April 2, 2003
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-- No shortage of information
-- The Survey Says: How prepared is your workforce?
-- Accurately assessing personality and competence
-- Stop Guessing, Start Knowing - Last Chance to Register for Atlanta
-- Developing and Assessing Competencies Just Got A Lot Easier!
-- New! The Pricey Hiring Mistake
-- What is a Good Employee?
-- The Solution to Entry-Level Employee Turnover
-- CriteriaOne receives Trademark status!
-- Managing Generation Y

Greetings!

What is it that differentiates those companies that are growing these days from those that are not?

By the start of the second decade of the 21st century, the information available to the average individual at any given point will be a hundred thousand times what it is today.

And as early as 2006, it is forecast that only 20 percent of the workforce will own the skills to perform 60 percent of the jobs.

No shortage of information
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The great library of Alexandria, in Egypt, that was burned by Julius Cesaer forces in 47 BC is said to have contained six hundred thousand papyrus scrolls - virtually all the recorded knowledge in the world.

Fifteen hundred years later, the entire library collection at Queen's College, Cambridge amounted to 1999 volumes. Thomas Jefferson's collection of six thousand books, one of the great personal libraries of his age, became the basis of the Library of Congress.

Today the Library of Congress contains over 115 million items and 20,000 arrive every day. 50,000 books are published annually in the US.; 400,000 journals are published globally.

The bandwidth of the average channel will multiply by a 100-fold and the compression of the average message will grow another 1000-fold.

Half of what an electronics student learns today as a freshman is obsolete by his or her senior year.

The half- life of an engineer's knowledge today is only five years and in ten years, ninety percent of what an engineer knows will be available in the computer.

Accurately assessing personality and competence
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If competencies give people the chance to play, then abilities, interests and personality determine how well they will play. Assessing competence and personality begins with first identifying what it is that makes top performers so much more successful than other employees.

The second step is identifying what abilities, interests, and personality factors that top performers have in common that converts skills into effectiveness.

Prior to the Internet and technology, job analysis and benchmarking was a time intensive and costly, although necessary, process. Today job analysis and candidate assessment is seamless, convenient and highly reliable.

To learn how your organization can accurately assess personality and competence, continue reading.

Stop Guessing, Start Knowing - Last Chance to Register for Atlanta
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Last chance to register for The HRD Press/Training House workshops: Stop Guessing, Start Knowing - How to Accurately Assess Personality and Competencies.

We have just a few seats remaining on April 9 in Atlanta at Marriott Courtyard - Windy Hill.

8:30 AM to Noon and repeated again at 1:30 PM to 5:00 PM

Attention Consultants. Contact us about TotalView and Job Analysis Certification scheduled for April 10-12 and May 1-3.

For more information call 800.803.4303.

Attendance at Stop Guessing, Start Knowing is limited to the first 20 participants and registration is FREE to HR and sales managers, COO, CFO, CEO, plant managers, and general managers. To register for this seminar, click on the link below. Just a few seats remain.

Can't make it to Atlanta or Lancaster, email us at startknowing@super-solutions.com.

Yes, register me today for the Stop Guessing, Start Knowing Seminar.

Developing and Assessing Competencies Just Got A Lot Easier!
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Leadership ability.

Delegation skills.

Analytical thinking.

Change handling skills.

Motivation skills.

These are just a few of the required crucial skills needed by managers and leaders today.

Janus Performance Management Systems is an easy to use and cost effective approach for improving performance, assessing jobs, aligning an organization, and meeting other HR goals. Many organizations have identified competencies but have not had positive results during the implementation phase - until now.

The Online Janus System makes it easy to identify from 3 to 10 core competencies per position, build competency-based job descriptions, develop job- specific interview questions and adminster performance evaluations - a seamless, continuous, cost-effective solution to selecting and managing top performers.

To download a FREE copy of the Janus Performance Management Competency Library, click here.

New! The Pricey Hiring Mistake
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What other process in business today has such poor reliability and continues to be the tool of choice to screen and promote an organization's most valuable asset, its people? This reliance on the traditional interview creates two very expensive problems for employers: the cost of hiring the wrong employee and the hassles and expense associated with terminating a wrong hire.

March Business2Business column just released. Click here to read this and other B2B articles.

What is a Good Employee?
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New to the SPS website - audio excerpts from presentations on How to Match, Manage and Motivate Employees.

Click here to listen to excerpts of Ira Wolfe's presentation at the 2003 International Builders Show.

The Solution to Entry-Level Employee Turnover
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Have you ever hired an employee who didn't show up for work and when they did they were late? What about an employee who showed up to work high on illegal drugs? Or have you ever hired an employee who had a bad attitude toward your customers?

Stop the madness! SELECT Associate System is your turn-key solution for screening out high-risk candidates before they have a chance to waste your time and run off your customers. SELECT is easy to use and available 24/7 with real-time turnaround. Reports are available for many positions including customer service, production/distribution, office/light industrial, retail sales and managers, call centers, hospitality, healthcare and more.

Click here to learn more about reducing turnover. (Scroll down to view SELECT)

CriteriaOne receives Trademark status!
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Last week Success Performance Solutions received notification from the U.S Patent and Trademark Office that CriteriaOne was registered as a trademark.

What is CriteriaOne? It is a highly reliable, intuitive and successful solution for employee selection and performance management.

CriteriaOne was developed by Ira S. Wolfe, the founder of Success Performance Solutions. The 'secret" to CriteriaOne is the blending of assessment tools and techniques (including the interview and personality testing) to assess the "whole person". The whole person approach directly links an individual's behavior, attitude and personality to job related competencies.

To become certified in CriteriaOne, register today for our next Train-the-trainer CriteriaOne workshop to be held on June 5-6-7, 2003 in Lancaster PA. Read what one participant in our last workshop had to say about his experience:

"Your CriteriaOne seminar this weekend was incredible. For years I did both contingency and retained search work for clients nationwide thinking the screening tools I used were serving us well. The information and skills you shared during our training are light years ahead of the rest of the screening and assesment systems out there."

B.M., Sr. Sales Consultant

To become a certified CriteriaOne trainer or facilitator, click here. Please indicate the best time and day to contact you.

Managing Generation Y
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They're blunt. They're savvy. They're contradictory. Self-confident and optimistic. Independent and goal-oriented. Masters of the Internet and PC. Young adults who believe education is cool, integrity is admirable, and parents are role models.

They're the children of Baby Boomers and the upbeat younger siblings of Gen X. They are the 29 million young adults born between 1978 and 1984 streaming into the workplace whose presence will continue to grow each year for the next ten years. They are Generation Y.

Managing Genertion Y is for those who want to become the employer of choice for the next cohort of young adults. Discover the Gen Y traits that pose the greatest challenges to managers as well as the best practices you can implement now to keep these upbeat, techno-savvy workers focused and motivated.

Visit the SPS bookstore and order Managing Generation Y.