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Employee conflicts and performance issues - Assess our situation

This section addresses tools and methods for analyzing the degree to which employee conflicts and performance issues exist in your organization, the causes of those events, the degree to which those causes are based in race, gender, ethnic or similar issues, how to assess the risks, cost and benefits of the current situation, as well as the risks, costs and benefits of alternative solutions to these issues.

TitleShort Description
ASTD Workplace Learning and Performance ScorecardThe American Society for Training and Development (ASTD) developed a scorecard tool that facilitates online real-time benchmarking and decision support. The tool is available in three levels of use: State of the Industry(Free)Requires data input on a small set of indicators, allows reporting based on which metrics you supply; WLP Scorecard(Subscription), which allows full access to WLP Scorecard reports including customization by type and size of organization, trend reporting and WLP Index Reports; and ASTD Benchmarking Forum, which features access to organization level data for Forum member organizations.
Campbell Interest and Skill Survey (CISS)The Campbell Interest and Skill Survey (CISS) measures self-reported vocational interests and skills. Similar to traditional interest inventories, the CISS interest scales reflect an individual's attraction for specific occupational areas. However, the CISS instrument goes beyond traditional inventories by adding parallel skill scales that provide estimates of an individual's confidence in his or her ability to perform various occupational activities.
Competency-Based Human Resource ManagementCompetencies are characteristics individuals have and use to achieve desired performance. This book includes competency-based approaches to recruitment and selection, training, and performance management.
Discovery 360° SeriesDiscovery Learning's Discovery 360 Series™ is a series of 360° leadership assessments developed for general business managers, Educators, Public Health managers and Public Sector managers. These tools help to identify perception gaps between self and others, create a plan for addressing leadership development needs, track progress, and assess the specific competencies required in your business sector. Discovery Leadership Profile™: A 360° leadership assessment tool providing leaders and managers with feedback on how their specific management practices are perceived by others.
EdgeWork®Developed in collaboration with the Center for Creative Leadership®, EdgeWork® has participants assume managerial positions in two corporations that have very different organizational cultures, but are also partners in supplying an innovative technology to a specific industry. One company is a small research and development organization driven by humanitarian concerns and the desire to advance science. The other is a large profit-driven business operation. Discovery Learning's EdgeWork® Business Simulation tool goes beyond individual and role-level tensions and conflicts, generating these issues on a group level. Groups are drawn to work on key challenges related to more effective ways of talking, thinking, deciding, and taking action together. EdgeWork® is a simulation of dynamic relationships, trade-offs, and conflicts that naturally occur whenever people work together in an organization.
KEYS® to CreativityKEYS is an organizational survey from the Center for Creative Leadership that assesses the climate for creativity and innovation that exists in a work group, division or organization. It measures specific management practices that impact the work environment.
Pre-Employment and New Employee Testing and AssessmentA guide on using tests to assess the competency and skills of existing or potential employees.
Seven Steps of Effective Workforce PlanningThis report introduces the Seven-Step Workforce Planning Model, a framework for understanding the basic elements of workforce planning. The report walks the reader through the steps involved in workforce planning by analyzing the cases of the U.S. Department of Transportation, and the Maryland State Highway Administration. It acts as a guide to defining the organization's strategic direction by identifying current and future workforce needs, determining gaps, implementing strategies to close these gaps, and monitoring, evaluating, and revising the gap-closing strategies.
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