- How to Avoid Costly Hiring Mistakes? - Need to Hire More Top Performers? - Want to Minimize Time to Fill Positions? - Are You Using Best Practices in Hiring? - Learn More About Human Capital Solutions?          Call Us at 480.503.2945

If you know what drives the performance in your top performers you can increase productivity by hiring other people who have the same talents
and competencies. If you don't know what is driving high performance in your business you have a clear disadvantage compared to your competitors. 
Your company can benefit greatly by accessing systems that combine talent metrics and performance monitoring for immediate, practical bottom-line
results.  These systems give you immediate access to a full menu of human capital reporting, planning and decision support tools.  Our clients
access a combination of proven methods and time-saving technologies that give them the speed, accuracy, and flexibility they need to develop
and manage high performance work systems.  Contact us to get started today!

	Talent Recruitment Systems The Total Applicant Processing System (Total-APS) enables you to post job openings to any job boards at reduced rates and you can administer screening and selection assessments to your job candidates, resulting in a comprehensive applicant ranking score.  As a candidate moves through the structured assessment process, critical Rapid Screening Data (RSD) is produced and displayed on a single dashboard, enabling accurate comparisons of candidates.  Three premium screening and selection tools are included in the system. Hiring Managers can supplement Rapid Screening Data with  resume scores, interview scores and additional assessment reports.  Contact us to request a Total-APS Recruitment System Demo (includes 3 premier Screening and Selection tools).	Traditional Recruiting Methods Miss the Benefits of the Internet
	Talent Selection Systems We give our clients access to a comprehensive suite of high quality hiring assessments that facilitate screening and selection of high performing talent.  Our hiring systems allow assessment of candidates for administrative, call center, customer service, sales and management positions.  Contact us to request a Talent Selection System Demo (includes access to 90 different talent assessment and management tools).	Hiring is the Highest Impact Decision a Manager Makes!
	Talent Development Systems  Developing current employees is the easiest way to ensure that your company will have the talents and competencies it needs to be competitive in the future.  Coaching, training and mentoring programs have the power to transform a company's destiny by increasing the levels of performance of the current workforce. Productivity and talent retention are both impacted positively by investing in training and development systems.  There are a wide variety of "in the box" training programs that can be deployed to create competitive advantages in the market place.  Leadership and supervisory development programs are essential to good talent management.  If your company is bleeding talent, your talent development systems need an upgrade. Contact us to request a Talent Development System Demo.	Development of Business Managers is one of our most valuable services!
	Performance Monitoring      and Management Systems   Integrated Performance Management (IPM) is an innovative system that provides both a strategy and a process for leveraging human capability. It stimulates productivity, quality assurance and world-class service with the ultimate goal being competitive advantage.  IPM is implemented through the following three steps:   1. Set corporate goals focused on the company’s vision, mission and core values.  The vision sets the ideal for the company’s future and it usually articulates that future in terms of growth, service and brand image.   The vision sends a consistent message to all employees and customers. 2. Keeping the vision and core values in mind, cascade the goals into operating objectives and individual performance targets that include key performance metrics.  Each corporate goal is directly connected to clearly stated objectives and targets in every business unit.  Every objective and target must serve one of the corporate goals. 3. Monitor and measure manager and employee performance through qualitative and quantitative metrics.  These metrics are then linked to the company’s financial goals and incentive compensation.  When these “pay for performance” links are clear to managers and employees, the process leverages workforce capability for producing outstanding return on investment (ROI) in human capital.  Contact us to request a Performance Management System Demo	Upgrade Your Performance Management Systems Today!
	Workforce Planning Systems The primary reason for doing workforce planning is economics. If done well, workforce planning will increase productivity, cut labor costs, and dramatically cut time-to-market because you’ll have the right number of people, with the right skills, in the right places, at the right time.  A comprehensive Workforce Plan will address the following business needs: Forecasting and assessment: Estimates of the internal & external supply and demand; labor costs; company growth rates; and company revenue. Succession planning: Designating the progression plan for key positions. Leadership development: Designating high-potential employees; coaching; mentoring; rotating people into different projects. Recruiting: Estimating needs for head count, positions, location, timing, and more. Retention: Forecasting turnover rates; identifying who is at risk and how to keep them. Redeployment: Deciding who is eligible for redeployment, and from where to where. Contingent workforce: Designating the percentage of employees who will be contingent, and in what positions. Potential retirements: Figuring out who is eligible, when they are eligible, who will replace them, and what alternative work arrangements are available that could prevent a retirement problem. Performance management: Instituting "forced ranking" or identifying who should be "managed out." Career path: Career counseling for employees to help them move up. Backfills: Designating key-position backups. Internal placement: Developing job-posting systems for internal employees to get a leg up on new openings. Environmental forecast: Forecasts of industry and environmental trends, as well as a competitor assessment. Identifying job competencies: Doing a skills and competencies inventory. Metrics: Identifying metrics to determine the effectiveness of workforce planning.  Contact us to request a proposal for outsourcing your workforce planning project.	Workforce Planning  identifies the gaps between the workforce you have today and the workforce you will need 3 years from now!
	Human Capital           Reporting Systems Many companies are developing annual Human Capital Reports.  The report formats vary greatly but usually there are sections focused on employee engagement, retirement trends, attrition trends, growth trends, skill gaps, risk factors, costs, business changes, performance, human capital goals, and profit per employee. We use the metrics on the right to develop our client's human capital annual reports.  Contact us for assistance in developing your human capital reporting system.	Suggested Metrics Workforce Demographics and Trends Turnover and Attrition Absenteeism Performance and Productivity Compensation Talent Recruitment Training Investment Satisfaction and Engagement Health and Safety Competency and Skill Gaps Leadership Quality and Succession Plan Revenue Per Employee Cost Per Employee Profit Per Employee

                If you're not measuring talent and monitoring performance 
                 you can't improve profit per employee.  Contact us today!