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Using Thomas Profiling For Effective Performance Management
Using Thomas Profiling For Effective Performance Management
Performance Management
- Thomas International
Preview
About Thomas International
The Thomas International Profiling System(TIPS)
– Concepts
– Applications
– Tools
– Mechanics
Implementation
Case Studies
Thomas Profiling: Concepts
• Based on Dr.William Marston’s theory (1928) :
“Theory of Emotions of normal people”
• Behavioral inventory at work
• Easy to administer and interpret. Saves executive
time
• Ipsative, not normative
Thomas Profiling: Foundation
Unfavorable situation
Active
Active Passive
Passive
Favorable situation
Thomas International Profiling System
Widely used Human Resource Management Systems in
Rect, Trg&Devp, Appraisals, Team Bonding, Team
management, Competency Mapping etc………
Leading behavioural assessment tools in the world
Used in 51 countries, 49 languages
30,000 clients of which 300 are MNCs
6 million assessments during the last 15 years
Software based
Represented by Team Value Profiling Services in India
Thomas International
Wide range of applications
Strategic Business Reviews
Management and Development
Selection and retention
Team Analysis
Benchmarking Jobs
Customer service
Structured Interviewing
Thomas International
Wide range of applications (2)
Succession planning
Leadership development
Creating Self awareness
Incorporating HR with business strategy
Stress and career management
Call centres
Thomas International: Tools and
mechanics
Thomas PPA System (PPA)
Thomas Human Job Analysis (HJA)
Thomas Team Analysis (TA)
Thomas TST
Thomas Appraisal
Thomas Competencies
DISC - Brief
D I S C
Direct Friendly Deliberate Systematic
High Results Persuasive Dependable Logical
Aggressive Influential Good listener Perfectionist
SUGGESTED HJA
ORGANISATIONAL
BEHAVIOURAL INDEX
Points To Review Percentage
High D 25
High I 100
High S 38
High C 75
lose of Job Direction 13
Finding things tough 38
Frustrated 25
Indecisive 38
Stress 63
Follows rule when matters 13
Rebellious 0
Stubborn 13
Grey zone 38
Compatible 25
Trainable 50
Not Compatible 25
PPA: 16 useful software reports
Individual Reports
– Personal Profile Analysis – Training needs analysis
– Strengths and – Compatibility report
Limitations – Career guidelines
– How to Manage a person
– Candidate feedback
– Executive summary
PPA: 16 useful software reports (2)
Audit reports
– Management capabilities
– Sales potential
– Administration ability/Technical competence.
– Call centre audit
– Customer service audit
PPA: 16 useful software reports (3)
51%-75%
51%-75% --Overly
Overly cautious
cautious in
in decision
decision taking
taking
-Lenient
-Lenient in
in approach
approach
-Inadequate
-Inadequate delegation
delegation
26%-50%
26%-50%
-Defensive
-Defensive approach
approach -Lacks
-Lacks problem
problem solving
solving skills
skills
-Stubborn
-Stubborn at
at times
times
-Cannot
-Cannot set
set objectives
objectives
-Needs
-Needs time
time to
to adjust
adjust to
to change
change
-Lacks
-Lacks urgency
urgency
-Overly
-Overly patient
patient
TRAINING MATRIX
ISSUES
ISSUES FOR FOR TRAINING
TRAINING
--Analysing
Analysing situations
situations
-Times
-Times scales
scales
-Setting
-Setting objectives
objectives
-Listening
-Listening and
and understanding
understanding
-Risk
-Risk analysis
analysis
-Goal
-Goal setting
setting
-Creative
-Creative and
and lateral
lateral thinking
thinking
-Assertiveness
-Assertiveness training
training
-Setting
-Setting objectives
objectives
-Decision
-Decision Taking
Taking
-Time
-Time management
management
-Effective
-Effective communication
communication
-Modify
-Modify behaviour
behaviour
-Setting
-Setting measurable
measurable targets
targets
-Strategic
-Strategic planning
planning
5% Unknown
15% 5% Job Specification
C.V.
HJA
15% PPA
TST
Competences
15%
Interview
15%
15%
15%
CONCEPT: BLOCK DIAGRAM
HJA
A B BEHAVIOUR C
PPA CORE
ROLE TRAINABILITY
SPECIFIC
A B C
VALIDATE SELECTION
AGAINST TRAINING APPRAISAL
PERFORMANCE DEVELOPMENT
MORALE
EMP SATISFACTION
PERSON
A B C
In Which
High
Quadrants Do
+/- +/+
Your Personnel
Compatibility
HJA & PPA
-/- -/+
Fit?Low
Ability
High
TST
WEAK COMPATIBILITY
WEAK COMPATIBILITY
LOW ABILITY
HIGH ABILITY
Below average performers Keeping
Work
Tend totoo
frustration,
be many of job
outshined/these
Below
Not muchaverage
can beto average
done except
However, they may be competent people
constraints
Effective will accumulate
and even
job-realignment
outperformed due
to performers
sustain their but to
efficiency
due to long years of performing redundancy
can a team
bring
current who
vast may
cannot
result
improvement
job-mismatch
have great potential
the same task drive the company further
Thomas Profiling - TA
Role Specific
– Management
– Sales
– Admin/Tech
– Customer care
– Call Centre
Measurable
Focused and meaningful training
Optimises training budgets
The Thomas Competence
Review System
What is competence?
Skills and attributes necessary to carry
out a job
Behaviour + Skills + Ability
Not a fixed inventory
Industry, Organization, Function, Stage
in life cycle etc.
Thomas Competence review
system – Process
Purpose
Development Center
Facilitate development of Officers who have 4-5
years of experience in the company from various
functions
Company: Hindustan Lever Ltd. (2)
Purpose :
To build a fast track team
To emphasize performance driven culture
…………CONTD
Ten Med Reps Short listed for Promotion
Group Discussion
Thomas Profiling
Interview Process
Problems
– Absenteeism
– Delayed delivery schedules
– Errors creeping into the system
HJA DEVELOPED
TRAINING ADMINISTERED
RE-PROFILING AFTER
SIX MONTHS
CITICORP OVERSEAS SOFTWARE LTD
THOMAS SYSTEMS
“ R” “ NR”
C “ R”
O
S
L “NR”
ASIAN PAINTS LTD
Purpose
Team Building
Self-awareness
Company: Johnson and Johnson (2)
Bangalore
Mumbai
Chennai
Delhi
Hyderabad