Global Assessment & Consulting

HR DEVELOPMENT & TRAINING

MOTIVATION TRAINING SEMINARS

HR DEVELOPMENT & TRAINING

CEO's, Business Owner or Manager, you have enough on your plate. Let us help you with the right people for the right positions and given the right training .

HR Training

Provided via in-person or virtual

■Staff Hiring

-Resume Review and Processing

-Scheduling Interviews

-Job Coaching

-Employee and Staff Training

■Professional Assessments (post hiring)

-Critical Thinking Appraisals

-Problem Solving Assessments

-Personnel Test for Professional

-Mental Alertness Test

-Intellectual/Professional Skilled IQ Tests

-Work Condition Personality Assessment

■Conflict Resolution Training

-Workplace & On-site Targeted Training

-Employer/employee Counseling Service

-Problem Solving (WP & CS)

-Maximized Motivation Training

BUSINESS MANAGEMENT

MOTIVATION TRAINING SEMINARS

HR DEVELOPMENT & TRAINING

Whether it's a new start up or a business who's been around a while, we'll help you develop a strategic plan to build, train and restructure your business for faster stronger profitability. We offer temporary or extended help building around your company's desired needs.

Infrastructure & Management

●Training and Oversight Review for Administrative Restructuring

●Infrastructure Support & Training

●Professional Staff Development

●Strategic Planning

●Operational Oversight

●In-house Administrative Training

●Staff Augmentation Review and Development

MOTIVATION TRAINING SEMINARS

♦Personal-Professional Growth

(1 day presentation)

-Building A Better You

-It's Yours For the Taking

-From A Dream to Reality

♦Business & Corporate Seminars

(1 to 2 day presentation)

-Good Vibes, Good God.... I’m Ready! -Impulse, But Not Impulsive

-What’s In Your Hand?

-Through Opposition - Score

-Stay The Course & Take Control -Before Calling ….

Labor Market Demographic Research

Helping our customers and their business achieve maximum potential

Labor Market Demographic Research

Labor Market Research for business who want to explore hiring in specific geographical areas.

Demographics:

►Age and gender averages

►Education & Training

►Base and median pay

►Employment rate

►Competitive job growth

►Availability of applicants

►Response time for hire

►Training Prep time

►Growth Projections

Policy & Procedure Development

Helping our customers and their business achieve maximum potential

Labor Market Demographic Research

A customized manual catering to a business established policies, guidelines, and operating practices.

Policy & Procedures:

●New & growing business

●Relocation or expansion

●Restructuring

●Corporate strategizing

●Staff development training

●Defining rules of conduct

●To achieve productivity

●Accessible guide book

Vocational Evaluation Services

Helping our customers and their business achieve maximum potential

Vocational testing using standardized instruments for customers with varied disabilities ( (in-person & virtual services )

■Spinal cord injury

■Head trauma

■Health impairments

■ Neurological deficits

■ Psychological deficits

■Mental Health or psychiatric

■ Deaf and hard of hearing

■Legally blind

■developmental disabilities

■Learning disabilities

Helping our customers and their business achieve maximum potential

Call today or email us to schedule a free consultation.

Learn more

THE JOB IS JUST NOT THAT INTO YOU

Only a few short weeks ago you and your besties were celebrating your new job. But deep down you’re already planning your existing strategy. So, let’s be frank for a moment. You’ve known from the beginning this was not what you wanted, but you decided that “desperate times calls for desperate measures”. Are does it?

Why are you wasting your gifts and talents on a job you don’t really like, knowing there’s absolutely nothing you enjoy doing. Everyone around you underestimate your capabilities and limit your potential?

Are you choosing to settle for less because you feel you have too? Because we know it’s not because it was LOVE AT FIRST SIGHT . Not sure, then here’s your test question: “(fill in your job title)_____________ How do I love thee?….Let me count the ways.”

WHA-A-A-T.. are you still stuck on number #1? ----I think “ The Job Is Just Not That Into You”.

If it’s not giving back what you’ve put into it, then you’re with the wrong one, sorry.

Let me ask you these questions:

♦When you walk into your job does your insides scream “OMG I just love being here!”

♦Are your co-workers a dream, everything you expected?

♦Maybe you found your new BFF or work wife/husband and you all have lunch together every day….Or….. are those backstabbing %#?#$@ always talking about you every chance they get and trying to steal your work so they can gain more points with the boss?

♦Do you stare at the clock, while counting down the time before you have to leave and when you do, you’re getting out of there faster than a road runner, leaving a trail smoke as you go?

Don’t despair, there is one out there just for you,with your name on it. You’ll know it because when the two of you meet, you’ll feel a crazy kind of tinkling sensation just knowing, it’s the one. You’ll wake up every morning excitedly looking forward to your day. This one will bring out your best qualities, show you off for entrepreneur you are, maximize your potential and all while giving you the opportunity to exceed your own expectations.

You’ll get that warm and fuzzy feeling of belonging, knowing you are where you need to be, and while being refreshingly rewarded for your accomplishments.

UGH…….are we still talking about a job or a date? Yep, it’s time to meet

‘THE RIGHT ONE’, that is, the right job tailored made just for you.

So, shake this one off as soon as you can because “THE JOB IS JUST NOT THAT INTO YOU”.

Until the next confession….

Be Your Best Always,

Amy

To listen by audio click 'Audio Blog' on the home page.

Upcoming Blog Posts in May 2023

*Who Put the "I" in Teamwork?

*Money, Money, Money!!

* Seriously, You Can't Make This Stuff Up.

Find out more

IMPROVISING VIA VOCATIONAL ASSESSMENTS

Small businesses that earn less than three million can be the hardest hit in a recession and/or inflation, but if you’ve been paying close attention, they always seem to manage and eventually pull themselves back into the race, it just may take them a little longer. What makes them thrive so often in adverse times is because they have learned every intricate part of who their staffers are and what they can or cannot do. Remember those mom and pop stores which lasted 25+ and then passed it onto their children and grandchildren. What did they do right?

More often than not, the ones at the time of the food chain in big infostructures/corporations don’t know much about their workers. Their hiring practice may be through advertising with online job sites or having an HR Department do most of the hiring and you know how that goes: resumes are received and reviewed, they do a quick 30 minute interview and then a decision is made. You might even administer a couple of short tests just to make sure the applicant is familiar with certain applications/programs. Unfortunately, this method never entirely provides an employer with everything they should know about their new applicant including all of their unrevealed skills assets or liabilities. . I call this “assembly-line hiring”.

Sorry to be the bearer of bad news but anyone can exaggerate their capabilities or hide inadequacies. If they’re really good at selling, watch out because they can easily sell a tree to someone who lives in a forest, if you get my drift. The question is, do you have a complete picture of who you’ve hired, skills, talents, attributes, and all they have to offer? If not, it’s like having money in a vault, but you don’t know the combination.

When a company hits a downturn guess who’s the first ones to be let go? How do you know you’re not getting rid of a valuable commodity? If you don’t find out, it’s like “throwing out the baby with the bathwater”.

Here’s what Lack of knowledge can do to a Business

■ Pay out are more than necessary in wage/salary.

■ Become dependent on certain employee(s) and fail to see other staffer’s skills that can

produce faster and better for far less.

■Hire more than what’s need to get the work done, basically paying out double or triple.

■Job responsibilities overlap and/or one employee is compensating for another’s inadequacies.

■Cutting back too soon and eliminating position that you will have to rehire for, and this is costly/.

■In an attempt to save money your cut backs has caused one or more employees to be overworked and

the quality of goods and services suffers.

■Underutilizing qualified employees who have stronger skilled levels but are misplaced in other roles.

TRUE STORIES

♦How did this young man’s skills get overlook?

♦How did the other two employee’s shortcomings go unnoticed?

An ounce of prevention is always worth a pound of cure

Know your staff inside and out. You just may have a “diamond in the rough”.

EXAMPLE OF IMPROVISING Vs. EXPENDING OR DOWNSIZING

Christine is quite personable, has strong people skills and is a high producer when it comes to making sales and building relationships with customers. They love her and she’s great at knowing how to get new commitments and repeat business. However, Christine had a lot of problems with record keeping, and reporting. Her spreadsheet had ripples of inconsistencies which always throws off the entire reporting system. Her supervisors where constantly having to pull away from what they’re doing to try and fix her problems. Yet she continued to make the same mistakes which was getting to be very costly. Management was at a crossroads as they anticipated terminating her employment, but she was a high producer and the best customer service representative on board. Letting her go could be disastrous and could mean losing primary accounts.

Assessment Review: I was hired to conduct individual and group assessment in Christine’s CS department and a couple others. After meeting with Christine and conducting a few assessments, it was determine she has certain deficits which affects her performance capabilities. Christine gets easily confused with numbers and with written communication. The assessments also revealed a learning disability, possibly dyslexia. Basically, it wouldn’t have mattered how many times her supervisors met with her to train and correct her mistakes. Christine will always experience problems with written communication and math composition because of her learning disability.

Recommended Solution: Since Christine is a high CS producer, she definitely needs to remain with the company and in that role, but be allowed to work closely with a clerical support person who will assist in recording and reporting her documentation. A clerical support person will devote 10 hours per week with Christine to upload data, edit and correct any reporting before it goes out, which is about the same amount of time it should normally take for a CS employee in that position. The clerical support person I suggested had strong utilizing skills with spreadsheets and knows how to get reporting done timely. The trade-off was that Christine be allowed to (improvise) substitute these 10 hours toward making sell calls for new and repeat customers. The extra time Christine devotes to customer service will allow her to bring in more business; thus, maximizing her skills where the company benefits the most.

Results: The company ended up with a much stronger customer base than before; increasing their monthly revenue by another 5% in less than two months by simply having Christine focus solely on her highest and best skills.

SUMMARY: Before you start spending more money or terminate to prevent losses, take an internal audit of your assets (staff).

ASSESSMENT & TESTING/TRAINING INSTRUMENTS

►Critical Thinking Assessment

An assessment of one’s ability to think critically in a known and important roles for various professional occupations, particularly those where careful, analytical thinking is required for the job.

►Problem Solving Appraisal

Evaluation of problem solving and decision making potential in and around executive/management roles and professional areas which these traits and skills are in demand.

►Logistical Processing Profile

Assessing the employee’s Interrelationships within the company and Customer/Client Relationships

►Motivation and Skill Assessment and Inventory

A collective assessment measuring competency levels as it relates to motivation and skills to meet crucial requirements in a wide range of occupational categories

►Personality Profile

Identifies dimensions of personalities to determine one’s personal career choice fits within the scope of their career choice, lifestyle, and relationship factors.

We help to build and maximize your staff for optimum growth. For more information about contracting services reach out to Amy Campbell on LinkedInor email Globalassesst@gmail.com