Who Should Do the Job?

 

With the labour market getting extremely tight, it is increasingly more important to ensure that you retain your good staff and seek to engage them in a manner that gets the best out of them, while providing a rewarding and satisfying environment for the Employee.

 

This is particularly important when you are having to consider any form of restructure that has the potential to affect staff terms and conditions or the nature of the way in which work is to be performed.

Increasingly, we are seeing a growth in flexible work environments as Employers, and Employees, seek to cope with the affects of commuter congestion, increased costs of business / facility lease costs and a demand by some staff to have greater discretion around their hours or work (often based around family care responsibilities).

This has led to an increase in the ‘working from home’ Employee. However, while this can be a very successful model for some staff, others are not suited to such flexibility and require an organised and disciplined work environment to maintain their levels of required productivity.

Therefore, what steps does a business take to define which Employees will thrive in the ‘working from home’ environment and which Employees should be retained within a more typical workplace environment?

Increasingly Employers are turning to forms of psychometric profiling to assist in the decision making process and to support the introduction of programmes that will enable Employees to remain successful and productive if extended the privilege of being able to work from their homes on a partial or full time basis. 

What will psychometric profiling tell me?

Using a credible psychometric assessment tool with help you to define such factors as:

  • Does the Employee require ongoing socialisation with other staff to remain motivated and engaged?
  • Does the Employee have natural self-management and planning attributes?
  • Is the Employee able to focus on tasks and activities in an environment where distractions may be common?
  • Is the Employee a natural problem solver or do they required direct input of others to assist them?

These are only a small sample of the key attributes able to be defined through quality psychometric profiling.  While profiling has been typically used in recruitment and selection practices, such profiling can also be useful in establishing effective workplace teams (ensuring that you have a good mix of leaders, doers, analysts, completers, resource gatherers and creative personalities).

RDC can offer a range of effective psychometric assessment tools to support your restructure and realignment decisions – feel free to give us a call to discuss at any time.

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