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GAPPS3

GAINMORE™ Advantage Potential to Performance System

Copyright © 2010 CELSIM. Rights reserved


Recruitment and Talent Management
Challenges
 Recruiting the “right” people
 Identifying talent and potential
 Retaining talent in a highly competitive
rapidly changing environment
 Developing the “right” talent with the “right”
talents
 Succession planning
 Leading and motivating Gen “Why”

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Meeting today’s needs requires a new look at your
company’s value proposition
1960s-1980s 1990s

2000s 2010s

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Career stages & diversified needs of High Potentials
(Hi-Po’s) - Singapore
“Typical employees”
Upon joining & early career Mid-career Late career
Pay Ben Pay Ben Pay Ben
Leadership Leadership Leadership

L& D W.E L& D W.E L&D W.E

“Hi-Po’s”
Mid-late 20s Early to late 30s Early to late 40s
Pay Ben Pay Ben Pay Ben Pay Ben Pay Ben

Leadership Leadership Leadership Leadership Leadership

L& D W.E L& D W.E L& D W.E L& D W.E L& D W.E
Late 20s-early 30s Late 30s-early 40s
Copyright © 2010 CELSIM. Rights reserved
Research conducted in Singapore 2008-2009. n=758
CELSIM Total Talent Management framework
Employer perspective: Employee perspective:
Increasing shareholder value Meaningful, rewarding work

People
Peoplestrategies
strategies
Values and
and“the
“thedeal”
deal” Values

Total talent management strategy

Improved business results


Aligned employee behaviors
Consultant's Name
Copyright © 2010 CELSIM. Rights reserved
GAINMORE™ Framework
Organization Environment
GAPPS Analysis
Other Organizations

Performance Organizational
Competitive
priorities
Match?
Organization
Characteristics
Behaviours
Organization
Activities Needs and
Organization Competency
Core Competence Priorities
Other Teams

Performance

Competitive
priorities
Match?
Team
Characteristics
Behaviours
Team
Activities
Team gaps
Team Competency
Enabling Competence
and Priorities
Other Individuals
Job Function, Industry
Culture, Geography

Performance
Personal
Individual potential,
Competitive Job
Match? Behaviour Activities
priorities Characteristics

Individual Competency Job Competence gaps and Priorities


Goals Review Values, Attitude Influence, Nature, Motivation Alignment, Outcome Review, Evaluation

Benchmarks Priorities Congruence Competency Competence Performance

Motivatio
Goals Attitude Nature
n
Review
GAINMORE™
Vision Influence Alignment Outcome Evaluation
Advantage
Review Values
Coaching & training

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The CELSIM benefits
 Total Talent Management approach
 Robust GAINMORE™ framework
 15 years of academic and applied business research
 Comprehensive diagnostic assessments
 Self-assessment, 180˚, or 360˚ tools
 Applied coaching
 Practical application to the workplace
 Adaptive coaching
 Techniques suited to individual development stage
 Continued support
 Personal learner toolbox, online coaching
 Certification programme to internalise coaching
 Modular coach training programmes for internal resources and cascade
coaching culture
 Online client support
 GAPPS3 Private coaching clients area
 GAINMORE™ Advantage Learner Toolbox- social learning LMS

Copyright © 2010 CELSIM. Rights reserved


Why GAPPS3?

For development For recruitment


 Easily and quickly undertake a DNA  Objective view of “intangibles”
 80% accurate compared to a full TNA  Adds value to your brand
 they'll tell all their nearest and
 Easily plan development dearest!
 Each individual has their own  Brings unprecedented word of
development plan mouth advertising to your business
 Lines your staff up to develop for  nothing like someone rejected
success singing your praises!
 Why benchmark with Mr. and Ms.  According to Nielsen, 94% of your
Average? rejected candidates will become a
supplier, customer or competitor.
 Cascades a coaching culture  Do you want people who appreciate
 Identifies High potentials you in these positions or arch-
enemies?

