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The Pleasure of Your Company™ Performance Management Systems and Training

Performance Management and
Human Performance Improvement

Organizational performance management depends to a great extent on aligning your

performance management tools with the business strategies of the company. Great

performance managers begin with competency development. In other words there is a

competency model for the job which can be imported into a software program and used for

multiple applications: selection testing, individual development, 360 feedback and

talent management. The Pleasure of Your Company™ (TPOYC) provides a comprehensive suite

of human performance improvement products and services – including Assess Systems software,

for your competency models, selection tests and 360 feedback. Additionally TPOYC offers a

comprehensive suite of online and classroom training in leadership, service, sales, and Wiley’s DiSC™ Profile Assessments.

For more information on our training products or consulting services, browse our training catalog or call us at 
(972) 442-9000.

Managing Performance with TPOYC's ASSESS System

The Pleasure of Your Company™ utilizes the sophisticated ASSESS Systems software for

performance management. Once the company’s business strategy has been defined, TPOYC

begins developing competency models for key positions that generate revenue or have high

turnover. By developing competency models for these high stake positions first, TPOYC can help

you recruit the best talent, utilizing selection testing designed from the competency model.

The use of the model in the selection and interviewing process guarantees you will hire the

best person for the role, thereby improving retention and reducing the cost and upheaval that

turnover creates. TPOYC has a variety of tools that will increase the effectiveness and efficiency of your applicant selection and hiring processes . . . at both the executive/manager level and the entry-level worker. Our performance management tools are designed to evaluate the core competencies needed for the position under recruitment.

Managerial and Professional-Level Jobs

Our state-of- the-art system evaluates the work-related personality and abilities of candidates for managerial and professional-level positions. The system administers, scores, and evaluates the results of an assessment battery. An assessment report similar to what an organizational psychologist would use is generated by use in your business environment.

Entry-Level Jobs

TPOYC has selection tests designed to be used early in the employment selection process, after

initial screening but before the employment interview. Each test has been specifically developed

and validated for specific job type or group of jobs in a specific industry. While each measures

important underlying personality attributes in different ways, each test produces overall

predictor indices of performance and integrity appropriate to the job or industry type. 

Validity testing in one job type demonstrated that up to 65% of poor performers

would have been screened out using these tools, while 33% more top performers

would have been selected in . . . without interjecting bias based on race, gender,

or ethnic group. Imagine the potential benefits to your company!!

Tests are immediately available to screen applicants in the following job areas:

  • Administrative Support – administrative assistants, secretaries, and other office support personnel or temporaries.
  • Call Centers – in-bound service, in-bound sales, and out-bound sales roles.
  • Convenience Store Associates – convenience store or gas station roles. Tests include basic measure of retail math.
  • Convenience Store Management – managers of small teams of associates that serve and sell to customers in convenience stores and gas stations. A retail manager math module can be added to the test.
  • Customer Service – customer service representatives, order clerks, client service representatives or others who serve customers with a positive service attitude.
  • Health Care – nurses, nurse’s aides, radiology technicians, respiratory therapists, admitting office personnel, and others who work directly with or around patients.
  • Help Desk Agents -- help desk and technical phone support roles.
  • Hospitality -- wait staff, front desk staff, bellmen, and others providing service in restaurants, hotels and other hospitality positions.
  • Leasing Agents – service providers in leasing apartments in housing complexes. A measure of basic math geared to the leasing role can be added.
  • Light Industrial Production and Distribution -- manufacturing and assembly team members, operators, drivers, warehouse personnel, and others involved in manufacturing and distribution roles.
  • Personal Services – Hair stylists, barber, cosmetologist, and others involved in providing personal services.
  • Retail Clerks and Cashiers – Individuals in retail settings where active selling is not required. A measure of basic retail math can be added.
  • Retail Store Associates -- Individuals in retail settings where active selling an essential job function. A measure of basic retail math can be added.
  • Retail Store Management – store managers in small format stores or department managers in large format store who manage associates in the process of service and sales. A retail manager math module can be added.

Tests can be developed for any industry or job type not listed above.

Additional testing modules include:

  • Counter productive behaviors – assessment of attitudes and behaviors related to theft, safety, illegal drug use, job commitment, resistance to direction, and work ethic.
  • Job task – willingness to do a variety of related job duties.
  • Job specific math – Math testing is available for selected industries.

The Role of Employee Engagement in Performance Management

Managers can have their direct reports complete an individual developmental ASSESS test. This offers the employee or manager the opportunity to evaluate how they are doing relative to the competency model for their role. Managers can use this information to coach their subordinates and develop a trusting, mentoring relationship to engage their teams.

It’s much easier to manage performance if employees are engaged. Fully-engaged employees understand their jobs and the role they play in the success of the organization and in many ways self-manage their day-to-day work activity. To a large extent, engaged employees are performing on their own -- management is there to provide resources, coaching and assistance. Not having to micro-manage performance on a daily basis frees management to spend more time on strategy and coordinating the operations of the organization as a whole.

Performance Management Software and Tools from TPOYC

Another valuable tool in employee performance management is the 360 Review. This process entails obtaining feedback from multiple sources – the employee’s supervisor, subordinates (if any), work group members and other colleagues. This breadth of information can help manage performance more effectively than the manager’s evaluation alone, and can also provide insights into opportunities for improving work assignments, procedures and employee communications all the while remaining consistent with the behaviors and competencies defined in the competency model.