Using Thomas Profiling for effective Performance Management A

Using Thomas Profiling for effective Performance Management A Thomas International – TVPS presentation

l “We hire people for their technical skills but fire (lose) them for their behavioural faults” - Thomas International

Preview About Thomas International l The Thomas International Profiling System(TIPS) l – – Concepts Applications Tools Mechanics Implementation l Case Studies l

Thomas Profiling: Concepts Based on Dr. William Marston’s theory (1928) : “Theory of Emotions of normal people” • Behavioral inventory at work • Easy to administer and interpret. Saves executive time • Ipsative, not normative •

Thomas Profiling: Foundation Unfavorable situation DOMINANCE (D) COMPLIANCE (C) Active Passive INFLUENCE (I) STEADINESS (S) Favorable situation

Thomas International Profiling System l l l l Widely used Human Resource Management Systems in Rect, Trg&Devp, Appraisals, Team Bonding, Team management, Competency Mapping etc……… Leading behavioural assessment tools in the world Used in 51 countries, 49 languages 30, 000 clients of which 300 are MNCs 6 million assessments during the last 15 years Software based Represented by Team Value Profiling Services in India

Thomas International Wide range of applications l l l l Strategic Business Reviews Management and Development Selection and retention Team Analysis Benchmarking Jobs Customer service Structured Interviewing

Thomas International Wide range of applications (2) l Succession planning l Leadership development l Creating Self awareness l Incorporating HR with business strategy l Stress and career management l Call centres

Thomas International: Tools and mechanics l l l Thomas PPA System (PPA) Thomas Human Job Analysis (HJA) Thomas Team Analysis (TA) Thomas TST Thomas Appraisal Thomas Competencies

DISC - Brief D l High I S C Direct Results Aggressive Friendly Persuasive Influential Deliberate Dependable Good listener Systematic Logical Perfectionist Basic Fears Failure Rejection Motivators Power & Auth Public Praise l Low Non demanding Reserved Mild Serious Accommodating Probing Sudden Change Conflict Security SOPs Mobile Alert Restless Strong willed Stubborn Independent

Mechanics of the PPA • The PPA is a short form which takes 5 - 7 minutes to complete • The form has 24 rows with 4 words each • Each row choose Most(M) and Least(L) behavior at work • D, i, S, C Scores computed and fed into the Thomaskey software • Reports generated to suit requirement

What the PPA provides l l l Preferred behavioural style at work Behavioral modifications by the person to suit the needs of current job situation Expectable behavior under work pressure Basic fears, motivation, value to the organisation Identification and classificaton of stress

A profile is just that - a profile. Whether it is either effective or otherwise can be determined only when compared with the behavioral profile of the job

Mechanics of the HJA l l l Form with a list of 24 statements which explore various aspects of a job Form filled by 2 or 3 people who know the job well “Prime Profile” generated D, i, S, C Scores fed into Thomaskey software Report on behavioral job description generated Compared with PPA to understand behavioral compatibility of person with job.

HJA: 2 useful reports – HJA - assess a job l Describes behavioral requirement of a job – Job and person comparison l Comments on the strengths and weakness when compared with the job – Computer scoring-input for HJA and PPA

THOMAS BENCHMARKING SAMPLE Good Average SUGGESTED HJA Poor

ORGANISATION L BEHAVIOURAL INDEX Points To Review Percentage High D 25 High I 100 High S 38 High C 75 lose of Job Direction 13 Finding things tough 38 Frustrated 25 Indecisive 38 Stress 63 Follows rule when matters 13 Rebellious 0 Stubborn 13 Grey zone 38 Compatible 25 Trainable 50 Not Compatible 25

PPA: 16 useful software reports l Individual Reports – Personal Profile – Training needs analysis Analysis – Strengths and Limitations – How to Manage a person – Compatibility report – Career guidelines – Candidate feedback – Executive summary

PPA: 16 useful software reports (2) l Audit reports – Management capabilities – Sales potential – Administration ability/Technical competence. – Call centre audit – Customer service audit

PPA: 16 useful software reports (3) l Provides penetrating Questionnaires - Management Interview Questionnaire. - Sales Interview Questionnaire. - General Questionnaire for admin/tech function