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GAPPS3 added value
GAPP Others
S3
Validated in Asia  
Singapore, Malaysia, Vietnam, Thailand, Hong  
Kong, Indonesia, India, Australia, New Zealand,
Philippines, China
Plus UK, USA, Europe  
One tool provides holistic report  
Attributes as a leader – development journey  Traits only
(characteristics)
Abilities as a leader – IQ, MQ and EQ  Most
(competencies)
Agility as a leader – differentiator for success  
Potentiality as a leader  IQ based
Team leadership role preferences and  Team Roles Q're
behaviour
Personal development priorities  
linking directly to online development modules  
and coaching
Feedback coaching with every assessment  Extra

Comparison with "successful" benchmarks  Normalized US


means
Customize own internal benchmarks  ?

Copyright © 2010 CELSIM. Rights reserved


Some of our clients

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GAPPS3 Assessment - Attributes
 AAA Leadership
 Attributes
 Abilities
 Agility

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GAPPS3 Assessment - Abilities
 AAA Leadership
 Attributes
 Abilities
 Agility

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GAPPS3 Assessment - Agility
 AAA Leadership
 Attributes
 Abilities
 Agility

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GAPPS3 Assessment – Team
Leadership
 Preference and current behaviour

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GAPPS3 Assessment - Potentiality

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Internal coaching
Quick overview of
 Example profile for the coach profile

Quickly
identify Quickly
supporting identify
& brain
constrainin processing
g
behaviours

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Recruitment report
 Highlights competency based questions to ask
candidate
 Annotated pdf reports for interviewer to
quickly focus on strengths and development
areas

Copyright © 2010 CELSIM. Rights reserved


GAPPS3 Assessment – Benchmarks
 Person-Job/role fit
 Person-Team fit
 Person-Organization fit
 Person-culture fit
 Person-boss fit
 Self-Others view (180˚/360˚)

Copyright © 2010 CELSIM. Rights reserved


GAPPS3 Assessment – reliabity
 Test-retest reliability - correlation ranges from .76
to .95
 Cronbach alpha - from .77 to .84
 Validity tests against DISC, 16PF, OPQ, LDQ, MBTI
all show high validity of GAPPS3
 Database 42,326 (as at Dec 31 2009) st

 26 Significant* “successful profiles”


 Singapore, Malaysia, SEA, Asia profiles as well as
UK, USA, Europe and Global.

* Significance at 0.05

Copyright © 2010 CELSIM. Rights reserved


GAPPS3 Assessment – difference

Copyright © 2010 CELSIM. Rights reserved


GAPPS3 Assessment – creating new
recruitment target profiles

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GAPPS3 – working in partnership with you

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Investment – Internally run

Custom GAPPS3 System Internal coaching


 Full self-serve custom GAPPS3  Client login access to our
system - hosted on our servers GAPPS3 Associate Partners
 Training – 5 staff* System (APS)
 System admin (2 days)  Profile turnaround <24 hours
 GAPPS3 Feedback coaching
certification (2+3 days)
 Training – 5 staff*
 150 full GAPPS3 profiles
 Support admin (1 day)
 GAPPS3 Feedback coaching
certification (2+3 days)

*Certified coaches are subject to our independent quality assurance

Copyright © 2010 CELSIM. Rights reserved


How to choose?
  Full Service Custom Full GAPPS3 APS
by CELSIM self-serve
System

Less than 160


assessments
    
280 > 160 assessments 
annually
More than 280
assessments annually
    
>8 custom profiles  
Internal IT support 
At least 5 suitable staff
as coaches
   

Copyright © 2010 CELSIM. Rights reserved


Next steps

GAPPS3 full service GAPPS3 APS or Custom

1. Establish 1. Internal Coaches


benchmark(s) Training
2. Validate benchmark 2. Establish
3. GAPPS3 assessment benchmark(s)
roll-out 3. Validate benchmark
4. GAPPS3 roll-out

Operational with one to two weeks of contract Operational with one to four months of contract

Copyright © 2010 CELSIM. Rights reserved

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