- Corporate College Announces Summer 2017 Classes
- CDL-A Commercial Truck Driver Training Starts May 22 & May 31. Apply Now!
- Summer 2017 Professional Development Classes
- Register Now for Nurse Assistant Training for Nursing Homes, Classes Start June 6
- Apply Now! No-Cost CDL-B Commercial Truck Driver Training, Classes Start May 8 & May 22
- Workforce Development News – April 24, 2017
- Caregiving at Home Special Edition, May 3, Enroll Now – Only $15
- The Power of Corporate Myths
- Workforce Development News – April 17, 2017
- Patient Care Technicians are in demand! Apply now for the July class.
WorkKeys and Talent Development Cycle Applied
I recently called on a St. Louis manufacturing company to answer some questions they had about WorkKeys. Instead of giving the regular sales pitch on what WorkKeys can do, I started by asking questions related to the Talent Development Cycle. We agreed that their immediate need was in “recruitment/selection” and “skill development.” They had an immediate hiring need because of their growth. The company knew they needed to address long term “needs/talent planning,” “performance evaluation,” and “succession planning.” However, these would need to be reviewed at a later time.
In regards to “recruitment/selection,” they wanted the ability to have a validated independent screening tool to include in their hiring and promotional selection process. This screening would help insure that they potentially find individuals who had the best chance of learning the job in a reasonable amount of time.
In reviewing the benefits of WorkKeys and their job description, I was able to demonstrate how the company could use the reading, locating information, and workplace observation assessment results to determine a candidate’s core foundational skills. Additionally, they could assess for “teamwork” and “managerial potential” personality traits that the company needed for their future growth and internal promotion.
We then looked at the “skill development” they would need to upgrade their existing employees to meet the new process needs. The company identified the specific machine, computer and hazardous material training that would be required. The company agreed that it had wasted training funds in the past because people came back not knowing how to apply the subject matter.
Again, I reviewed how WorkKeys could assist the company identify those who were ready for the required training. By looking at the training and discussing the expected outcomes, we agreed that reading, locating information and workplace observation suited their needs.
The next step was to conduct a job profile as well as a training curriculum profile for the company. This is still fresh so there are no long term hard data yet. On the other hand, the one major accomplishment is that we have a satisfied customer.