HR - Focus On Strategy and Outsource The Practice

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Home / HR Insights / HR - Focus on strategy and outsource the
practice
HR - Focus on strategy and

outsource the practice
Perspectives do change and it has now, for HR. On careful
observation, one can clearly see the shift that is occurring in
the way HR is perceived and is expected to function. Shifting
workforce demographics, rapid changes in technology and the
globalization of world economy have resulted in a shift in the
way businesses operate and consequently the way HR
functions.
Usually, at least in the past, HR has had the misfortune of
being considered as a necessary, but yet unessential or
unproductive department in an organization. It was considered
an administrative doer rather than a strategic partner and
catalyst. HR in that context merely meant regular
administrative & record-keeping functionalities. This
perspective though, has rapidly changed in today's knowledge
era.
Well, what made the perspective change? Just as every era had
a primary source of wealth creation, as in land in agrarian era;
the primary source for wealth creation in the knowledge era is
Human capital. Although technology and other resources have
dramatically changed the way business is conducted; it is,
nevertheless, the people who utilize it, that make all the
difference.
According to the American Society for Training and
Development (ASTD): “A high-knowledge, multi-skilled
workforce is the most important competitive resource available
to organizations today. Instead of an economy organized
around mass production, recent years have witnessed the rise
of an economy dominated by technology and service industries
that emphasize innovation, speed, cross-functionality, and
strong customer relations.” [1]
The above quote is a reflection of what we are seeing in today's
highly volatile and competitive business environment; where
technology, trends and consequently workforces are in a state
of constant flux. It is in this light that HR is being perceived
differently and is being elevated to a leadership role & that of a
key business partner.
The changing face of HR
In this new model, HR assumes a more strategic role. It
contributes towards the planning, formulation and
accomplishment of organization objectives. It then creates it's
own objectives in line with the overall business objectives,
thereby impacting every aspect of its services.
One of the synonyms of this knowledge era is change and
consequently unpredictability. Here, HR plays a key and
pivotal role in identifying the capability gaps that consequently
arise. A capability gap is the difference between the ability of
existing systems to meet operational requirements and of
what's expected of it. It's the lack of knowledge, skills and
abilities in the current system to meet set
organizational/individual goals or expected capability. You can
read more on capability gaps over here.
It identifies these gaps and works closely with the management
to fill these gaps by obtaining the appropriate resources,
training available resources and through other means.
Successful organizations are those that are flexible and are
quick to adapt; needless to say the HR department plays a
crucial role in this process of adapting.
As a link between the employee and the employer, the HR
manager, plays a key role in advocating cordial relations
between the two. The professional is required to have a deep
understanding of people and of their roles, so as to create a
work environment that's friendly, motivating and productive.
The HR advocates the objectives of one group to the other. As
an advocate of the employee, the professional creates
development and growth opportunities, benefit plans,
assistance programs etc for the benefit of the employee. She is
also expected to develop strong employee relations, to not just
spot problems early, but also to work collectively and solve
them.
On the flip side, as the employer's advocate, it is her
responsibility to build a spirit of employee ownership of the
organization, create a sense of responsibility and urgency and
set goals which are in line with the organizations objectives.
Once this is done, she is to measure & maintain these and
ensure that the organization is on its way to achieve its
objectives.
It is also the responsibility of the HR to champion change in
the organization, as and when required. It's up to the HR to
bring about the changes with the least amount of employee
dissatisfaction.
For all of the above to happen, she is to work closely with each
and every department of the organization and for that, it is
pivotal to have a strong understanding of the different
departmental functionalities and stays up-to-date with each of
these. It is also pivotal that she develops strong consultative
skills, to keep the communication flowing between the
departments and the management.
Now, although some of these duties have always been
performed by the HR department, it's in the increasingly
consultative & strategic partnership role that we find the new
and changing role of the HR.
Is HR able to scale up to this challenge?
While HR is required to scale up to meet this challenge, it is
constantly deterred by the usual, time-consuming & complex
administrative functions. Added to this, are several other
concerns like, managing an HR department that spans across
geographical boundaries and others. It is this deterrence that
