We offer people objective assessment solutions across the entire employee lifecycle, as well as addressing key human resource business challenges that apply across an organization.
Recruitment Many of the world's leading companies know that recruitment systems, Internet sourcing, or CV tracking tools are only a small part of the solution. They understand that successful recruitment is about selecting and hiring candidates who will create value. Serious recruiters use SHL assessments as the real tools to measure, identify, and select real talent.
SHL's assessment and aptitude tests are the best measurement tools in the world. Access Ability and Access Competency product portfolios are particularly relevant to the Recruitment stage of the employee lifecycle.
For more details, please contact us.
SHL's in-depth assessment tools help organizations to identify key skills and competencies required for a particular role in order to match the right people to the right job. This detailed analysis ensures that you achieve best value and minimize the risks associated with the selection process. |
For more details, please contact us.
Monitoring and measuring the performance of individuals, teams and organizations is vital to building a successful organization. Performance Management is the culture of aligning business strategy with individual performance. 'Managing Performance' refers to the role every manager has in motivating, empowering and coaching their people to deliver enhanced levels of performance.
The product portfolios relevant to the Performance stage of the employee lifecycle are :
For more details, please contact us.
You need to be able to diagnose, feedback and develop the competencies of your people and therefore the organization as a whole. You need to avoid the pitfalls of this diagnosis adopting only the traditional "top-down" approach, whereby only an individual's boss or line manager provides feedback or comment.
SHL provides development processes and technology to help avoid these pitfalls and to maximize an individual's potential to meet the changing challenges ahead.
Examples of such are:
Development Centers
Development Centers are focused on assessing a person’s competencies and displayed behaviors, which are associated with effective job performance. Competencies provide a frame of reference against which individuals are assessed, and against which they can plan their development. Participants complete a range of exercises so that several observers can assess the participants’ core competencies and compare the findings to those required by the job. But there is often a greater emphasis on self-assessment and feedback, sometimes including 360 degree questionnaires.
360 Degree feedback instruments
Introducing a 360 degree development process presents challenging issues at both the organizational and individual level. We work in partnership with clients to implement processes, working with you to find the best solution and assessment from our range.
Our Development Solutions system allows you to tailor the process, competencies and reports that you want to implement and uses Internet technology to minimize administration.
Individual Development and coaching
Having identified some of your high potentials, you may wish to develop these people further. Again SHL can help through our coaching services.
For more details, please contact us.
