How We Can Help

Solutions for Retailers & Franchisers

Looking Glass is a cost-efficient assessment solution designed to meet the  particular needs of franchisors, franchisees, and businesses such as retail or hospitality that have multiple geographically-dispersed outlets. In these types of decentralized and often far-flung businesses where hiring is the responsibility of the franchisee or regional and store management, with little opportunity or time to access centralized HR resources for assistance, hiring has many challenges. Operational managers generally resent the time and distraction associated with hiring, and too often seek shortcuts to save time or settle for mediocre candidates. With franchisees, since they are independent business owners, there is also the issue that they are free to choose their own hiring tools and procedures.

Looking Glass is a turnkey OMS application that provides job-specific assessment and management guidance to business unit managers and franchisees who seek to hire highly performing employees for a few vital operational roles where motivation and talents are the key drivers of performance. Store managers, sales associates, restaurant managers, chain hotel managers and night managers are just a few examples.

Looking Glass combines five key components…

1. Comprehensive job analysis to determine the behavioral and motivational attributes of top performers in the target role and
to detect any context differences that might result from geographical or business unit differences.

2. A simple, easy-to-use website accessible by hiring managers that offers several different ways of administering the OMS
Questionnaire to job candidates.

3. Instant and automatic email notifications to the hiring manager, including PDF reports, when candidates complete the OMS.

4. A graphical and text assessment report tailored to the company’s specific job behavioral attributes, performance
parameters, and communication needs.

5. On-line user training to educate the hiring managers on job performance issues and requirements, on how to use the
website and system, on using the tailored assessment report as a decision aid, and on obtaining support should it be
required.

Automation Makes It Easy…

Looking Glass is a fully automated system:

  • Users go through training on own and system generates candidate reports automatically
  • OMS and candidate-job comparison data can automatically be transferred to ATS’s or HRIS’s if needed
  • Simplicity Removes Hassles…
  • Looking Glass is simple for managers to learn and to use and requires minimal support
  • Looking Glass is simple for clients to implement and requires no time or expertise on their par
  • On-line training Enables Fast and W idely-dispersed Rollout
  • The Looking Glass on-line training is easy to use, fast, and relevant, because it is tailored to each client’s context and needs
  • The training is about one hour and teaches managers everything they need to know to use the system
  • Because users are more knowledgeable and self-sufficient they experience minimal problems and require minimal help and support
  • Trained managers better understand the linkage between behavior, motivation and job performance in their organization, and are equipped to use the reports more effectively
  • Every Aspect of Looking Glass Can Be Tailored to Client Needs
  • Looking Glass is adaptable to any job or job family at any level in any type of business
  • The OMS website has minimal functions to learn and the OMS Questionnaire is quick and easy to administer
  • The OMS Questionnaire and reports can be private branded with a client logo to add exclusivity
  • Clients can implement the system as a hassle-free solution that all their managers can use with virtually no HR overhead and support
  • Culture- and Job-relevant Tailored Reports Better Serve Client Needs
  • Our upfront study of the job or jobs ensures accurate performance benchmarks and captures the behavioral subtleties that differentiate top performers
  • We often develop multiple job models to allow us to measure candidates against diverse job requirements
  • The tailored reports rate candidates against job-relevant behaviors or competencies and can also include interviewing and/or coaching guidance
  • We can track quality of job candidates and effectiveness of new hires to keep job models valid

Applications for Looking Glass

Looking Glass is applicable to all jobs, especially those where the hiring takes place nationally and the hiring managers need to focus on the operation and are less skilled as interviewers

Implementation Steps…

The development stage and implementation of Looking Glass is an efficient process that can be undertaken in a matter of weeks.
Throughout the development stage the client is a full partner in the process. The critical development steps are:

1. Undertake the job analysis to identify behaviors and competencies and to develop job behavioral benchmarks

2. Develop the tailored assessment report to compare candidates to job criteria and show visual compatibility ratings

3. Modify the on-line training to reflect specific client needs and context

4. Test with a sampling of users … get feedback from and make necessary changes to improve

For more information on Looking Glass, contact The Assessment and Development Group or any of our consultant representatives.

Make Smarter People-Management Decisions

OMS for All Your People-Management Decisions

More productive management and smarter management decisions depend upon the quality and depth of information management develops and uses.

The most difficult information to acquire and to organize has to do with people – their personalities and behaviors, their motivation, and their ability to adapt to changing workplace expectations and to the dynamics of change.

Organizational Management System offers executive and management decision-makers comprehensive and wide-ranging insights into personality, behavior, and motivation that facilitate any organization’s management responsiveness and ability to compete. These OMS applications include:

Job Analysis – Identifying Performance Criteria

1.    Analyze jobs to create precise, detailed models incorporating essential behaviors and motivating needs.

2.    Create multiple job models for a specific job to capture the different performance emphases and expectations associated with variances in job context.

3.    Identify specific behavioral expectations to complement performance objectives in a hybrid performance management system.

Decision-Making

1.    Using scientific algorithms, objectively compare employee and candidate OMS results to JAX job models to determine compatibility, behavioral and motivational fit, and development needs.

2.    Instantly determine the level of compatibility of one or multiple candidates to any number of current or prospective jobs.

3.    Identify specific candidate competencies and behaviors to probe during interviews and reference checks.

4.    Use behavioral data to improve the accuracy of succession planning decisions.

5.    Measure the effectiveness of succession planning in aligning people with jobs that fulfill their needs.

6.    Search the OMS database to identify employees with behaviors and motivation compatible to specific jobs.

7.    Measure the effectiveness of recruiting activities and campaigns for the organization and specific hiring units.

8.    Facilitate career planning by searching the JAX database to identify jobs that align closely with the behaviors and motivation of specific employees.

9.    Match sales and support people to the needs and requirements of specific accounts and buyers.

10.    Diagnose the causes of group and individual performance problems.

Recruitment and Technology Automation

1.    Fully automate the administration of OMS through your Internet career site and instantly prescreen candidates and rate their compatibility against multiple jobs.

2.    Integrate OMS functions and data with Applicant Tracking Systems and HRIS’s.

3.    Develop more focused, more relevant, and more appealing recruitment advertisements and communication pieces.
4.    Conduct more penetrating and more revealing candidate interviews and reference checks.

Facilitating Organizational Improvement and Change

1.    Analyze teams and work groups to determine the diversity of their styles and their talents in comparison to identified needs.

2.    Build teams to meet specific behavioral expectations and needs.

3.    Analyze team and work group behaviors to develop performance improvement tactics.

4.    Analyze work groups to identify the behavioral causes of performance problems or variances.

5.    Analyze work groups to determine the behavioral impact of training and management interventions.

6.    Analyze work groups to determine the motivation, behaviors, and adaptive behaviors associated with competencies and performance criteria, for example, leadership.

7.    Analyze employee groups to identify the impediments to organizational change initiatives.

8.    Analyze groups to identify the predominate work culture attributes associated with the organization as a whole and with specific work units.

9.    Analyze sales force abilities and align specific people with specific talents to specific markets or product/service offerings.

10.    Conduct analyses that identify the performance significance of specific behaviors, motivating needs, and job adaptations.
11.    Diagnose and identify specific behavioral features that are significant components of corporate, business unit or departmental work cultures.
12.    Evaluate the efficacy and salience of management policies, practices, and applied beliefs.
13.    Enhance Performance Management through the inclusion of realistic, relevant behavioral expectations.

Employee and Performance Development

1.    Give salespeople the knowledge and tools to identify different prospect and customer buyer styles and adapt their selling methods and tactics to each individual style.

2.    Give members of employee teams the insights and understanding needed to improve team cooperation, communication, and performance.

3.    Facilitate and improve interpersonal collaboration and communication.
4.    Augment sales and service by equipping employees in vital contact roles to be more understanding of and more responsive to personality-related differences in behavior and communication.

Frequently Asked Questions

Listed below are some of the more frequently asked questions concerning the use of OMS. If you have additional questions, we will be pleased to address them. Simply click on the Contact link and send an email, or telephone ADGI.

1.    We use behavior description interviewing, so why would we need OMS?

Included in the OMS suite of training modules is a intensive one-day program on Behavioral Interviewing, so we know that well-planned and constructed interviews can be very helpful in hiring situations. However, even the best interviews using well-constructed questions cannot uncover every job-relevant behavioral dimension, clearly differentiate talents from skills, determine the amount or degree of particular traits in comparison to other candidates, or always discern the roles people project in their efforts to adapt to jobs. In fact, studies have shown that good testing instruments are more predictive of potential job performance than are interviews. OMS is a decision-making process with many beneficial applications other than hiring, so behavioral description interviewing is a complement not a replacement.

2.    What does the OMS Questionnaire measure?

The OMS Questionnaire measures two dimensions of personality – a person’s Basic Characteristics or natural behavioral predisposition, and the Job Adaptation the person is attempting to make within his or her work situation. Knowing the Basic Characteristics allows managers to understand a person’s motivation, natural talents, and capabilities, and knowing the Job Adaptation allows them to see how the employee perceives job responsibilities, and how the person is reacting to supervision, training, or the forces within the work environment.
Within the Basic Characteristics scale OMS measures seven source dimensions – Assertiveness (achievement and ego-drive), Sociability (social initiative and manner of communication), Patience (initiative and self-starting), Discipline (need for order and structure), Behavioral Adaptability (stress resiliency and ability to cope with change), Emotional Containment (emotional management), and Originality of Thinking (inventiveness).


3.    We employ well-educated, skilled people – at what levels can we use the OMS Questionnaire?

The OMS Questionnaire can be used at all levels of an organization, from entry-level positions to senior management posts. Comparing the OMS results to the JAX job analysis results is what makes the information job relevant and specifically predictive of job behavior and performance.

4.    Isn’t OMS just like other testing programs we have considered?

ADGI and our associated consultants do not market OMS as a testing program, and several important features differentiate OMS from traditional testing offerings. The critical program element is the Maximizing Human Performance Seminar – equipping managers to understand individual personalities and how they differ along with workplace behavior, and to manage people as individuals. Without an understanding of behavior and motivation and the implications of people decisions, test users can have difficulty applying and communicating test information effectively. Secondly, OMS is used for diagnostic, problem-solving, management, and organizational development applications for which hiring tests or simple team-building diagnostics are unsuited.

5.    Can OMS help us reduce turnover and retain employees?

Yes. Study after study has reconfirmed what Scott Myers and Frederick Herzberg told us forty years ago: people stay in jobs and with organizations that allow them to meet their personal needs for growth and achievement. Placing people in the right roles and managing them in the most effective personal manner is the very essence of management today, and this is the primary application of OMS.

6.    Can we implement the program by training several people in our HR department?

Yes, because clients have to decide what is best for their organizations. However, using OMS as you would a testing program offers only limited benefits, and has little impact on vital day-to-day management behaviors and actions. Selection and hiring could be improved, but it would not be possible to apply OMS to the more critical organizational management applications which we believe offer the most significant bottom-line return.

7.    What is the minimum number of managers who should attend the Maximizing Human Performance Seminar in order for it to produce significant results for us?

There is no minimum as such. However, we recommend that an organization commencing OMS initiate the training at the senior management or top team level. Strategic applications of OMS affect the more tactical applications, such as candidate assessment, and require the knowledge and commitment of the company’s leadership. Once this group establishes a direction and focus for OMS, then other operational and staff managers should be involved.

8.    How are the OMS Questionnaires administered?

OMS is a fully on-line, automated technology. Client users have secure access to their OMS site, are able to administer the OMS Questionnaire in different ways, and are able to develop job behavior models using several different techniques. Fully databased, and offering unique industry-leading data management and diagnostic functions, the OMS website offers valuable features for every size client organization.

9.    Our major problem is recruiting – could we use the OMS Questionnaire just in that aspect of our business?

Yes. It is only one application for the program, but it can be very rewarding. We recommend a broader usage of OMS, though, because for many business organizations retaining valuable, skilled employees is even more of a priority, and without effective management of people, even the best hiring programs would still not make up for the difference.

