Communities > Human Resources Management

Measuring Work Tolerance to Reduce Turnover in Front Line Jobs

Topic: Measuring Work Tolerance to Reduce Turnover in Front Line Jobs Date: August 31, 2010 at 1:00 - 2:00 PM ET

Description

Ever hire an employee with all the right skills for the job, only to watch that person walk out the door for good three weeks later? Where did you go wrong? What did you miss?

Most organizations often overlook the importance of measuring an applicant’s work tolerance as part of the talent acquisition process. Unfortunately, it doesn’t matter if the applicant has the skills to do the work if they can’t tolerate the demands of the job!

During this session we’ll discuss the concept of work tolerance as applied to jobs in several settings including retail sales and customer service. We’ll talk about the process of analyzing jobs to discover their underlying work tolerance demands, as well as approaches for using work tolerance information to improve the talent acquisition process to reduce employee turnover, and increase levels of job satisfaction.

Finally, we’ll share the results of research using work tolerance measures in several organizations representing industries such as telecommunications and financial services, but the concepts learned during this session can apply to any job, in every organization.

This webcast has been approved for 1.0 General credits through HRCI

Who Should Participate

Recruiters, Managers, Directors, VPs, etc., responsible for HR, Staffing, and Talent Acquisition.
Those interested in learning about the impact of work tolerance on organizational success.
Business leaders

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Recommended Resources

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What You Will Learn

The difference between the work tolerance and skill demands of jobs
How to analyze jobs to determine their underlying work tolerance demands
Methods for using work tolerance demands for improving talent acquisition
The impact of work tolerance characteristics for reducing employee turnover in front-line jobs

Sponsored by

Sponsored by

The focus of DeGarmo Group’s research, product development, and service delivery is the application of psychology in the talent acquisition and development process. We provide our clients with web-based staffing and training solutions to improve organizational functioning and profitability. We limit our service provision to these areas to ensure that our focus aligns with our core organizational strengths. Our practice-guided-by-science orientation requires that our professional services be based on an active and ongoing research program, as well as adherence to mainstream scientific and professional standards. DeGarmo Group employs a team of consultants with Ph.D. and Master’s degrees in Industrial and Organizational psychology who contribute to, and draw upon, the latest scientific research to deliver innovative and compelling solutions for our clients.

Presented by


		Anthony Adorno DeGarmo Group View Profile

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