prevents it from performing the role that it has to. While this is
the case, it has become pivotal & necessary for HR to focus on
key strategic issues.
So, what can be done to deal with the deterrence?
Several companies have tried outsourcing several or all of their
administrative HR functionalities. Having done so, these
companies have reported being able to free themselves from
these time-consuming tasks and have been able to direct their
focus to key strategic human capital issues. This way, HR has
been able scale up and play the role of a strategic business
partner.
Outsourcing HR processes brings along with it several other
benefits, such as:
• Increased efficiency & decreased cost
• Workforce capability and efficiency can be fully
optimized
• HR infrastructure can be streamlined
• Diverse HR services can be offered
• Quality of HR services offered will be enhanced
• HR staff will have access to subject-matter expertise
which was previously not available in-house, allowing
for collaboration of ideas
• Benchmarked data can be easily generated, enabling
management to make smart decisions
• Overcome inhibitions like lack of time and expertise in
keeping pace with ever changing legislation & details
• Ensure legal compliance and avoid penalties
• Enable decision making that is independent of
employee factions and loyalties
• Manage transformation or change easily in case of a
spin-offs or acquisitions, with the additional and ready
resources offered by 3 rd party providers
• Ensure usage of best practice processes and
technologies. Get over with usage of outdated
technologies and practices
• Better employee services, leading to improved
employee satisfaction and consequently, retention
• Cut costs of non-strategic activities
• Reduce internal administrative effort
• Reduce the capital expenditures required to upgrade
and maintain HR systems
• Ensure highly secure back-up facility for data security
• Cut costs on training and on staying up-to-date on non-
core business activities
• Reduce employer risk, by ensuring that no HR work is
left undone
• Save time and money that may have been spent on
correcting HR errors and dealing with disciplinary
problems
• Increased service levels
• Improvement of internal processes
• Consolidation of business processes across divisions
• Avoid lack of capabilities
Outsourcing concerns
Fears associated with outsourcing are bound to arise, which is
only natural and hence, understanding the factors that are
associated with outsourcing need to be carefully considered
before any decision is made.
Total Outsourcing HR does have a few drawbacks. There is
nothing like having an HR professional in-house “in the flesh”.
This professional can be the interface between the employer
and employee, furthering each others cause simultaneously. In
particular, she could build employee relations, identify and
work to solve problems, address their concerns (someone they
could turn to for help), create benefit plans and give out
compensation perks etc; in essence, play the consultants role,
of which we spoke earlier. An organization requires an internal
staff/capability to address these concerns and is therefore
highly recommended.
• Other outsourcing concerns include:
• Security of critical data, employee privacy and of
transactions
• Resistance from within the organization
• Lack of knowledge on vendors end
• Issues with cultural mis-match
• Having to manage a difficult relationship with a vendor
etc
Nevertheless, it is a myth that none of these concerns can't be
resolved at all. It is important therefore, that care be taken at
the point of choosing a vendor, to choose one that addresses all
of these concerns.
Good quality vendors on their part, ensure that each of these
concerns is addressed. Some of the ways they do so are by
offering a highly secure back-up facility to protect data and to
retrieve data in case of system crash, keeping themselves up-
to-date with new developments, prepare themselves to be
culturally compatible etc. You can also link up a “Beakware
security article” here.
Conclusion
The way businesses operate have changed tremendously over
the past few years and consequently, the role of the HR
department. In such a scenario, HR professionals are required
to quickly scale up and the department as a whole, needs to
make the transition from that of a mere administrative ‘doer' to
that of a 'strategic business partner'.
This process of transition is unfortunately slowed down by
many of HR's own problems. This not surprisingly, is always
the case when a change takes place. But thankfully, along with
the problem, comes the solution too. In this case, it is HR
outsourcing.
HR outsourcing is a widely accepted practice and has come to
stay. Companies are increasingly realizing the benefits of
outsourcing, how it is helps in utilizing resources and staying
ahead of competition. Outsourcing can now help organizations
leverage technology and expertise to draw value of their non-
strategic processes. Times change and new trends come in, the
same has happened with the erstwhile era and now with the
change, trends like outsourcing have come in. Organizations
now need to decide not whether they will outsource or not, but
rather, when and how they will outsource.
Footnotes:
1. The Human Capital Challenge (ASTD Public Policy
Council, August, 2003).
BeakWare: We specialize in providing HR software solutions

