Professional Development Resources Inc.
Pathways to Growth & Prosperity
Professional Development Resources’ (PDR) goal is to supply tools and
services that will provide solutions for the growing challenges in the area
of human capital management. The prospect of finding qualified staff with the
screening practices of yesterday holds little promise in tomorrow’s world.
Currently well over 50% of all workers are mismatched for some portion of their
job description. Productive workers in the future will need to accurately match
established job benchmarks and be involved in an ongoing development program
to insure they can effectively perform their job and shoulder an their appropriate
workload. Only when the employee matches the corporate culture and experiences
job satisfaction will retention cease to be a significant factor in the labor
equation. The initial screening step needs to be both simple and inexpensive
by employing tools that will provide the most revealing information the lowest
cost. The recommended starting point is found in the entry level screening survey
and report detailed below. The watchword for any successful hiring and developmental
program is flexibility as it must be responsive to the needs of each job description
and corporate culture.
The WorkPerfect screening and development report can provide
company job benchmark patterns that define the job match needed for each position
which can then be identified in the employee by their survey matrix and report.
This report also serves as a foundation for future training and development
once the employee is on staff. The survey utilizes six minor scales from the
ICES constructs which will provide the most accurate results. The 18 to 24 page
report will instill ownership of each employee’s core behavioral competencies
as well as present coaching insights to optimize performance. The report will
identify “what” the applicant will excel at by identifying the job
functions that are done naturally by them. The survey can be completed online
in 8 to 15 minutes or completed by paper and pencil and then entered on line
in a few minutes. This report is best provided by an unlimited annual license
where the cost will be at its lowest.
The Counterproductive Behavioral Index is a proven integrity instrument
which is only recommended for entry level employees that are in the final stages
of the screening process. The cost of administering this assessment is greatly
reduced when only the final candidates are administered this interment. The
index measures the tendencies of applicants for reliability, hostility, honesty,
substance abuse, sexual harassment and computer abuse which address most of
the risk management issues. The assessment is administered in about 15 minutes
with a paper form and results are manually compiled. This process is highly
recommended when employees are handle cash and where substance abuse is a strong
consideration in the hiring decision.
The Skill Builder Pocket Guide Books and corresponding Work
Booklets are self development tools that address over 30 skill competencies.
The materials can be made available to employees for study off site with review
by their managers or during performance review meetings. Pocket Guides are selected
to match the development needs of the employee as it relates to their job description
and past proficiency. Titles include customer service, team building, leadership
and emotional intelligence to name a few. The minimal cost of the Pocket Guide
books and the Work Booklets make the program appealing to most training budgets.
Three to six modules per year will raise the employee’s awareness of critical
work related issues and let them know that the company is interested in their
future career. The modules list can be viewed on the PDR developmental site
http://profdevresources.hrdtraining.com/
The Business Motivator evaluation is recommended for management,
critical employees and where performance problems are evident. The assessment
identifies each individual’s beliefs system which sparks motivation, attitudes
and actions. Two of the six factors will identify “why” people are
motivated toward the attitudes and actions that control the performance of their
core competencies which are the “what” elements identified in the
WorkPerfect Survey listed above. This process is administered online in less
than 20 minutes and offers an extensive presentation with graphs to explain
the results.
The Total View Assessment represents the leading edge of modern
psychometric evaluations. The process is taken on line or by booklet and timed
cassette tape in one hour or less. It measures eight core competencies, three
cognitive competencies and interests toward people, data and things. It provides
five separate reports which address selection, coaching, succession planning,
working characteristics and the individual characteristics. This tool is recommended
for employees who have the highest income, are on a critical career developmental
path and those who have the most influence on policy, personal and performance.
MAP (Managerial Assessment of Proficiency) identifies twelve critical
skill management and leadership competencies which are grouped into the four
areas of relating to others, building the team, managing your job and thinking
clearly. The assessment is presented in over 200 minutes of videoed business
vignettes and the trainee’s responses to their perception of the see events
are the basis for the survey results. The complete process includes four instruments
which offer a more complete view of the employee. The EXCEL training modules
provide 12 half day workshops or self development and coaching formats that
address each of the skill competencies. MAP is a developmental needs analysis
tool and the EXCEL modules provide the training materials and facilitation to
introduce the new material to the employee.
Pathfinder is a corporate human capital management system which
will introduce and establish integrity and accountability in the workplace.
Pathfinder establishes primary job responsibilities and company goals which
are then documented as they are accomplished along a company time line. The
process will establish an objective criteria for both salaries, bonuses and
rewards effective performance while motivating, rather than punishing, low achievement.
Workshops are available for a range of topics beginning with
an orientation to the base selection tool and include modules listed below.
These training modules are best offered in two hour blocks to minimize time
away form the job. Low cost is maintained by scheduling moderate class sizes
of 20 to 30 in a centralized location.
A. WorkPerfect Screening System Administration and Orientation
B. Next Step Tools and Practices to match corporate needs
C. Sales – Building sales through relationships and
service
D. Management and Leadership - options to guide your work
force
E. Introduction to Emotional Intelligence – keys for
future success
F. Customer Service – Building customers with better
relationships
G. Image Development & Business Savvy Skills –
Polishing the employee
H. Needs Analysis and Self Development – Skill Builders
Modules / MAP & EXCEL
I. Human Resources Best Practices – Human Capital Management
J. Trade Show Marketing and Sales System – making the
marketing dollars count
K. Perfect Labor Storm – Preparing for the workforce
of tomorrow
L. Team Work and Team Building – The power of collaboration
and specialization
For more information call Bruce King at.678-698-6545 or e-mail: pdrpathway@joimail.com