Maximizing Employee Potential

In order for a company to create an edge in the market and stay on the top of your industry; your managers need tools and information to get the very most from their people.

How can you maximize employee potential?

  • Uncover an individual's inherent capabilities
  • Put the person in a job that builds on his or her strengths
  • Provide targeted developmental opportunities
  • Help front-line managers coach and motivate

Develop Internal Talent

Is your organization utilizing its talent to its fullest potential? If not, begin tapping into your richest resources. They are called "human resources" for a reason! Leverage the resources you have by using a process for prospecting within your departments.

Uncover your hidden gems

According to an ASTD research study, most organizations focus on talent management for senior executives and high potentials, but this narrow focus thwarts efforts to improve talent. In order to upgrade talent company-wide, employees in all positions should be audited and considered.

Low Cost + High Potential = Mother Load

Diamonds in the Rough

Assessment instruments are extremely effective for helping you sift through the tons of application debris to find that two-carat diamond. They will help you identify who has the DNA and the desire to be a future leader in the organization and who does not. You will have better insight into an employee's long-term value to the company while giving them the chance to develop the skills and experience he needs in order to shine. Do what it takes to give your employees great opportunities and build loyalty in the process.

Utilize Your Human Resources

  • Identify those who have hidden potential

    The ProfileXT® job matching feature allows you to find people within your organization who have the aptitude for specific jobs. By knowing your people, you can begin developing them for more challenging positions.

  • Help them realize their potential

    The ProfileXT® also has a succession planning report that notes all of the jobs in the organization in which the individual might excel. If you hire, train, and develop with a succession plan in mind, you are more likely to groom the employee to become exactly what your organization needs.

Identify Internal Talent

It is very important to identify your current and future stars and top performers who may be good candidates for leadership positions or for certain type of training; by doing that you will save money and time.

Use Your Own People

The risk of failure in new management position for external hires is greater than internal promotion. Also, organizations who promote from within can manage the budget and the risk from external hires. According to University of Michigan professor Dave Ulrich, external hires cost about 20% to 30% more than internal promotions.

There are three reasons for this:

  1. The new hire does not fit the organization's culture.

  2. The new hire lacks the relationships and internal networks to get things done.

  3. The new hire does not fit the job he or she has been hired to do.

Internal hiring reduces these risks, and promotions from within are more likely to succeed than external hires.

So, before committing to hiring outside superstars, organizations should use their performance management processes to identify strong employees. Future potential is based on accumulated skills and experience as evidenced by past achievements, ability to learn new skills, and willingness to tackle larger and more complex assignments.

The ProfileXT® is especially helpful when determining where an individual fits within your organization. Instead of assessing outside superstars, first evaluate the results of those already employed. The ProfileXT® measures how well an individual fits specific jobs in your organization and enables you to evaluate an individual relative to the attributes needed to perform successfully in a specific job.

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