which are not just about the ‘usual' HR software. We go
beyond the existing frameworks to create innovative software,
which serve your business intelligence requirements too. Know
more about us and how we can serve you.
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Home / HR Insights / Building an employment brand
Building an employment
brand: Responsibilities of a
HR executive
A great work place is where each one of us wants to find
ourselves in. But which is the right place? Your prospective
employee will also have this question in his mind. If you want
your company name to pop up in his mind, get ready, you have
a great deal of work to do - Build an employment brand for
your company.
Employee brand is a relatively new coinage but definitely a
critical factor which will help you resolve most of your
recruitment hardships. It is all about being a company where
people will want to work. And definitely stressing on literally
"being a company where people want to work", because unless
you have a great workplace you cannot create such an image.
How can a good employment brand help me as a HR?
You will surely love it if you do not have to struggle in
convincing your prospective employees about the positives of
joining your company, right? Having a brand image as a good
employer will help you:
• Keep ahead in the talent war
• Attract and induce the right kind of people you are
looking for
• Enhance your ability to get quality resumes to choose
from
• Retain your existing employee pool
• Subsequently see a dip in employee turnover
How can I help in building the company brand?
Being in the HR space, you have the most potential to drive the
company towards building its brand. Perhaps you should be the
spearhead of this project. Before you start, remember that
building a brand cannot happen overnight. It is a long term
strategy which needs a complete relook at the way your
organization works.
So, where do I start? Once you get your top management
convinced about your strategy, go ahead with setting your brand
objective. Be clear as to what is the employment brand image
that you want to achieve. This is the first step and you proceed
with your internal strategies and slowly move into external
promotional activities.
Encourage your senior management to support best
practices in HR
Value, vision and practice have to start with the key strategy
players - the top management. Get their support to implement
best HR practices in your organization and you are sure you can
head start to create a great work place.
Build a great work place
If salary is not the only measure of good work place anymore,
then what are employees looking for?
• Freedom of work
• Good work culture
• Leadership opportunity
• Recognition for good work
• Learning and career growth
• Flexibility of timings
• Challenges and responsibilities
• Job Security
• Good work life and social life balance
In simple terms, be a good employer and give your employees
the maximum reasons to reject another job offer and stay on
with you.
Most valuable! Make your employees speak good about you
Make them feel good and they'll speak good. There is nothing
like a satisfied employee who spreads the goodwill of the
company by word of mouth. He is speaking from his experience
and he is the best brand ambassador you can find.
Help your company develop a space in the recruitment
industry
While calling for resumes, word your advertisement in such a
way that you build your company brand on terms of credibility
and employee welfare.
Create a public image through PR
Public relations can help you build a credible brand image
through newspapers reports and magazines. Getting listed in
those ‘best employers' surveys will add a lot of value.
Online strategies like press releases, newsletters, articles are
also a powerful media for spreading the word of your company.
Have you considered writing for blogs? You can yourself take
up the PR job by blogging about your company and its HR
strategies. Also make the best out your corporate website.
BeakWare: We specialize in providing HR software solutions
which are not just about the ‘usual' HR software. We go beyond
the existing frameworks to create innovative software, which
serve your business intelligence requirements too. Know more
about us and how we can serve you.