Strengths Matrix 0 -25% 76%-100% -Motivator -Quality conscious -None -Concurrently handling different work -Quick in detecting errors -Handles deadlines -goal oriented -Work productively in well defined areas 51%-75% -Verbal communicator -Friendly approach -Diplomatic -Generates enthusiasm -Perfectionist -Weigh all pros and cons -Patient -Positive approach -Motivated by results -Good Planner 26%-50%

Issues LIMITATION MATRIX 76%-100% -Act hyperactive 0 -25% -Not good listener -Restless -none -Overly sensitive -Lacks administrative skills -Lacks Decision taking ability 51%-75% -Overly cautious in decision taking -Lenient in approach -Defensive approach -Inadequate delegation -Lacks problem solving skills -Stubborn at times -Cannot set objectives -Needs time to adjust to change -Lacks urgency -Overly patient 26%-50%

TRAINING MATRIX ISSUES FOR TRAINING -Analysing situations -Times scales -Setting objectives -Listening and understanding -Risk analysis -Goal setting -Creative and lateral thinking -Assertiveness training -Setting objectives -Decision Taking -Time management -Effective communication -Modify behaviour -Setting measurable targets -Strategic planning

CONCEPT: BLOCK DIAGRAM HJA A B BEHAVIOUR PPA TEAM DYNAMICS CORE PERSON SKILLS ROLE SPECIFIC C COMPETENCIES TST TRAINABILITY FUNCTIONAL

A VALIDATE AGAINST PERFORMANCE PERFORMERS & B SELECTION TRAINING DEVELOPMENT C APPRAISAL NON- PERFORMERS BOTTOM LINE INDUSTRY DYNAMICS MORALE EMP SATISFACTION

PERSON A TEAM PLAYER B BEHAVIOUR SKILLS TRAINABILITY C CORE FUNCTIONAL

Thomas TST TESTS FOR SELECTION AND TRAINING l Devised from knowledge of what makes a mental task difficult. l Principles of construction – Human mental performance – Measure known mental abilities – Equal opportunity l Five Types of tests.

Putting PPA, HJA and TST to work l Matching HJA and PPA provides a measure of COMPATIBILITY l TST is an indicator of ABILITY l Linking Compatibility and Ability enables strategically benchmarking Human Resources into four Quadrants

STRONG COMPATIBILITY LOW ABILITY Promotions need to be Currently carefully otherwise worked out good performers theybut littlebe promoted to tend to potential for their own incompetence development/higher tasks STRONG COMPATIBILITY HIGH ABILITY Average to excellent performers Need to be well taken care of orwithorganisation may the great potential for development, change & lose good people higher tasks In Which Quadrants Do +/- +/+ Your Personnel -/- -/+ Fit? High Compatibility HJA & PPA Low WEAK COMPATIBILITY LOW ABILITY Below average performers However, they may be competent due to long years of performing the same task Ability TST High WEAK COMPATIBILITY HIGH ABILITY Keeping too many of job Work be outshined/ Tend tofrustration, these Below average to average Notpeople will be done except much can accumulate constraints and even Effective job-realignment outperformed due to performersefficiency but to sustain their cannot redundancy may result a team who canhave great potential bring job-mismatch current vast improvement drive the company further

Thomas Profiling - TA It’s not just about people and jobs, it’s also about team roles Thomas Team Audits

Thomas Team Audit l l l Unique Di. SC + Role theory Aligns team culture with Business objectives (Diagnostic review) Ideal Team Culture (ITC) + Actual Team Culture (ATC) Gaps and development areas: Team related and individual related

Thomas Skills - Audit l Role Specific – Management – Sales – Admin/Tech – Customer care – Call Centre l Measurable l Focused and meaningful training l Optimises training budgets

The Thomas Competence Review System

What is competence? l Skills and attributes necessary to carry out a job Behaviour + Skills + Ability l Not a fixed inventory Industry, Organization, Function, Stage in life cycle etc.

