High Performance

A basic scientific equation

Performance = function of the interaction of the person and the environment

PERSON = Knowledge, Skills, Attitude, Intellect, Personality, Experience

ENVIRONMENT = Job Processes, Culture, Reward System, Synergy & Teamwork, Management approach, Social situation

 

To gain a competitive advantage you need either

more outstanding performers or less poor performers.

The outcome is the same – higher productivity

We must assess the person and the job role

Over the years, recruitment science has advanced dramatically to understand people with IQ testing, psychometric testing, personality testing and integrated competency measurements

In this time, there has been limited development in how we define a job role, so it has remained a fallible creative art.  Line managers describe skills, HR describes necessary requirements and previous job descriptions are used as a basis for the next hire.

High Performers are only great in the right role, even David Beckham may have been underwhelming playing in a different position

  • “Currently a % of my team are below average performers”
  • “I gave a good brief to HR and the recruitment agencies”
  • “I outlined the hard skills and soft skills I needed”
  • “I thought they would work out. I can’t achieve my targets if I have weak links and have to constantly replace the bottom performers”
  • Is there an answer?

Using the Ability Mapping process, we quickly and accurately assess a number of high performers and create competencies for a given role.

We can overcome the problem of managers inadvertently creating an inaccurate set of competencies

We believe this is the next step in moving the art of good recruitment to a science