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Home / HR Insights / Why Technology Partners for HR
Consultants
Why do HR Consultants need

to partner with HR
technology providers?
Thinking why you need a technology partner? Technology has
thrown open enormous opportunities in the field of HR. It has
revolutionized the way HR functions from resume tracking to
recruitment to performance management to even psychometrics.
Dave Ulrich, business professor, University of Michigan says,
"Technology has given HR a pipeline for delivering work with
speed, efficiency and accessibility." When such is the scenario,
GET EXPERT you as a HR consultant need a technology partner who will
HR ADVICE complement your HR expertise with software technology. Read
on and find out more reasons why you need a technology
Fred Fishback partner.
- 20 years of
experience in You don't want to be left behind
developing You definitely don't want to be an HR consultant with old
assessment and practices. You might be able to survive without technology
hiring systems today, but tomorrow don't feel left behind. Considering the pace
for corporates. at which technology is taking over business functions, no
Kau Poh Moi - compromise can be made if you want to be in the forefront.
25 years of The biggest advantage that you have is that the HR industry is
experience in just evolving itself in the technology space. A technology
developing partner can be your stronghold as the HR industry matures with
instructional technology.
design and Your innovation needs life
learning
solutions. Get "I wish there was some software or a system which would
them to work replicate my views on metrics and assessments" - If you are a
for your HR consultant who thinks like this, then you must be looking
projects! out for a technology partner. Your technology partner will help
you integrate your innovations with technology and bring your
innovations to life.
GO Give one more reason for your customers to choose you
RECRUITING
! You know you have a countless number of HR consultants who
Do you want to are your competition. From among them, why will a customer
see your choose you? What is the additional advantage that you can
recruitment serve your customer?
software There is no better answer than technology which will give you
behave an edge over your competition. With a technology partner who
intelligent? will develop software solutions for you, you become a one stop
If yes, get the destination for your client for all his HR needs.
right Your client is looking for a long term relationship
recruitment When a client approaches you he will be looking for a
solution at partnership with a long term perspective. When you are able to
BeakWare, to provide him with both your technological expertise and
which we can software services, he will see a value add and a potential long
integrate both term association with you.
employee
assessment Technology brings the best out of your HR expertise
solutions and Be it HR or any other business process, it is undisputable that
HR business technology plays a big role in today's business environment.
intelligence With technology at your disposal, you will be at an advantage
reporting. with speed, efficiency, and accuracy.
You can concentrate on your core competencies
PARTNER You are a HR consultant and your core function is not
WITH US technology. But that does not mean that you can ignore
You can be a technology. By partnering with a technology provider, you can
Partner! We concentrate on what you are best at and get the technology stuff
can serve you done by your software development partner.
by being the BeakWare: We specialize in providing HR software solutions
essential which are not just about the ‘usual' HR software. We go beyond
technological the existing frameworks to create innovative software, which
platform that serve your business intelligence requirements too. Know more
you need. With about us and how we can serve you.
your HR
expertise and
our
technological
expertise, we
can develop
intelligent HR FAQ |ClientSpeak |Sitemap | Privacy Policy |
software Other Resources
solutions. © 2008. Copyright Stylus Inc. All rights
reserved.
ARTICLE OF
THE WEEK
HR is being
increasingly
required to
play a key
strategic role.
For this, HR
needs to scale
up from its
current
administrative
'doer' role.
Find out how
you can scale
up by
outsourcing
your HR
functions and
focus more on
strategy.
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Home / HR Insights / Strategic Advantage through Human
Resource
Strategic Advantage through

Human Resource
SUMMARY
What are the implications of the information-based, knowledge

