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Talent Management Placement Evaluation

You will get immediate access to an in-depth talent management placement customized evaluation and two talent management placement strategies that can double your employee retention and involvement rate absolutely FREE! Click on 1 answer for each question. Get your results immediately!

#1 What is the average involvement rate for your employees after they join your company/organization?

1. Less than 10%

2. 10%-20%

3. 20%-30%

4. Greater than 30%

#2 How often do you use motivation inventories and personality assessments to help your employees identify where they fit in your company/organization?

1. Never

2. Sometimes I use motivation inventory tests

3. I always use motivation inventory tests with our employees

4. Not only do I use motivation inventory and personality tests, but I look at other areas before employees are placed in a work area

#3 What do you do to give your employees support as they choose a place to serve at work and start walking it out?

1. Connect every new employee to a current staff member/team

2. Involve new employees in a talent management placement process that naturally and easily models the next steps and then guides new employees in that direction

3. Give opportunities for employees to experience success; including creating positions that don't exist

4. Give employees support and accountability as they do their work long term

#4 How do you present the company/organization vision into your new employee orientation class to make sure your employees feel connected?

1. Never. I didn't realize I have to present the vision

2. I present the company/organization vision to new employees to help employees feel connected

3. I present the company/organization vision and make sure employees know how they fit in it

4. I present the company/organization vision and get employees to see if we're going in the same direction and then give them opportunity not to go with us

#5 How often do you do a talent management placement review that involves open-ended questions that demand more than a yes/no answer from your employees?

1. Never

2. Sometimes, but I am really not sure how to create effective questions to draw out of our employees exactly what they want

3. I frequently use open-ended questions to make sure that I am providing exactly what each employee wants before moving forward

4. I always use open-ended questions to make sure employees have the tools, strategies and know what to do so that each employee experiences the success they want

#6 Describe your system for placing employees in work assignments to guarantee that each employee, including current employees are in the right place, doing the right assignment.

1. I don't have a system

2. My system is attendance in a new employee orientation class

3. My system is based on if our employees have problems in their work area and then make adjustments

4. My system is based on an in depth analysis of each employee's unique characteristics and gifts, including "career blockers" that can derail their progress before they begin

#7 How often do you use assessment instruments, other than motivation inventories and personality assessments to have employees rate themselves before placement in a work area?

1. Never

2. I sometimes attempt to help employees look at themselves using different assessment instruments

3. I usually use different assessment instruments to help employees look closer at themselves

4. I always use different assessment instruments to help employees reflect on various aspects of who they are

#8 How often and when do employees get to reflect on the company/organization vision and articulate their role in getting it accomplished?

1. Never

2. At the end of New Staff Orientation Class

3. Annually

4. More than once a year at regular intervals

#9 Describe your follow up process after employees leave New Staff Orientation Class.

1. I don't have one

2. I occassionally ask how things are going

3. I have someone assigned to follow up with new employees

4. I have a step by step process to make sure employees are involved in work promoting their success

#10 How quickly do your employees get involved in company/organization functions (beyond work description) after leaving New Staff Orientation Class?

1. More than 90 days

2. 90 days

3. 30-90 days

4. Less than 30 days

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