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Employee development. It is one thing to select the right candidates. It is another to keep them motivated, engaged and moving both themselves and the company forward. By understanding what really motivates an employee, management is given a distinct advantage in retaining the employee and setting them on the proper career path. |
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Team building is an essential component of managing an efficient, productive staff. Sometimes, though, managers get caught up in their busy daily routines and do not have the time to evaluate the dynamics of their respective groups. The result: missed opportunities to improve the efficiency of their teams.
The Omnia® Career Development and Retention Profile Report assessment makes it easy for you to compare the personality tendencies of existing employees to others on your staff, including the current supervisor. Here's what you can learn:
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The level of assertiveness each staff member possesses. This helps the manager determine who is most likely to assume responsibility if given the opportunity. Who is apt to lead? Who is more inclined to take direction?
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The communication styles of each individual. Who are the talkers, and who are the listeners and deft problem solvers? How can the manager make adjustments with certain team members to promote better two-way communications?
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The pace and flexibility of each team member. Who can respond best to emergent situations, and who is suited to routine, repetitive work?
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The level of independence seen in each worker. Who likes to work autonomously, and who needs a more hands-on approach from the manager?
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Your top performer was recently selected for promotion. She gets a new title, a roomy corner office, a company sedan, and a considerable salary increase. But she also inherits 25 direct reports and must travel four-to-six times a month to conduct training sessions for regional offices. Her previous achievements suggest the promotion should go smoothly, so there should be no surprises, right? Perhaps.
Let her complete The Omnia® Career Development and Retention Profile Report so management can spot potential problem areas before they occur. For example, we will tell you if she seems comfortable holding her staff accountable and flexible enough to endure an ambitious monthly road schedule.
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When an employee transfers to a new position, even if only across the hall, a new position brings with it different job demands and perhaps a shift in workplace demands. Before the transfer occurs, you should determine the employee's strengths and challenges and the overall "fit" with the new position.
The Omnia® Career Development and Retention Profile Report is versatile, in that not only is it a valuable tool to help assess potential new hires, but it is equally reliable and accurate when used to evaluate an existing employee transferring to another department or division within your company.
As is the case in other situations, the Omnia® Career Development and Retention Profile Report should never be used as the sole determinant in your decision to transfer an employee. However, it will give you an accurate forecast of the employee's personality tendencies so your management team can make the most informed decision possible.
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Your team is company is growing and you are trying to expand and diversify your organizational chart to obtain the greatest optimization of employee success and a positive work culture. As one person elevates to a new role, it leaves a vacancy. A review of your bench players can find you have underutilized assets or that you have a serious need for reserve strength.
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| Leadership Development |
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There is a saying that some companies plan for the next quarter while successful companies plan for the next quarter century. Who has what it takes to lead your company 10 years from now? Who is creating those future leaders and how are they doing it. Omnia has a number of products and services that can assist you in finding those with leadership tendencies and discuss how to bring them to the surface.
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| Organizational Effectiveness & Change |
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Are you making adjustments to your company? Would a new manager be better served by understanding his people right away? Allow Omnia to assist you in this process through our catalog of tools and our years of expert advice.
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| Omnia Career Development and Retention Profile Report |
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We have taken Omnia's signature product, The Omnia® Profile, and developed it into two strategic areas; Omnia® Selection Profile Report and Omnia® Career Development and Retention Profile Report. The Omnia® Career Development and Retention Profile Report is a tool designed to be used post-hire, to assist an employee in developing their skills with the company, for promotion, or transfer to another position. The Omnia® Retention Profile Report is also to be used with Omnia's next product level of retaining and developing your employees within a team or organizational environment, the D&D, DCO, and Pro Manager assessments.
With the Omnia® Career Development and Retention Profile Report the candidate completes a four-part questionnaire in about 15 minutes, either online or paper version. Using the specific requirements of the position that you provided to us, we are able to take the candidate's answers to the Omnia® Retain and provide suggestions on how the employee may maintain success, or provide information as to where they may be struggling and ways to improve. We may also provide tips in better managing the employee.
The Omnia® Career Development and Retention Profile Report contains a full analysis of a candidate's personality characteristics, indicating level of assertiveness, communication style, attention to detail, preferred pace and much more. Also included is more in-depth discussions of the candidate's behavioral traits.
Results are available on our secure Web site in about three hours. Contact 800-525-7117 for additional information or to ask about the prepaid package discounts.
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| Omnia® D&D (Team Dynamics and Development Assessment) |
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The Omnia® D&D Assessment takes the Omnia® Profile to the next level. The D&D examines how the inherent strengths and challenges of team members are likely to interact with each other and suggests areas to improve communication and cohesiveness. We will also discuss strategies for developing these employees based on their natural strengths and needs. The report is approximately 1 page per participant and includes the individual profile results.
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| Omnia® Department/Company Overview |
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Like the Omnia® D&D, the Omnia Department/Company Overview (DCO) takes the Omnia® Profile to the next level, but takes a giant leap further in discussing how well the department, or company as a whole, works together, which would include team members, members in supervisory roles, and the manager.
All department or company employees complete the Omnia® Retain Profile and an Omnia analyst develops a report on the individual results, as well as all of the employees with each other, and with the manager. Analysis of intangible issues include low energy, poor perspective, existing non-vocational stress and low intensity. A summary of what these issues mean to productivity is included.
The analyst then addresses questions from the manager.
For example:
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Who is the most likely to assume responsibility if given the opportunity?
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Why are these two employees constantly arguing with
each other?
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Who is most different from my team?
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What can I do to motivate this employee?
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A detailed summary is provided to illustrate issues or trends seen in your group and what the manager can do to address them. The report ranges between 20 and 30 pages and includes the individual profile results to be shared at the manager's discretion.
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The Omnia® Pro Manager is our most thorough and in-depth tool used to measure a department's success. It is a 20 to 30 page report the combines the Omnia® Profile, Omnia® M & M survey and Omnia® DCO to evaluate a multitude of issues. In addition, anonymous feedback from supervisors and co-workers allow for the solving of real world problems.
Current employees complete an Omnia® Career Development and Retention Profile and an Omnia® M & M survey. These two items should take approximately 20 to 30 minutes to complete. Once all participating employees have completed the assessments and added their feedback, an Omnia analyst completes a report on each individual. These reports are then reviewed and a summary of the group's tendencies and traits is completed. The results of the survey are tabulated and the main issues are noted, condensed and followed with management advice on how to address these issues.
Once all of the reports and issues are addressed, a detailed summary is completed regarding the department as a whole and what steps the manager can take to maintain areas of success and improve upon areas of weakness.
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