Read Our Case Study

A systematic analysis to determine the organization’s current level of skills and abilities

Helping organizations create environments that meet the needs of employees

Selection/Retention

For many organizations, the No. 1 challenge is finding, keeping and developing good employees. Yet, few organizations systematically align their human resources practices with long-term strategic goals.

How does your organization make important personnel decisions, such as hiring, promoting, assigning tasks or selecting team members for a project?  Have you identified the essential skills and behaviors required for the next two to five years? What are you doing to retain and develop key people?

 

How can you align personnel practices with strategic goals?

 

An organizational needs assessment is a systematic analysis to determine the organization’s current level of skills and abilities, to identify any skills gap and to project future needs.  A needs assessment provides the tools for making good decisions in:

  • Selection – By using scientific assessment tools such as the Predictive Index® (PI), your organization can begin to understand key motivating factors of potential hires.  In addition to reviewing the education, skills and experiences of candidates, you can quickly identify an applicant’s natural ability to perform in the position and predict future success.

 

  • Retention – Selecting and hiring the ideal candidate is only part of the equation for building effective teams and companies.  As you bring a new employee into the organization, it is important for leaders to address the needs of the individual.  The Predictive Index® provides insights to create engaging environments for staff members.
  • Development – Even great employees can stagnate over time if not challenged. It’s important to know the specific keys to motivation and achievement for your employees and to educate leaders to respond to those keys in ways that make the work profoundly satisfying. Having employees rewarded and engaged by the work they do makes a company great.
Why is it important?

 

For most organizations, personnel is by far their biggest expense, and there is a direct link between engaged employees and higher performance.  Hiring the wrong person, losing a valuable team member or failing to develop people so they perform at their peak can drain company resources. Peter Drucker once estimated that the average manager makes the correct hiring decision only 33% of the time.  By simply raising that average, organizations can quickly improve profitability. Reducing turnover and improving worker performance also boost the bottom line.

Why The Oliver Group?

For over 25 years, The Oliver Group has assisted many organizations as they link key performance outcomes to the natural behaviors of individuals.  We provide key data on applicants and teach your leadership team how to identify the motivating behaviors for individuals and the impact on your organization.

The Oliver Group’s systematic and scientific approach enables companies to think in a new perspective, measuring individual differences rather than relying on intuition.  With the PI® and other assessment tools, companies can hire the right people, operating managers can be tasked with leading people on the basis of their individual needs and motivations, and employee development can become more targeted.

Our experienced consultants can conduct a detailed analysis of your organization to help you identify and develop future leaders.  Our individualized approach enables you to align strategic goals with departmental and management tactics. Developing employees and helping them to improve performance and build effective relationships shows them how to achieve more immediate and effective results.

Learn More: