How We Can Help

Maximizing Human Performance Learning Objectives

Posted by:
in OMS General Information
17 Oct 2011
2918 Views

Maximizing Human Performance Learning Objectives:

  1. Learn how to predict how personal motivation needs influence specific workplace behaviors.
  2. Learn how to understand the features and talents of different personality styles and to visually quickly see the differences that distinguish personalities and that affect job performance.
  3. Learn how to make more accurate placement decisions by understanding the layers that underlie actual job behavior, and distinguishing between natural and projected or adaptive behaviors.
  4. Learn about the factors that control our ability to change and to adapt to job expectations, including determining how much change people can reasonably make and how to manage and facilitate that change.
  5. Learn the management tactics that will have the greatest impact upon performance with different personality styles for communication, motivation, coaching, and performance management.
  6. Learn how to calibrate human behavior and precisely match people to job requirements – to see traits and attributes in degrees and in comparison to other people rather than in simplistic black and white terms.
  7. Learn why it is so easy to misread what other people are like in our interactions with them, including interviews, and why interviews are so ineffective at predicting specific job behaviors and overall job performance.
  8. Learn about the Law of Small Differences – how very minor and subtle differences in personality structure produce such significant variations in performance.
  9. Learn about the thin margin that separates workaholics from people with a more balanced lifestyle, about the attributes that control our response to workplace stress, and how such behaviors can be measured, predicted, and managed.
  10. Learn how to see the stress response in other people and to understand the impact of change and problems.
  11. Learn what differentiates talents/abilities and skills, and what people can and cannot change about their work behaviors through coaching and development.
  12. Learn how to use the OMS as a diagnostic tool to precisely analyze the nature of the workplace culture and normative behaviors within a group, which is critical to planning change and transitioning to new operational strategies.
  13. Learn how to quickly identify how people will work together in groups and teams, and to accurately predict what management tactics will produce the best results from the team.
  14. Understand the practical but subtle differences between selling styles that differentiate people with high potential for consultative sales, relationship management, features and benefits selling, promotional sales, technical sales, and retail sales.
  15. Learn about your own style within the broader context of personality, how to maximize your talents and abilities – and your performance – through your decisions and relationships with other people, and how to assume more control over your own career.

Organizational Management System

Posted by:
in Hiring Solutions, OMS General Information, Productivity Improvement
17 Dec 2010
, , , , , , , , ,
13750 Views

OMS… A decision support technology and process to optimize all your people decisions

Hire: OMS the Key to Smart Decisions & Competitive Advantage

Decisions are the engines that drive our businesses. Top performance begins with smart hiring decisions. Get the information you need about performance potential, job behaviors, and job fit. With OMS get it quickly, easily, and efficiently for all candidates for all jobs at all levels.

Motivate: Building Performance One Person at a Time

Understanding each person as an individual and responding to each person’s motivational needs is the smart way to build high performance and solid relationships. You build performance one person at a time. With OMS you can remove the guesswork from motivation and create a highly satisfying, rewarding work environment for all your employees.

Manage: With OMS Make More Effective Decisions at Every Level of Management

With OMS you can gain a competitive edge by combining personal decision-making skills and know-how, scientific measurement techniques, and web-based organizational diagnostic tools into a comprehensive decision-making system for all your managers. With OMS your executive team can develop strategic initiatives far more likely to succeed, and make faster, better-informed operating decisions leading to higher individual and group performance, greater retention, and lower costs.

OMS… A Unique Decision-Making Solution

Related Link: Benefits of OMS

Retailers and Franchisor Solutions: OMS For People-Management Decisions

Posted by:
in OMS General Information
17 Dec 2010
2909 Views
More productive management and smarter management decisions depend upon the quality and depth of information management develops and applies.
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:

Organizational Diagnosis

  1. Identifying the behavioral, motivational and talent requirements for all vital jobs.
  2. Diagnosing the causes of group and individual performance problems.
  3. Conducting analyses that identify the performance significance of specific behaviors, motivating needs, and job adaptations.
  4. Diagnosing and identifying specific behavioral features that are significant components of corporate, business unit or departmental work cultures.

Decision-making

  1. Developing more focused, more relevant, and more appealing recruitment advertisements and communication pieces.
  2. Conducting more penetrating and more revealing candidate interviews and reference checks.
  3. Comparing candidates and jobs in more depth and across a broader range of relevant performance dimensions.
  4. Assessing internal placement candidates against job requirements with greater objectivity and depth.

Management Practices

  1. Developing succession plans that factor in employee motivation and behavioral talents, and that are built upon an accurate understanding of the extent to which jobs will progress the necessary talents and abilities.
  2. Providing employees with more specific, more accurate, and more constructive career developmental options.
  3. Evaluating the efficacy and salience of management policies, practices, and applied beliefs.
  4. Enhancing Performance Management through the inclusion of realistic, relevant behavioral expectations.

Management Effectiveness

  1. Constructing workplace teams and aligning employee groups that incorporate diverse and complementary abilities.
  2. Facilitating and improving interpersonal collaboration and communication.
  3. Augmenting 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.

Identify Talents with a Unique Decision-Making Solution

Posted by:
in OMS General Information
17 Dec 2010
2971 Views
OMS is not another testing program!But OMS does employ two objective measurement and assessment tools – JAX the Job Analysis Expert and the OMS Questionnaire – to identify job behavioral and motivational requirements as well as human motivating factors, traits and behavioral attributes, and job-related talents.

OMS is not a training package.

But OMS fills a significant void in business learning with Maximizing Human Performance, a management development experience that equips managers to objectively understand people as individuals and manage them based upon their individual needs, preferences, and abilities.

OMS is not an Internet service.

But OMS uses a Smart website to manage client information about people and jobs, and to provide managers with unique, industry-leading diagnostic, analytical, and data management features. Our web tools help client managers model and compare job behavioral options, compare people and job requirements, synthesize relevant decision data, and analyze the real causes of and implications of different solutions to people and performance issues. There is simply no comparable set of decision-making tools anywhere else!

OMS is not a consulting intervention.

OMS is an “in-house” or internal consulting solution. Our tactic is to make your managers better managers and more astute decision-makers. But OMS does support our training and technology with the experienced and valuable know-how of The Assessment and Development Group and our team of independent representatives.

Developing a highly performing organization means

  • Hiring and placing the right people in every position,
  • Motivating and directing people in a more meaningful, personal way that builds higher job satisfaction and encourages them to stay, and
  • Managing people in a way that maximizes their individual talents and abilities.

The unique combination of OMS technology, tools, learning, and process powers faster and more informed decisions in all of these strategic planning, organizational development, and assessment applications.

Client Testimonials

Posted by:
in OMS General Information
17 Dec 2010
2975 Views

I have been working with Steve Sheppard of OMS (Organizational Management System) for the past 9 years to develop a solution to reduce turnover and absence in a call center environment. With OMS, Fusion Marketing Partners has reduced turnover by 40% and absence by 7%. Matching behavior to job type has made it possible to reduce cost and increase revenue for Fusion.

This tool has worked for Fusion and will work for your organization

Dan Ater
President, Fusion Marketing Partners
Phoenix AZ

I’ve been working with The Assessment and Development Group and OMS for the better part of 3 years. The tools, the people, and the back-up have been ‘second to none’. If you are looking to hire right, save money, retain employees, and motivate your team – ADGI and OMS are the ‘only’ way to go!

Bob Abrames
President, Salesology Systems
Ottawa ON

ASC has been working with ADGI (OMS) for several years to assist us with the hiring process of new employees. As a result, we have reduced the amount of “wrong hires” as the OMS best matches the prospective employee with the job requirements. This reduces our “total-cost-of-hiring” for an employee drastically as it could cost us over six months of salary and benefits, plus any additional training costs, just to determine whether or not the employee will work out. This benefit is not only good for saving costs to the company’s bottom line, but it saves the prospective employee from being placed into a job that is not a good fit for them.

Pete Gilstrap
President, ASC Software
Dayton OH

We have been working with Frank Gump and OMS for approximately 9 years and Comark with it’s other divisions some what longer. We have had tremendous success with this program in the areas of career pathing and team building. We focus on teamwork, collaboration, and partnership within our organization. These cultural elements have been important to our success. The Interaction Styles piece of OMS has kept us focused on how we communicate and value the differences with one another. OMS has also been an effective coaching tool for Management within Ricki’s.

OMS continues to be a tool in matching behaviours to job types within our company and we will continue to use this program in our recruitment and placement initiatives. OMS has truly worked for us and I believe it can work for you.

Edward Becenko
Director of Human Resources, Ricki’s
Winnipeg MB

I have had the pleasure of working with Frank Gump of ADGI for over fifteen years and OMS is used in every Young Drivers of Canada franchise from coast to coast. OMS has been used to hire the right people as instructors, sales staff and managers. It has helped grow the business through positive outgoing staff. This results in increased referrals, which are the backbone of our business. Our turnover has been reduced since the right people are in the right jobs and we have reduced our training costs as a result.

I believe that OMS is the most important tool we have in dealing with both hiring and staff management.

Peter Christianson
President, Young Drivers of Canada Corporation
Hamilton ON

Bootlegger’s eleven year partnership with Frank Gump and OMS has been built on his follow through and commitment to our business. The OMS tool has supported Bootlegger in team building and placement of team members. Our management team believes that behaviors better matched with the job requirements result in increased productivity and associate satisfaction.

Cari Best
Director of Human Resources, Bootlegger Division of Comark Inc.
Vancouver BC

I have found OMS to not only be extremely accurate, but a tool that touches almost every aspect of our organization. We are using OMS to help us identify the characteristics of our top sales people, better enabling us to identify new candidates that meet a profile of someone who is most likely to succeed. OMS helps us to speed up our recruiting process, better targeting who we are spending time with and take the subjectivity out of the hire. It also is a tool that helps me to hold our managers accountable, be thoughtful in who they hire and deploy resources against. We are also using the tool for coaching existing team members and to help us communicate with our subordinates and peers.

What I find most useful, is how fast we can access information and how easy it is to interpret the information provided. While it is early in our engagement I expect OMS will have a positive effect on our sales results, reduce turnover and improve communication within our organization.

Ron Frey
CEO, Autoland
Sherman Oaks CA

OMS is a Registered Trademark of The Assessment and Development Group International Inc. © 2024
FacebookTwitterLinkedin