At the Strategic HR and Technology Summit (hosted by the All Events Group), I made a presentation entitled: "Technologically Advanced Assessments in Driving Sustainable Business Success Through Performance Modeling/Benchmarking and 360 Performance Reviews in the BPO Industry.
These two issues are critical for success in companies. Why? Because Human Resource Management, and people in particular, is the driving difference for Sustainability:
1) Performance Modeling (also called Job Pattern or Benchmarking) helps to significantly reduce turnover (both for pre-hire and ongoing employment) and increase "Job Fit," which increases performance by individuals. This is accomplished by helping to "clone" top performers and having people in positions placed by "Job Fit" which leads to higher job satisfaction. The ability to generate online benchmarks and quickly revise top performer's Models, speeds the process in a dynamic market. This directly spills into Succession Planning and Coaching.
2) 360 Performance Reviews give metrics for Career Development and Leadership, leading to areas for training and development needs. Complete Online "assembled" and tabulated results ensures confidentiality of authorship for each rater, and the freedom from fear of retribution providing candid feedback, as well as speed in delivering reports and information. These are critical for promotion, coaching and leadership development. It has been well reported and documented that currently, and in the near future, there is a Leadership shortage/vacuum, so this tool is essential for any company who wants to be around in the coming years.
Technologically Advanced products included the discussion of the use of Avatars for multiple language guidance and instruction, and Artificial Intelligence in the use of ATS (Applicant Tracking Systems) and HRIS systems. Since one of the major sponsors was the BPA/P association in the Philippines, we used as examples, speed of pre-hire evaluations and assessments, leading to job offers in a matter of hours rather than days and two different but similar applicant processes.
Whether for the BPO industry or other industries, the basics still apply. In BPO, because of the need for rapid scale-up and many times the large quantities of people needed, the BPO industry has refined the hiring process and is a good example of responding to needs and change in pre-hire and management.
If interested, the slides are available. Feel free to contact me at anytime for this information.
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