Thomas Competence review system – Process Management Diagnostic Review Arriving at key business priorities Identifying key competences to achieve business priorities Translating key competences into measurable sub competences Developing Competence review and Measurement forms

Using Thomas Profiling: some whys Very accurate results 85% l Ease of administration – 5 to 7 mins l Upgraded every 6 months l Validated systemacross cultures and gender l Need not depend on consultants l Wide range of applications l Result oriented l Allows measurement of effectiveness l

Using Thomas Profiling - Some direct benefits l l l Removes guess work in dealing with people More transparent Reduces cost to company Higher retention High Morale Enhances strategic aims of the company

Clients(India) - A representative list l l l l l Allergan India Ltd. AT & S Arvind Clothing Ltd. Ashok Leyland Asian Paints Astrazeneca India BAAN Software Bharati Café Coffee Day Citicorp overseas Software Ltd. l l l l l CISCO Dr Reddy’s Ernst & Young EID Parry(Murugappa Grp) Flextronics HCL Infosystems Hindustan Motors Hindustan Lever Ltd I-flex Solutions Johnson & Johnson

Clients…(contd) l l l l l Malayala Manorama Maruti (MUL) Mainstay Technologies Novartis OTIS Elevators Parke Davis Pfizer Ltd Phoenix Global Solutions Resil Chemicals Ranbaxy l RPG Group Sanmar Group Shaw Wallace Smithkline-Glaxo SONY Tata Teleservices The UB group TNT l Wyeth Lederle Ltd l l l l

Clients…(contd) l l l l l Malayala Manorama Maruti (MUL) Mainstay Technologies Novartis OTIS Elevators Parke Davis Pfizer Ltd Phoenix Global Solutions Resil Chemicals Ranbaxy l RPG Group Sanmar Group Shaw Wallace Smithkline-Glaxo SONY Tata Teleservices The UB group TNT l Wyeth Lederle Ltd l l l l

Thank you for your time and attention

Did you know that companies who distinguish themselves in the way they hire have achieved l Growth rates of 60%-300% over their competitors. l Return on sales of about 200%-300% over the competition. l And most importantly, for the future of your company. . . an increase of over 50% in quality, service and customer satisfaction. l. . . Source: Leonard Schlesinger, Harvard University

CASE STUDIES

CASE STUDY - 1 l Company: Hindustan Lever Ltd Purpose Development Center l Facilitate development of Officers who have 4 -5 years of experience in the company from various functions l

Company: Hindustan Lever Ltd. (2) l At the Development Center, participants are exposed to a gamut of exercises like – Case-studies – Group Discussions – Thomas Profiling l Findings of Thomas profiling and other exercises were found to be concurrent

Company: Hindustan Lever Ltd. (3) Sub-groups having common profiles were identified l Ideal jobs and development paths for each cluster were suggested l Totally voluntary l Company seen as a facilitator rather than a imposer l

CASE STUDY-2 l Company: PARKE -DAVIS Purpose : l To build a fast track team l To emphasize performance driven culture …………CONTD

Ten Med Reps Short listed for Promotion Group Discussion Thomas Profiling Interview Process Two selected Eight - Mentoring - Cross function training - Progress being monitored ( Using Thomas systems) First Second Promoted - Mktg Exec (Best match)- MBA Program - Groomed for Product manager

Bharat Petro Chemicals Ltd l Recruitment Training &Development l l PPA l YES Interview Identify Training needs YES Training l l l Selected No Rejected Measure Effectiveness Counseling

Company : Babcock International l Project team: (Size 30) - Project manager, Engineers and Draftsman l Changed working environment l Problems – Absenteeism – Delayed delivery schedules – Errors creeping into the system

HJA DEVELOPED Mr IDEAL ENGINEER AND DRAFTSMAN PPA FORM ADMINISTERED PPA GROUP ANALYSIS TEAM AUDITS TECHINCAL AUDIT COMPARED WITH Mr IDEAL TRAINING NEEDS ANALYSIS FOR EACH PERSON TRAINING ADMINISTERED RE-PROFILING AFTER SIX MONTHS

CITICORP OVERSEAS SOFTWARE LTD THOMAS SYSTEMS “ R” C O S L “ R” “NR” “ NR”

ASIAN PAINTS LTD Sales executives and Supervisors underwent Behavioral Profiling l Thomas Reports were used as additional tools to assist managers in Performance Appraisal interviews of their subordinates l

JOHNSON AND JOHNSON Purpose l Team Building l Self-awareness

Company: Johnson and Johnson (2) A senior management task-specific team was formed l Team members were encouraged to share their Thomas reports with each other l This contributed to a good working understanding of each other leading to higher effectiveness. l

Would you like to build and gain from Thomas Systems? l Contact Team Value Profiling Services l Bangalore Mumbai Chennai Delhi Hyderabad l l