High Performance Profilling

Analysing your high performers will result in a clear benchmark for what is required for a new employee to succeed in your unique culture and ways of operation. Madison Consulting will use assessment tools to help you create this blueprint so that your selection process has an objective measure to result in better matching. It will decrease the number of ‘unsuitable’ hires, where applicants appear to have the right experience on paper, but fail to display the expected levels of performance in the role. We offer web-based tools, which allows for ease of use when profiling large numbers of staff.

COMPETENCY FRAMEWORK DEVELOPMENT

High performers in any organisation have underlying competencies which leads to their success.  Defining and measuring these competencies enables the identification of current, required and future talent with the ultimate goal of a robust link between individual performance and business objectives.  Staff members will then have clarity around the kinds of behaviours your organisation values, and how to personally align themselves accordingly. Following the development of a competency framework in your organisation, you will be able to effectively evaluate performance, identify gaps and target training towards those gaps, recruit more effectively and also ensure that succession plans are sufficient.

Simon Bennett
PRODUCTIVITY PROFILING

In recent times the market shift and rapidity of change has resulted in businesses shifting their focus from an outward growth focus to one that concentrates on inward productivity. This will position organisations to tackle the economic climate and come out stronger on the other side.Many are unable to confidently articulate to their staff exactly how productivity is measured and more importantly, how to improve it. We begin our productivity profiling of your business by gaining clarity on your high-performance outcomes, then ascertain what competencies are required to achieve these. Through the use of interviewing, observation, analysis of internal performance data, psychometric assessment and other methodologies we then assess individual competence against the critical success factors and desired outcomes. These outcomes would include:

  • Clarity across the business in regards to productivity and high-performance behaviour
  • Comprehensive future recruitment “person specification” data
  • Targeted training and development plans for staff
  • Re-scoping of position descriptions where required
Kerrie Gregory
TALENT MAPPING

High performers in any organisation have underlying competencies which leads to their success.  Defining and measuring these competencies enables the identification of current, required and future talent with the ultimate goal of a robust link between individual performance and business objectives.  Staff members will then have clarity around the kinds of behaviours your organisation values, and how to personally align themselves accordingly. Following the development of a competency framework in your organisation, you will be able to effectively evaluate performance, identify gaps and target training towards those gaps, recruit more effectively and also ensure that succession plans are sufficient.

Areas of Expertise

Madison Recruitment was founded in 1998 to do business differently in the recruitment industry. The underlying premise was simply, “to be good to do business with”.