Module 1: Evolution of Workplace Planning
- Talent strategy and Talent review during turbulent times
- The economics of engagement
- Turning talent management and management continuity into competitive advantage
- Total performance scorecard
Module 2: Results of Career Mismatching
- Faulty foundations of career decisions
- The history of career direct
- Design a selection process which will ensure that the best people are recruited
- Put together an appropriate person specification comprising well-written competencies
- Competency Profiles and Behavioural Anchors
- Competency-Based Reference Checking
- Rating of Competencies
- Research and development findings
Module 3: Career Direct and Personality ID Job Profiling- a comprehensive model for understanding organizational work design
- What character and competencies are and why it is important?
- What Character and competency development can do for your personal growth
- What Character development can do for your organization
- How to develop Character your organization and in your personal life
Module 4: Strengths and Competency-based profiling
Positive leaders understand how to bring out the best in people and organizations. They uncover potential and bring it to life. As a result, they lead teams known for high satisfaction and productivity. Positive Psychology corrects this imbalance by studying positive emotions, strengths-based character, ethical behavior, energizing relationships, and healthy organizations. It is a new science that examines how people thrive, excel, and flourish.
- Introducing a strength focus in the workplace
- Strengths –focused recruitment and interviewing
- Strengths –focused Coaching
- Strengths –focused appraisal and performance reviews
- Competency-Based Interviewing
- Accomplishment analysis
- Other uses of job profiles (such as recruitment, training, succession planning, organisational design and development)
Module 5: Using Career Direct and Personality ID
- Typical profile 1. Personality. Personality Highlights, you’re Typical Strengths and Weaknesses, your Career Environments based on personality and you’re Critical Life Issues (stress and financial management). 2. General Interests. The ranking of your interests in 21 General Interest career groups and descriptions of the highest career groups, next you will find a chart that lists the components that make up the top ten interests: The Activities, Occupations, and Subjects groups. 3. Skills and Abilities. Here you will see a ranking of your skills in 14 areas and descriptions of your strongest skills and abilities. 4. Values and Priorities. This section is in three parts: Work Environment, Work Expectations and Life Values 5. Competency Profiles.
- Doing your own career direct and Personality ID profile
Module 6: Ongoing coaching and support
- Ongoing coaching and support
- The application of Strength to facilitate career coaching decisions
Welcome. My name is Mario Denton. Over the years I have seen many instances of bad appointments and the devastating impact on organisations and morale. This is one of your most important decisions yet we are still not mastering it.. So what is the solution? The answer is simple: Do the Character and Competency profiling first and then do your Career Direct assessment as part of the selection process.
Seeing is believing. Bring me a person I can assess for you, then sit in on this person’s feedback and experience why Career Direct is such a value-adding contribution to helping people understand their Unique Design.