In order to bring you the most accurate and useful information possible, Employee Selection and Development, Inc. will be issuing PRACTICAL RESEARCH REPORTS quarterly. Its purpose is to give you practical and useful information on hiring, motivating, and managing employees. Should you have any questions or want further elaboration, please contact us by email or call 800-947-5678.

Bert Zinkand
Director

PRACTICAL RESEARCH REPORT #15 New Developments in Manager Testing

SUCCESSION PLANNING

This Practical Research Report is addressed to all clients, managers and business owners 50 years old or older. According to Department of Labor statistics, 50% of America's experienced managers will retire in the next decade. The impact of this demographic occurrence is momentous. We knew it was coming, but most of us have been so focused on making our operations globally competitive that we have not considered the impact. Here are some basic questions to ask yourself:

• What is the succession plan to identify up and coming managers Is it based on objective or subjective information
• What is the developmental plan to help potential managers develop the competencies necessary to take your experienced manager's place
• What is the retention plan to ensure you protect your investment in these rising managers and have a compatible and competent team

If you have the answers to these questions, you need read no further. If you don't or you want to double check your decisions, then consider the following. Experience and our clients have taught us that there are three key areas that must be measured to ensure you have the right manager. They are:

• Competencies - By competencies, we mean "Driving for Results , Managing Others , Coaching and Developing Others , Championing Change, etc." The management competencies necessary to function at the five general levels of management.
• People Skills By people skills , we mean "the emotional intelligence needed to tune into themselves and others."
• Intellectual Abilities - By intellectual abilities, we mean the "ability to think strategically, tactically and have the intellectual horsepower to process data quickly."

A management assessment and development program has been developed to measure these key areas and compare candidates or existing managers to 72 different management databases of known top performers. The program is called Assess for Managers . Below are links you can use to see a sample Selection Report, Development Report, and Database Comparison Report for a mid level management position. Please take a moment and review the reports. Then call me and let's discuss the impact to your organization. There is no charge for the discussion. If you would rather explore all that the Assess for Managers program offers on the web, please go to www.managertesting .com.

Bottom line, the future of what we have built relies on us making the right management succession choices.

SAMPLE REPORTS :

Sample Mid Level Manager Competency Selection Report

Sample Mid Level Manager Competency Development Report

Sample Mid Level Manager Database Comparison Report

Each of the following positions have had a complete job analysis to determine the core behavioral competencies, work ethic and job tasks necessary for success. The scales have been validated to predict success. Here is a list of the position assessments developed to date:

• Receptionist
• Administrative Support- for administrative assistants, secretaries, office support personnel and temporaries.
• Customer Service- for customer service representatives, order clerks, client services representatives.
• Hospitality Staff for Restaurants and Hotels- for front desk personnel, wait staff.
• Production and Distribution- for manufacturing and assembly team members, operators, drivers and warehouse personnel.
• Retail Clerks/Cashiers - for people who enjoy in a retail store where active selling is not required. A measurement of basic math can be added.
• Retail Sales Associates - for retail positions where active selling required and customer loyalty is desired. A measurement of Retail Math ca be added.
• Retail Store Managers- identifies managers who will succeed in small retail stores or department managers in large format stores. A Retail Math module can be added.
• Health Care- identifies people who can work directly with or around patients displaying an empathetic, service oriented attitude while providing superior care in such positions as nurse, nurse's aides, technician, transporting personnel, and office admitting personnel.
• Call Centers- identifies people who can work effectively with customers to produce results for inbound sales, inbound service and outbound sales roles.
• Help Desk Agents - for people who will work efficiently to solve technical support problems, exceed customer expectations and work collaboratively with others to resolve help desk issues.
• Leasing Agents- identifies people who will have a positive service attitude and influence prospects to rent or lease units in their complexes.
• Convenience Store Management - For people who will manage a small team of associates to serve and sell to customers in convenience stores and gas stations.

Validation and Questions

If you have questions on this family of assessments or if you would to learn how the assessments were constructed and how they predict success, please call 800-947-5678. We will happily discuss the assessments with you and email the appropriate validation study.