LOW HIGH

ReservedThoughtful

Sense of Urgency

UninhibitedInformal

Self-ConfidentIndependent

EmpatheticUnderstanding People

PatientConsistent

ConscientiousBy The Book

Unselfish - Accommodating

A

B

C

D

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Summary of Motivating Needs

A

B

C

D

Factor LOW HIGH

• Opportunity for introspection• Recognition for technical/intellectual accomplishments• Freedom from office politics

• Variety• Change of pace• Mobility

• Freedom from rigid structure• Freedom of expression• Opportunity to delegate details

• Independence• Recognition for own ideas • Control of own activities/work

• Social interaction• Social acceptance/recognition• Symbols of prestige, status

• Long-term affiliation• Stable work environment• Familiar surroundings/people/work

• Certainty – understanding the rules• Specific knowledge of job• Freedom from risk of error

• Encouragement, reassurance• Harmony (rather than friction)• Understanding supervision

Keys To Success

Data Drives Results

Who Fits

PRO for a CPA

• Self-starter, self-motivator, initiative• Results-oriented• Analytical, critical, creative thinking• Delegates details more than authority, tight with

both• Control, tough on people, hard push for exacting

results• High standards, high quality work, expert

Cut Recruiting Cost

30-50% Reduction In Recruiting Costs

Poor Talent Is Expensive

PredictiveResults.com

Retention is Critical

Once You Get Great People, Can You Keep Them?

PredictiveResults.com

The Two Causes of Turnover

Managing Your Mix

Analyzing Your Team

Good Data Drives Better Decisions

Benefits of Group Analytics

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Define and predict high performance

Facilitate Workflow

Reduce Conflict

Improve group synergy

Identify and Develop Leaders and Managers

• Identify leaders– Who fit corporate needs and culture

• Highlight coaching needs– Build leaders before you need them

• Identify motivations and drives– Individual understanding builds

success

Building Strategic Culture At All Levels

Senior Management

Strength Assessment

Succession Planning

Managers

Coaching/Motivation

Interviewing

Recruiters

Selection

Executive

Middle Management

Front Line

Com

mun

icat

ions

Vendor Comparison Checklist

Applications to entire employee lifecycle Experience in your industry Objective study of job (plus benchmarking) Number of Validity Studies Inclusive Model of Use Simplicity and Practicality Group Analytics Interview Guides Coaching Guides Knowledge Transfer Technology Cost ROI and Guarantee

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Conclusion

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Strategic workforce planning is an important strategy to:•Recruit •Develop •Retain

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Q & A

Mike Nealwww.PredictiveResults.com813-390-2625mike@predictiveresults.com

How to Attract, Hire and Retain the Best People

A Sampling of Clients