What follows is a concise summary of over a dozen academic studies over the last few years. Their conclusions are largely mixed on overall results but fairly consistent on critical success factors.
Contributed by Charlene Castillo on 11th of March 2016 02:23:52 PM
Key to this process is the accurate and insightful data that can effectively support decision-making in each of these areas:
1. Who should we be attracting?
2. Who should we hire?
3. How can we bring them up to a level of high performance rapidly?
4. How can we create a positive mutually beneficial relationship between the employee and the company?
5. How can we manage them so that they perform at a high level and as close to optimally as possible?
6. How can we best make decisions about who should do what next and deal with the what ifs so we are prepared if we lose key people for health or other reasons.
Contributed by alan on 21st of January 2016 09:55:44 AM
The Problems with Most Organizational Planning Processes
Many organizations waste large sums of time and money because they do not have all their key people on board with where they are heading. Many think they do because they have communicated some specific financial or growth goals but there is little understanding of the why and the how. As a result, execution is typically poor.
Contributed by admin on 2nd of September 2012 10:17:15 AM
The objective of a planning process, in marketing or elsewhere, is typically to pick the most worthwhile goals and figure out how to get there in the most efficient way possible. Usually, the most significant barrier to effective planning for many is oversimplification and basing decisions on assumptions and "feel-good" information that has no or little relation to reality. This leads to really bad decisions and I believe is a primary reason that statistically, most businesses and plans fail.
Better Info, Better People Decisions...
A Video White Paper Overview on Behavioral Suitability Data
