Facet5 is designed to measure the five major aspects of personality for use in a systematic way to support existing human resource management processes. Facet5 offers a single, well-researched model – and common language – for understanding the most critical decisions that have to be taken about people in organisations.

It is very well suited to key talent development applications at both the individual and work team level.

It combines a state of the art personality assessment with integrated 360 degree feedback on transformational/transactional aspects of leadership, plus an opportunity to assess performance against an organisation's own competency framework.

Facet5 provides an understanding of how people differ in their motivation, attitudes, aspirations and the behavioral differences that might result. The model is based on recent personality and management development theory and is simple and practical to use.

Facet5 is a tool that:

• Combines modern design, construction, appearance, flexibility of use and integration with human resource management systems
• Can be used at all levels, and in applications ranging from individual assessment to team development
• Can be extended to understand values of organisational culture at team or corporate level

They will be assisted in generating several strategies for each goal, based on learning from existing job challenges, incorporating new challenges into their role where appropriate, learning from others and on-going feedback. Self directed learning, training, and course work may also form part of the development strategy depending on development themes which emerge from the data. For example:

• How their strengths match current criteria for success in the organisation.
• How self scores compare to the scores of other raters.
• How self score compare with norm group.
• How superiors, peers and direct reports see them with regard to both strengths and development needs
• What issues will they need more information on (ie further clarification from raters).
• What dynamics are operating in their development.

Once managers have prepared a draft development plan, a three-way meeting between their manager and the consultant will be arranged to check that goals are aligned with organisational aims and objectives, and are consistent with business priorities.

Subject to the outcome of the three way development planning meeting, a series of individual coaching sessions would be linked together, tailored to the manager's needs. Each module is a self directed learning exercise which would involve on-the-job practical experience and coaching and review with the consultant. Topics could include:

• Management and Organisations
• Planning
• Leadership
• Motivation
• Performance Management
• Delegation
• Conflict Management
• Negotiation Skills
• Decision Making & Problem Solving
• Team Building
• Time Management
• Stress Management

Please contact Sheppard Associates for more information on senior management development.

The manager may also undertake a comprehensive assessment of characteristic preferences in order to gain additional insights into strengths, weaknesses, and development needs. This assessment will involve the manager completing a number of psychometric tests and questionnaires.

The Fifteen Factor Questionnaire (15FQ) is a broad measure of personality and is widely used in industry and commerce and can provide information on the following:

• Orientation to people
• Leadership style
• Team style
• Responses to direction and attitude to superiors
• Overall drive and ambition
• Capacity to handle stress, general resilience, and self confidence
• Self organisation and general work approach

The manager is provided with comprehensive written notes detailing the strengths, limitations, and development needs with their personality type, in the context of leadership, organisation, and team membership.

The feedback gained from the questionnaire is compiled in a detailed report and a development guide provides the manager with a strategy to improve his or her skills and performance. For example, 360 degree assessment can identify a number of issues which may derail a successful career including:

• Problems with interpersonal skills
• Difficulty in moulding staff
• Difficulty in making strategic transitions
• Lack of follow-through
• Over-dependence on others
• Strategic differences with management

The manager is provided with a lengthy report detailing their results and is then debriefed by Sheppard Associates.

The report includes helpful information about how managers can enhance their own development and provides a comprehensive understanding of the problems that can stall a career including tips for improvement. If necessary, managers can be given ongoing mentoring and support from Sheppard Associates.

Better managers build better organisations.

In an increasingly crowded market, the key to sustained competative advantage is a highly skilled management team.

For over 20 years, Sheppard Associates has provided management development programs tailored to the specific needs of individual clients.

We also provide a large number of short staff and management development programs.

Organisations are now competing for staff on a global basis and good people are hard to locate and keep.

Talent management involves assessing existing staff members within an organisation and developing them appropriately to increase their productivity and committment.

Sheppard Associates can assist you to assess staff through 360 degree assessment and personality assessment. 

We then work with your HR team to design invividual development programs to assist managers and their staff to improve their performance in their current role and prepare them for future ones.

Sheppard Associates also utilises the latest in management assessment methodology- the facet5 suite of tools- to create even more powerful individual, team and organisation development solutions.

Our Talent Management programs can be linked to succession planning, career transition and management development programs already in place in your organisation.

click here to view the Talent Management Process Map.

Please contact Sheppard Associates for more information regarding talent management.

Modern organisations adopt a strategic approach to the selection and development of staff. They link their human resource strategy to their strategic goals in order to use their human resources as a sustained source of competitive advantage. To do this requires the following:

• Development of a human resource strategy which identifies an organisation's required competency profile for future success
• Assessment of an organisation's current competency profile
• Design of staff and management development programs to close the gap between current and required competency profiles
• Design and implementation of corporate policies on staff selection, internal career development and staff retrenchment

A strategic approach to human resource management ensures firstly, that an organisation identifies, develops and utilises the potential talent in every staff member, and secondly, that funds invested in people contribute directly to the achievement of strategic goals.

For more information as to how Strategic Human Resource Management can help your organisation achieve competitive advantage, please contact Sheppard Associates.