Profiles Checkpoint™ is apowerful professional development tool, that positively impacts an individual’s growth and career, and an organization’s success. For managers, supervisors, and others in leadership positions, it can facilitate peak performance that generates improved productivity. CheckPoint quantifies a participant’s competencies, verifies the results from a variety of perspectives, and identifies ways to enhance skills.
The Checkpoint Skillbuilder Series™ consists of 18 self-paced, self-improvement programs designed to help managers improve their performance. The Skillbuilder Series is a companion to the Checkpoint 360° Competency Feedback System, offering managers the opportunity to develop the competencies that are most important to their professional growth and success. Available exclusively on the Internet.
Workforce Analysis Profile™ is a unique survey designed to measure employees' engagement levels and their total workplace experiences. It also indicates job satisfaction and the work environment of staff members within an organization. Use it today to build a high-performance, fully engaged workforce.
Checkpoint 360 is an effective 360 Degree Feedback System
The Profiles Checkpoint 360 Competency Feedback System is a multi-rater feedback process that provides managers and leaders with an opportunity to receive an evaluation of their job performance from the people around them – their boss, their peers, and the people whose work they supervise. From this feedback, managers can compare the opinions of others with their own perceptions, positively identify their strengths, and pinpoint the areas of their job performance that could be improved.
This assessment process is concerned with a manager’s job performance in eight skill clusters and 18 universal competencies, described as follows:
Communication
Listens to others
Processes information
Communicates effectively
Leadership
Instills trust
Provides direction
Delegates responsibility
Adaptability
Adjusts to circumstances
Thinks creatively
Relationships
Builds personal relationships
Facilitates team success
Task Management
Works efficiently
Works competently
Production
Takes action
Achieves results
Development of Others
Cultivates individual talents
Motivates successfully
Personal Development
Displays commitment
Seeks improvement
The Process Each participant completes an evaluation, a process that takes about 30 minutes. They are guaranteed anonymity (except for the “Boss”) and urged to be honest and objective in their responses. Participants may complete their assignments via the Internet and results from all participants are compiled in a report that is returned to the manager.
Full Color Report Checkpoint Reports have colorful graphs and charts as well as narrative descriptions of the results to help the manager read, understand, and effectively use the data for self-development. The report has a special personal growth section that coaches the manager and helps improve performance in development areas.
The Checkpoint 360 Competency Feedback System is an effective managerial development system that pays big dividends in improved performance.
The CheckPoint SkillBuilder Series™ are effective Skill Assessments
After managers have used the Checkpoint 360° Competency Feedback System to identify their strengths and areas for development, they can use the Checkpoint SkillBuilder Series to develop the competencies that are most important to their professional growth and success. The Checkpoint Skillbuilder Series is conveniently located on the Internet, making it easy to implement and execute.
The Checkpoint Skillbuilder Series is an organized, self-paced, self-study professional development system that requires minimal HR effort. It contains thoroughly researched material that helps managers improve performance in all of the following competencies:
Listening To Others
Processing Information
Communicating Effectively
Instilling Trust
Building Personal Relationships
Delegating Responsibility
Adjusting To Circumstances
Thinking Creatively
Providing Direction
Facilitating Team Success
Working Efficiently
Working Competently
Taking Action
Achieving Results
Cultivating Individual Talents
Motivating Successfully
Displaying Commitment
Seeking Improvement
Skillbuilder applies Profiles' unique KSS system to help managers KEEP DOING the things they do well, STOP DOING those things that interfere with their effectiveness, and START DOING things that will improve their performance.
Skillbuilder encourages managers to perform their jobs better. It gives emphasis to the importance of managers to the organization and its goals and pays big dividends in the form of improved productivity, fewer "people problems," increased employee retention, and greater profits.
Skillbuilder is an ideal method for managers to improve their leadership and management skills. It can be used anywhere and at any time because it is on the Internet.
Managers participating in the Checkpoint Skillbuilder Series find it easy and convenient. After responding to questions and doing online exercises, they click a button on the screen to print a customized Self-Improvement Report that is a plan of action for professional development.
Using Skill Builder pays big dividends because productivity, cooperation, communication, employee retention and profits increase while "people problems" are reduced. The Checkpoint Skill builder Series is the easy, effective system for better management. It gives managers the tools they need to maximize their strengths, become better managers, and lead more effectively!
The Workforce Analysis Profile is a unique survey designed to measure employees' engagement levels and their total workplace experiences. It also indicates job satisfaction and the work environment of staff members within an organization. The information collected in this survey provides leaders with a vital perspective on the current reality in their organizations' workplace and areas of concern affecting the total workplace experience.
The Workforce Analysis Profile provides insight into your employees' opinions about human resource issues, the role work plays in their lives, what their needs and preferences are on-the-job and what motivates them at work.
A major nationwide study has shown that over 50% of the working population is not engaged in their work.
Our labor force is changing, and individuals in the workforce are less motivated, want less responsibility, are less educated and are widely diverse in age, background and lifestyle.
Because of the changing workforce dynamic, Age Wave, a world leader in issues of an aging population, The Concours Group, a human capital development consulting firm, and Harris Interactive, a top research house, united with Profiles International to conduct a study to better understand the workforce of the 21st Century.
The study summarized input from adults employed by organizations representing small, medium and large organizations across 24 industries.
The study's findings include strong insights into the employer-employee relationship and showed that organizations struggle with hiring and retaining qualified workers. Therefore as corporate decision makers, you are faced with many challenges in building, growing, managing and engaging talent.
Let us take the first step toward building a satisfied and productive workforce that increases revenues and reduces costs in your organization.
Measuring employees' attitudes and beliefs toward their employers, current managers and job functions is a critical first-step toward building a high-performance workforce and enhancing and improving the engagement levels within an organization.
There is no best practices manual for understanding today's workforce, but understanding, knowing and tailoring corporate job offerings to a changing workforce puts an organization and its decision-makers in control in order to raise engagement levels.
Engaged employees are excited and enthusiastic about their jobs. They resist distractions, tend to forget about time and routinely produce significantly more than the job requires. They enjoy searching for ways to improve circumstances and volunteer for difficult assignments. They also encourage others to higher levels of performance. Finally, they are proud to be involved with their organization and are more likely to stay with the company. In the end, there are many benefits and advantages to understanding engagement levels. Companies with this knowledge have higher retention rates, superior customer service and realize enhanced bottom-line results.
Wouldn't you want this type of employee experience at your company?
