Selection and Placement

• Conducting job analyses in order to determine the relevant knowledge, skills, and abilities needed to successfully perform jobs

• Developing and implementing assessment tools for the selection and placement of employees (e.g., interviews, cognitive ability tests, integrity tests, personality tests, person-environment fit measures, performance-based tests such as assessment centers)

• Evaluating test instruments/processes in order to determine their effectiveness (e.g., test validation, assessing test fairness/impact on protected classes);

• Evaluating and optimizing the legal defensibility of selection and promotion systems

• Identifying managerial talent in order to facilitate organizational succession planning

Performance Management

• Conducting needs assessments in order to determine the overall effectiveness of current performance management systems (e.g., does the system provide employees with developmental feedback and/or distinguish between high and low performers?)

• Developing relevant performance criteria (i.e., key outcome measures)

• Designing and implementing traditional performance appraisal systems as well as 360-degree feedback systems in order to facilitate the continuous assessment and development of employees

• Job evaluation (i.e., determining job worth)

Training and Development

• Identifying organizational, departmental, and/or individual training and development needs

• Designing and implementing technical, supervisory, and executive level developmental programs (e.g., assessment centers for leadership training), as well as programs/workshops to support various HR initiatives (e.g., coaching and mentoring, legal guidelines for selection/interviewing, 360-degree feedback training, teambuilding)

• Evaluating the effectiveness of such programs and/or workshops based on organizational productivity and satisfaction (e.g., are skills learned during training actually being transferred back to the job?)

Organizational Change and Development

• Analyzing organizational culture and climate

• Developing and conducting customer attitude and opinion surveys

• Developing and conducting employee attitude surveys

• Leading customer and employee focus groups

• Identifying factors associated with and implementing measures to limit undesirable work behaviors (e.g., absenteeism, turnover, employee theft)

• Facilitating organizations’ efforts to transition to team-based environments (e.g., assessing readiness levels, identifying barriers to success)