10.    Can we use the OMS Questionnaire as a pre-screening tool for job candidates?

Yes. OMS offers client organizations the unique capability of pre-screening job candidates on the basis of job-relevant personality attributes and job fit. To ensure legal defensibility, as a preliminary step we recommend that we undertake a job study on the position being pre-screened. This procedure, offered as an optional support service, provides the client with a statistical profile of the job-related traits and characteristics, and ensures that the essential traits are being included in the hiring screen.

11.    We have job candidates applying from many locations and we don’t have offices everywhere they are. How can we arrange for them to complete an OMS Questionnaire?

Your candidates complete the OMS Questionnaire on-line by accessing a link forwarded to them in an email. Regardless of where they may be located, or when they actually want to fill in the Questionnaire, once they have completed the process, you receive email notification and can immediately review their OMS results and run comparative analyses against your various job behavioral models.


12.    We operate internationally. Can OMS accommodate our diverse language needs?

Indeed. OMS is offered in many different languages, including English, French, German, Italian, Dutch, Castellan Spanish, Latin Spanish, Russian, Romanian, Polish, Swedish, Chinese, Japanese, Tagalog, Hindi, and Punjabi. Candidates completing the OMS are able to select their preferred language when they receive their OMS Questionnaire link.

A Smart Website

A Smart Website to Make Decisions and Diagnosis Easier and Faster

Innovative technology is a major differentiator for Organizational Management System. We offer clients unique and valuable features to help them quickly and easily apply the OMS and JAX information to strategic, diagnostic, and assessment applications.

In just a few minutes using the OMS website client managers can:

1Instantly pre-screen one or hundreds of candidates based upon job behavioral compatibility.

2Determine the degree of fit and job compatibility for one person and one job, for many candidates and one job, or even for multiple candidates and multiple jobs.

3Generate diverse reports to communicate job behavioral and motivational requirements, to help with candidate interviewing, to facilitate employee coaching, and to assist employees in taking ownership for their own career development.

4Provide every manager with employee-specific management and coaching strategy reports to facilitate behavioral change and to increase both engagement and retention.

5Develop composite graphs for groups of people for comparative analysis, for example different work groups, teams, different levels of performance, management style and orientation, and recruiting effectiveness.

6Search the company OMS database to identify people who are behaviorally compatible with available jobs.

7Search the company JAX database to identify jobs for which employees are behaviorally compatible.

8Instantly convert composite patterns of employees into job behavioral profiles to use for selection and placement purposes.

9Undertake in-depth analyses of employee groups to determine the likely causes and solutions for performance issues, to understand the effects of the culture and management practices upon employee work behaviors, to measure the effects of training, coaching, and other management interventions, and for a variety of other comparative applications.

10Build employee teams by identifying participants who will contribute specific and complementary behavioral abilities and talents.

11Analyze employee teams to enhance talents and improve performance.

12Convert the psychometric OMS data for individuals and groups into a quadrant-type of social styles model (LSI Interaction Styles) and generate both graphical and report output for integration with communication, customer service, sales, and supervisory training applications.

ADGI also offers clients customized features through integrating the OMS website functions and data with on-line career and recruitment sites as well as human resource information systems. For one major Canadian retailer we developed with the world’s first totally automated pre-screening process based upon the objective measurement of motivational and behavioral job compatibility.

Our Consulting Expertise

Posted by:
5915 Views

Consulting Expertise On-call All the Time

OMS is an in-company system. Our belief is that managers who understand their company’s culture and personalities can use OMS information more effectively and beneficially than they could use reports supplied by some external consultants. Thinking, competent managers make organizations better and more successful. But applications, skills, and knowledge need ongoing support and reinforcement, which we provide.

The Assessment and Development Group and our consulting partners offer OMS clients year-round support to establish program objectives and guidelines, to provide specialized support services, to ensure proper program implementation, to assist clients in taking full advantage of OMS applications, and to monitor OMS usage within clients, offering coaching to help OMS-trained managers continually develop their skills.

OMS is a Registered Trademark of The Assessment and Development Group International Inc.
FacebookTwitterLinkedin