driven and a service-intensive economy? Besides knowing the
strategic implications of this, Managers know the new game is
speed, flexibility and self-renewal. Although skilled and
motivated people are the key, yet in the last ten years or so of
delayering, restructuring and re-engineering has it left people
empowered or more dissatisfied and cynical?
GET EXPERT
HR ADVICE Sanjeev Baitmangalkar
Fred Fishback Consultant
- 20 years of When Mysore Kirloskar’s Hubli factory inIndia had to be
experience in closed down, they recognised that developing internal resources
developing and capabilities would be more difficult for the competitors to
assessment and imitate. So, they focused on creating knowledge and building
hiring systems the learning processes, in their search for more dynamic,
for corporates. adaptive and sustainable advantages.
Kau Poh Moi - They had three attributes that are the core of market
25 years of responsiveness: - Competency-based strategies depend on
experience in people and MKL had the people to develop those strategies.
developing They had the expertise to drive new product development. And
instructional with key clients they had personal relationships. The strategy
design and was built on the foundation of human resource as people were
learning considered as the key resource.
solutions. Get They created teams that networked and replaced hierarchy.
them to work These teams built relationships and replaced the control based
for your management roles. The re-engineered flexible processes and
projects! replaced the bureaucratic systems. The senior management
changed roles from being analysis driven to being people
oriented and from being strategy directors to strategy framers.
GO They also acted faster than the transformation needed to sustain
RECRUITING them. This is depicted in their growth of over 400% in three
! calendar years.
Do you want to What was the mindset changes that brought about the strategic
see your advantages?
recruitment
1. People come with different mindsets. The belief that
software
capital is the critical strategic resource and only the
behave
senior bean canners’ were responsible for acquiring,
intelligent?
allocating and using it was the hardest mindset to
If yes, get the change. At the MKL’s Hubli factory they proved that
right this was not what promotes growth and took a changing
recruitment view of strategic resource. We have seen companies
solution at with lots of capital that could never bring us better cars,
BeakWare, to better scooters, better trucks and buses, better garments,
which we can better entertainment etc. Some times in such cases there
integrate both is surplus of capital chasing a scarcity of talent. At MKL
employee they never let talent be a constraining resource. The
assessment senior management made HR issues top priority and got
solutions and them out of the way, although they were in a limited
HR business way constrained by certain diktats from the parent
intelligence factory.
reporting.
2. Knowledge increases when shared, unlike capital. At
MKL their concept of value management was
recognizing that knowledgeable people are scarce – a
PARTNER changed view of value. There is eroding loyalty and
WITH US cynicism over the gap in the compensation packages of
You can be a the front liners and those at the top, this is besides the
Partner! We recruiting difficulties. This in itself is an indication that
can serve you the value distribution must change. Stock options is a
by being the way of recognizing that the owners of the scarce
essential resource are not just the shareholders. Those who
technological contribute their human and intellectual capital must
platform that enjoy the fruits of value they are creating.
you need. With
your HR 3. Scarce knowledge and expertise resides in all levels of
expertise and management and not only at the top. It is embedded in
our the teams that work together and build relationships.
technological With customers, technology and competitors. At MKL
expertise, we they changed the view of senior management roles.
Knowledge and expertise at the top was rotated to yield
can develop the greatest strategic advantage. Their ‘Turnaround ‘
intelligent HR success to be one such result. The organization
software restructuring was done to shift initiative to those who
solutions. possess valued expertise. To allocate managers and
nurture their individual expertise and initiative in their
most passionate, creative and competent areas. The
ARTICLE OF result – managers were creating a sense of purpose
THE WEEK rather than deciding on strategic content integrating the
HR is being frame work strategic initiatives bottom-up. These
increasingly initiatives injected meaning to every effort. All this
required to defined a community where people wanted to belong as
play a key values were defined and efforts were aligned with core
strategic role. objectives. The resultant proof of these developed
For this, HR processes getting the work done effectively,
needs to scale empowering people and their commitment lay in the
up from its results of growth and profitability produced at MKL
current Hubli.
administrative HR managers and senior management must see
'doer' role. employees as ‘talent investors’. Individuals with special
Find out how skills, knowledge and expertise must be treated as a
you can scale scarce strategic resource. Teams were constantly
up by coached largely by internal faculty, and some by
outsourcing external faculty. Adopting to think on ABC methods
your HR threw out the old capital concept. The linking task was
functions and done by actively linking, leveraging and embedding the
focus more on pockets of knowledge and expertise. Now there was no
strategy. risk of underutilizing or losing it. The fact that
manpower turnover was less than one half of a percent
was proof in using human resource as a strategic
advantage. They had to break down barriers in decision-
making, unlock core competencies, encourage
collaboration and cross team communications.
The most important bonding process came from the
organization culture prevailing in Hubli. Social events
involving the employees and their family helped.
Recognition helped – this was non-monetary. This
process bonded the talented employees and kept them
together. In times of challenges this bonding led to an
engaging and energizing commitment to the
organization and its goals. The managers commitment to
set beliefs reflected in their daily actions and decisions..
Sumantra Ghoshal says, “today’s’ managers must
compete not just for product markets or technical
expertise, but for the hearts, minds, and dreams of
talented people”. Although there can be no one set of
rule for all cases, these guiding principles helped MKL
Hubli to perform.
BeakWare: We specialize in providing HR software
solutions which are not just about the ‘usual' HR
software. We go beyond the existing frameworks to
create innovative software, which serve your business
intelligence requirements too. Know more about us and
how we can serve you.

Other Resources
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Home / HR Insights / Why Outsource HR?
WHY OUTSOURCE HR?

