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The SHL Universal Competency Framework

The SHL Universal Competency Framework (UCF) incorporates a model of performance at work that defines the relationships between competency potential, competency requirements, and competencies themselves. This paper outlines the key benefits of using a model for competencies and how such a model can be used to assess people in the workplace and, ultimately, to improve organizational performance.
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SHL Talent Measurement Spotlight

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Organizations today realize that measuring and managing their talent plays a critical role in the growth and success of their business. To this end, they require increasingly sophisticated methodologies and tools to properly assess talent acquisition and mobility—ensuring they have at all times the most qualified individuals in the right positions. See how SHL’s talent measurement technology can help them achieve these goals.
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  • Published On: February 11 2013

The SHL Talent Report: Big Data Insight and Analysis of the Global Workforce

There are a finite number of forces that influence business success. Most of these are driven by the abilities and motives of the people who make up our workforce. As such, the use of objective talent data to align your organization's talent with its strategic objectives yields a significant return. This is what SHL calls people intelligence. This report aims to provide a compass for organization's striving to improve their talent management initiatives.
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SHL

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SHL Talent Measurement Solutions are an important part of CEB’s Integrated Talent Management Services.CEB, the leading member-based advisory company, gives senior leaders and their teams insight into how the most successful organizations operate, and equips them with actionable solutions to transform operations. 
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SHL and TARGETjobs: Talent Potential in Graduates

Graduate recruiters are increasingly looking for innovative ways to identify high-quality talent in an ever more competitive marketplace. This white paper presents the findings from a study of the United Kingdom graduate recruitment marketplace, discusses the challenges faced by graduate recruiters, and presents an insight into the work-relevant skills possessed by undergraduates, including the extent to which these skills meet the demands of employers.
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SHL Assesment Solutions

SHL Assesment Solutions simplify the task of finding the right person for the right job. Improve your quality of hire with tools that: Define roles and associated competencies Provide candidates with engaging, realistic previews of role requirements Scientifically identify the best candidates based on potential Objectively ensure that only suitable candidates enter the selection process Enable highly accurate and efficient interviews for only the best candidates Align people decisions with business strategy to maximize competitive advantage Provide the highest levels of security and due diligence More than half of the Fortune Global 500 rely on SHL to deploy talent measurement strategies.  
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SHL and Halogen Software Join Forces to Offer Talent and Assessment Solutions for Mid-market Companies

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Halogen Software and SHL announced their partnership in an attempt to provide improved customer experience in key talent management areas. SHL’s talent measurement tools combined with Halogen’s talent suite aim to complement each other in talent acquisition, leadership development, career development, and succession planning. Halogen customers can now benefit from the SHL’s

The Power Behind SHL Talent Analytics

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Many organizations don’t understand the effectiveness of their talent management programs relative to their competitors’. SHL Talent Analytics is changing the way organizations think about their talent—by adding a new dimension to talent analytics. TEC analyst Sherry Fox looks at how this system provides data-driven talent insights that help businesses better understand their ‘greatest asset’ and boost business performance.
  • Written By: Sherry Fox
  • Published On: February 8 2012

On-boarding for Organizational Growth

This white paper explores some of the drivers of the current focus on on-boarding, walks through some of the financial implications of improving the on-boarding process, and outlines a model of on-boarding that spans the employee lifecycle. By attending to these aspects of selection and on-boarding, organizations will be better placed to deliver excellent customer service and to retain their staff as economic growth takes a firmer foothold.
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Do You Want to Profile Performance or Predict It?

This commentary describes the profiling approach to pre‐employment assessment, compares it to the predictive approach to assessment, and discusses some of the major issues with the profiling methodology. It then describes the results of an analysis comparing the effectiveness of the two methods in selecting insurance sales agents. Read this white paper to learn more about profiling approaches.
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