Measurement

Leaders need accurate, timely information to make decisions.  The Hill Group designs and implements a variety of performance and diagnostic measurement tools that can be utilized to enhance your organization’s culture and profitability.  Many of these tools serve as lead business indicators that can help predict and forecast organizational and financial performance.

They include:

Employee Opinion Surveys

Employee opinion surveys are the most efficient management tools to identify specific barriers to organizational effectiveness.  We can help your organization utilize this tool as part of your continuous improvement process and strategic planning process.  Our employee opinion surveys enable employees to anonymously contribute valuable, firsthand information about your organization’s strengths and weaknesses.  The Hill Group’s employee opinion surveys are administered online, by phone, and/or paper.

New Hire Surveys

New hire surveys are specialized opinion surveys that provide your organization with valuable information and feedback on employee attraction and retention. New hire surveys are provided to new employees at time of hire and then at periodic intervals in the future to gather information on the quality of your organization’s employment proposition.  There are many elements that comprise an employment proposition (pay, benefits, hours, parking, supervisor quality, etc.).  Data from this survey will help an organization understand what employees value in the employment proposition and their level of satisfaction with the organization.

Exit Surveys and Interviews

Exit surveys and interviews are conducted once an employee separates from an organization.  They are specialized opinion surveys that can provide your organization with valuable information on potential drivers of turnover.  This information can be used to continually improve your organization’s employment proposition.  There are many elements that comprise an employment proposition (pay, benefits, hours, parking, supervisor quality, etc.).  Data from this survey will help an organization understand what employees value in the employment proposition and identify critical opportunities to improve organizational performance.

Internal and External Service Quality Surveys

Studies demonstrate a strong correlation between financial performance and the
emphasis that an organization places on service quality.  The Hill Group’s full range of service quality surveys can help your organization to build a culture of service quality and continuous improvement.  Our external service quality surveys enable your customers to provide feedback on how well your employees provide consistent, prompt, and friendly service.  Our internal service quality surveys enable departments within your organization to provide feedback on how well other departments are providing service and support.

Our consultants will:

  • Develop survey instruments to meet your customer service goals
  • Manage the operations and logistics of your survey
  • Provide a help desk for troubleshooting
  • Assess results and identify opportunities to improve service quality
  • Benchmark your company’s service quality with industry standards
  • Identify problems and recommend corrective action
  • Report the analysis of your survey in real time
  • Assist in developing tactical and strategic plans to facilitate improvement based on survey results

360-Degree Leadership Feedback Surveys

360-Degree Leadership Feedback processes require individuals to rate their own performance and compare it with performance ratings from others.  Examples of other individuals who may provide feedback include peers, managers and supervisors, direct reports, customers (internal and external), and suppliers.  360-degree survey results provide employees with valuable information regarding strengths, growth opportunities, and priority improvement areas.   Our clients typically assess individuals on their ability to serve, adapt, present, manage, support, negotiate, and relate to others.  The Hill Group can customize this survey to meet your needs.

Organizational and Core Competency Development

The identification and development of core competencies will differentiate your organization and attract buyers, investors, and employees.  Core competencies vary among organizations and industries.  They may be in the form of unique processes, technical knowledge, or relationships with key stakeholders.  C. K. Prahalad and Gary Hamel first introduced the concept of core competencies in the Harvard Business Review.  The first step in identifying your organizations core competencies is to ask the following three questions:

  1. Does this competency provide the consumer benefits?
  2. Is this competency difficult for competitors to imitate?
  3. Can this competency be leveraged to many products, services, and/or markets?

The Hill Group provides a unique approach to organizational and core competency development.  We will work collaboratively with your organization to:

  • Identify core competencies
  • Develop training programs to align workforce skills with core competencies
  • Leverage resources to improve deficient organizational areas
  • Create systems for core competency monitoring
  • Communicate the benefits of your core competencies to internal and external audiences

Integrated Talent Management Processes

Talent performance management and organizational measurement are two key tools that drive organizational success and sustainability.  Performance management ensures that work has been allocated appropriately throughout the organization.  The accurate and timely measure of individual performance is necessary to align organizational performance with overall goals and objectives.  Organizational measurement systems, such as surveys and assessments, provide data to support decision-making.  It is difficult for organizations to manage what they do not measure.

The Hill Group has partnered with Tower, an online employee performance management system, to deliver an integrated approach to talent performance management and organizational measurement.  Integrated Talent Management includes dynamic monitoring of individual employee performance as well as access to the following organizational measurement tools:

  • Employee Opinion Survey
  • Pulse Opinion Survey
  • Exit Survey
  • Internal Service Quality Survey
  • 360-degree Feedback Survey
  • New Hire Survey

Integrated Talent Management provides the following benefits:

  • Consolidates performance reviews and employee surveys into one process
  • Reduces tracking and reviewing time and cost through automated reporting
  • Eliminates human input errors