The face of Human Resource Management has completely
changed from what it used to be five years ago. No longer is it
defined by providing an organization with its workforce. Today,
human resource management is about making employee and
organizational information accessible to all levels of the
workforce, from top managerial staff to trainees. The answer to
a cost effective, yet high quality solution lies in what is
perceived as the single biggest trend in the HR industry today-
Outsourcing.
In a perpetual quest for efficiency and cost cutting, companies
are transferring traditional duties of the HR office to outside
companies.
A report conducted by 'The Conference Board'', a non-profit
research firm based in New York City , says that "For 21 st
century companies, the corporate imperative to reduce costs
while providing better service is never far from view. In their
search for human resources solutions to this challenge, many
find that outsourcing is becoming an integral and permanent
part of their human resources strategy."
According to an estimate by market research firm AMI (Access
Markets International), U.S. companies spend $17.6 billion on
HR outsourcing. As many as 400,000 small businesses
outsourced HR functions last year, AMI estimates.
Most importantly, outsourcing HR functions leave HR
managers with the time and energy to focus on more strategic
functions and participate in business strategy. . A recent
Forrester Research study found that, on an average, HR
managers spend nearly 80 percent of every day administering
employee benefits and answering routine questions. In fact, IDC
(International Data Corporation) reports that 60 percent of the
standard HR process is administration. Customer service
accounts for 30 percent and strategic planning only 10 percent.
With outsourcing, most of the administrative, labor intensive
paper work can be taken care of, leaving staff with more time to
concentrate on the company's core competencies.
Other Resources
reserved.
GET EXPERT
HR ADVICE
Fred Fishback
- 20 years of
experience in
developing
assessment and
hiring systems
for corporates.
Kau Poh Moi -
25 years of
experience in
developing
instructional
design and
learning
solutions. Get
them to work
for your
projects!
GO
RECRUITING
!
Do you want to
see your
recruitment
software
behave
intelligent?
If yes, get the
right
recruitment
solution at
BeakWare, to
which we can
integrate both
employee
assessment
solutions and
HR business
intelligence
reporting.
PARTNER
WITH US
You can be a
Partner! We
can serve you
by being the
essential
technological
platform that
you need. With
your HR
expertise and
our
technological
expertise, we
can develop
intelligent HR
software
solutions.
ARTICLE OF
THE WEEK
HR is being
increasingly
required to
play a key
strategic role.
For this, HR
needs to scale
up from its
current
administrative
'doer' role.
Find out how
you can scale
up by
outsourcing
your HR
functions and
focus more on
strategy.
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WHY OUTSOURCE HR?

Outsourcing.
companies.
Other Resources
reserved.
GET EXPERT
HR ADVICE
Fred Fishback
- 20 years of
experience in
developing
assessment and
hiring systems
for corporates.
Kau Poh Moi -
25 years of
experience in
developing
instructional
design and
learning
solutions. Get
them to work
for your
projects!
GO
RECRUITING
!
Do you want to
see your
recruitment
software
behave
intelligent?
If yes, get the
right
recruitment
solution at
BeakWare, to
which we can
integrate both
employee
assessment
solutions and
HR business
intelligence
reporting.
PARTNER
WITH US
You can be a
Partner! We
can serve you
by being the
essential
technological
platform that
you need. With
your HR
expertise and
our
technological
expertise, we
can develop
intelligent HR
software
solutions.
ARTICLE OF
THE WEEK
HR is being
increasingly
required to
play a key
strategic role.
For this, HR
needs to scale
up from its
current
administrative
'doer' role.
Find out how
you can scale
up by
outsourcing
your HR
functions and
focus more on
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WHY OUTSOURCE HR?

Outsourcing.
companies.
paper work can be taken care of, leaving staff with more time to
concentrate on the company's core competencies.
Other Resources
reserved.
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ARTICLE OF
THE WEEK
HR is being
increasingly
required to
play a key
strategic role.
For this, HR
needs to scale
up from its
current
administrative
'doer' role.
Find out how
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Hogan Announces Solution to Identify High Potential Leaders

Tulsa, OK, April 8, 2009 – Hogan Assessment Systems announces an intuitive,
report-based solution for selecting high-potential leaders from an ever-expanding
talent pool. Based on research from a global sample of more than a thousand
executive MBA program graduates, the High Potential Candidate Assessment Report
allows companies to identify top candidates in relation to specific business
competencies. This sample group represents one of the highest-level talent pools
ever used to create a profile of high-potential leadership.
"The best companies in the world find a way to manage through turbulent economic
times and take advantage of the opportunities presented," said Rodney Warrenfeltz,
Managing Partner of Hogan. "One of those opportunities is the availability of talent."
Requiring less than an hour for completion, the High Potential Report provides a
turnkey solution to leadership candidate selection. The candidate registers online,
completes the assessments, and the detailed report is emailed to the hiring
manager within seconds of completion.
The High Potential Report summarizes the candidate's assessment results mapped
on the Hogan High Potential Competency Profile. The ratings provide a hiring
manager with quantified analyses of a candidate's potential to meet requirements
of specific business, leadership, interpersonal, and intrapersonal competencies.
Additionally, the report provides hiring process support through a detailed interview
guide that provides competency-related questions to assist with hiring top leaders.
"Great leaders are the key to turning business challenges into competitive
advantages," said Robert Hogan, President of Hogan Assessment Systems. "In
today's economy, the High Potential Report provides a key solution in the pursuit of
leadership talent."
About Hogan
Hogan Assessment Systems is a global personality assessment provider that
focuses on employee selection, leadership development, and talent management.
Hogan specializes in implementing selection systems to identify high potential
candidates for targeted positions and leadership development tools to help
emerging leaders realize their full potential. Hogan's assessments can be
administered in multiple languages and are available a state-of-the-art internet
platform, giving customers accurate feedback within seconds of completion. For
more information visit www.hoganassessments.com.
This press release was distributed through eMediawire by Human Resources

Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company
listed above.
posted by Fisher Vista, LLC at 1:00 PM

THE BOOTH COMPANY PARTNERS WITH GEORGE FOX UNIVERSITY FOR 360
DEGREE FEEDBACK
Boulder, CO, April 9, 2009 -- The Booth Company's 360 degree feedback surveys
are an integral component of the MBA program at George Fox University. As part of
a course on organizations, Jim Steele, Ed.D., invites his students to choose one of
several surveys that offers the best fit for their professional needs. Learners are
encouraged to select raters from their business contacts, bringing the voices of
their working associates into the academic process. By providing learners with a
firsthand view of how they are perceived in their work environments, students are
confronted with evidence of the impact of their own leadership behaviors.
Students are pleased with the 360 degree survey process. "I chose the survey
participants carefully to assure honest, open feedback," said credit union CEO and
2007 George Fox MBA graduate Barbara Mathey. "Although some of the results
were difficult to see, it was exactly the feedback I was hoping for. The insight gave
me the opportunity to reevaluate and change my approach to more effectively use
my leadership skills and to obtain additional skills where I was lacking."
Learners appreciate the flexibility to choose a survey relevant to their specific

needs. From a teaching and facilitation perspective, the common design of the
surveys makes it possible to provide a single overview to the survey process, Task
Cycle, and feedback reports, even though multiple surveys are in use. Individual
coaching sessions after the survey results are distributed provide ample opportunity
for students to explore the unique elements of the specialized survey results.
The George Fox MBA's Executive Track (mba.georgefox.edu) attracts sophisticated

mid-career adults looking for a learning experience that is both academically
challenging and relevant to their professional lives. As leaders and executives in a
variety of organizations ranging from technology to health care to not-for-profit
agencies, their learning needs are often driven by the unique characteristics of the
working environment. Often, an executive who experiences one of the Booth 360
degree surveys as a student will seek a follow-up survey to evaluate progress.
Consultant and Air National Guard Reservist Joseph Brewer, a 2008 George Fox MBA
graduate, observed that "the power of this tool appears to be in the ability to show
professional development, and that analysis comes only through the second review.
I was able to see those areas that improved and it was an enlightening and
rewarding
experience." He concluded that "this tool will remain in my professional inventory as
a means to develop strengths."
Jim Steele, Ed.D., GPHR, is Assistant Professor of Management in George Fox

University's School of Management. Jim has assisted students and organizations in
implementing 360 degree feedback surveys from the Booth Company since the
early 1990s. George Fox University, with its main campus in Newberg, Oregon, and
centers in Boise and Portland that offer the MBA, is the only Christian university in
the Pacific Northwest classified by U.S. News & World Report as a national
university. George Fox offers bachelor's degrees in more than 40 majors, and 12
master's and doctoral degrees including the Master in Business Administration and
Doctor of Management.
The Booth Company publishes and administers 360 degree feedback surveys based
on the Task Cycle®, a validated theory of leadership and management roles. Its
comprehensive set of surveys measure the fundamental skills of mission-critical
organizational roles, including executives, first-line and middle managers. The
survey results are compared to continuously updated industry and country norms.
Since 1972 The Booth Company has distributed its surveys and feedback workshops
internationally through corporate universities and an exclusive network of certified
senior executive coaches.
This press release was distributed through eMediawire by Human Resources

Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company
listed above.
posted by Fisher Vista, LLC at 11:27 AM

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