Technology-enhanced Assessment Centres

January 2012

Dear clients,

At the start of a new year it is always interesting to see what the gurus predict for the year. We find the predictions from the research company Bersin and Associates, as well as Aberdeen particularly insightful. Unsurprisingly many of the predictions include the growth of social media in all aspects of HR, an increase in the use of data analytics to inform talent decisions and the greater integration of technology platforms in talent management. The predictions also focus on talent mobility, agile performance management and employee engagement. In this newsletter we repeat one of Bersin and Associates’ predictions about the increasing focus on the social dimension in talent management.

We have told you about our plans to work with Fenestra to bring you Technology Enhanced Assessment Centres(TEAC). This partnership is now official and the first group of super-users were trained by Sandra Hartog and Matthew Tonken from Fenestra. They also met with some clients and we are ready to meet your need for quicker, easier and paperless assessments!

In this edition of the LeMaSa Chronicle we also show you some photos of the super-user training and tell you where to get more information on Technology Enhanced Assessment Centres (TEAC).

Let all the best predictions for 2012 come true…

Warm regards

Sandra Schlebusch

The Social Dimension in Talent Management

Josh Bersin (November 2011) predicts that Social Rewards, Social Learning, Social Performance Management, Social Recruiting and Social Career Management will all take off in 2012.

According to Bersin (November, 2011), social tools and solutions in HR have the following major characteristics:
• Employees are all peers – In a “social” HR solution, all employees can communicate with each other at any level.
• Information is transparent – In a “social” solution, whatever you say or post is available for others to see. Tools like “activity streaming” and “subscriptions” make this easy to manage.
• Employees have rich profiles – In a social system, people are not anonymous – quite the opposite, in fact. They are even more “open” than ever, so we need to let people post information about their experiences, skills, languages, certifications and even how they have fun. People become “real” online.
• People can upload and share many forms of rich content – We must let people share files, photos, videos and virtually anything they want.
• Comments, ratings, Leader boards and badges are common – People can rate things, make comments, and become rated or “badged” based on various classifications.
• These systems link directly with major outside networks, like Facebook and LinkedIn.

Bersin (November 2011) states that once you understand what all these capabilities are, you will see how social tools and technologies will shake up and dramatically change rewards, learning, performance management, recruiting and career management. He briefly highlights each of these new spaces.
• Social Rewards and Recognition – The two leading vendors in this market, Achievers and Globoforce, have demonstrated that peer-to-peer recognition programs are revolutionising the $48 billion industry for traditional employee recognition.
Social Learning – Anyone in the training industry knows that “social learning” is one of the biggest trends in training. Rather than focus
100 percent of our time on instructional design and delivery, we can connect people to experts, and enable specialists to upload and share information with anyone who needs it. In 2012, if you do not have a social learning strategy, you will fall behind.
• Social Performance Management – While fewer than five percent of organisations have such a model today, in 2012 we will see more and more examples of companies replacing top-down appraisals with a far more social approach.
• Social Recruiting – Clearly this is a huge trend – and already more than a $12 billion marketplace. Innovative companies (like BranchOut, JobVite, HireVue and hundreds of others) are coming up with creative new social recruiting tools every day.
• Social Career Management – A new and emerging market, in 2012 it will start to take form.

We need to be aware of these trends and address it in our plans and strategies. For example, how “social” is your assessment practices?

Source: Strategic Human Resources and Talent Management:
Predictions for 2012. Driving Organizational Performance amidst an
Imbalanced Global Workforce. Josh Bersin, November 2011.

Technology Enhanced Assessment Centres (TEAC)
As LeMaSa will now, in partnership with Fenestra, roll out Technology Enhanced Assessment Centres in South Africa, we would like to tell you where to get more background information. We include an example from Fenestra’s website with frequently asked questions and answers about TEAC to show you what type of information you could find. Question: What is a Technology Enhanced Assessment Centre? Answer: E-valuation™ Technology-Enhanced Assessment Centres use a web-based software application combined with best practices in Assessment Centres to provide a highly realistic simulation that parallels "a day in the life" of a busy professional, gathering information on Candidates/Participants' likelihood of success in a new role. It is scalable, cost-effective, highly realistic, and engaging, and highlights strengths and development needs that can be used to inform selection, individual development plans, and career management. It can provide more accurate information than traditional Assessment Centres about a participant's strengths and development needs and readiness for a new role, through a scalable, standardised process that can be implemented globally, ensuring consistently high-quality assessments for all Candidates/Participants. If you want more detail, please go to http://www.sandrahartogassoc.com/1about_us/faq.htm