Productivity Assessments Green Productivity Solutions

Data is everywhere today. Individuals and organizations are ravenous for clean data to help them make better decisions. Consequently, the number one pressure driving assessment strategies today is the need for objective data to make these important decisions.

Knowing which candidates and employees can drive value in organizations is a true competitive differentiator in today’s marketplace. More and more organizations are looking to assessment tools, not only to help them understand the skills and capabilities of employees, but also to predict who will drive performance in the future.

When it comes to personal productivity and professional development advice for knowledge workers, one size does not fit all. In fact, an individual’s cognitive style, the way they prefer to perceive and process information can have a significant impact on the success or failure of productivity and performance enhancement strategies.

Our proprietary assessment tools are developed to educate as well as motivate individuals to increase overall performance.

GPS Productivity Profile

Our signature assessment is designed to help you understand your own style – how you think, learn, and communicate best – and to guide you toward techniques that like-minded people have found most productive.

360 Degree Feedback Assessment

This personalized assessment will include direct feedback from an employee’s subordinates, colleagues, supervisors, as well as self-evaluation. It can also include feedback from external sources, such as customers and suppliers or other selected stakeholders.

The results from a 360-degree assessment are often used by the person receiving the feedback to plan and map specific paths in their development. Results are also used by some organizations in making administrative decisions related to pay and promotions.

GPS Energy Profile

Organizations have clear goals for their use of assessments in talent management. They want to understand who will be successful and who will carry the business into the future. Organizations want to ensure they are bringing the best people into their business, getting the most out of current employees, and have leaders who can perform today, but are innovative enough to face the challenges of tomorrow.

GPS 360 Degree Energy Profile

As a supplemental tool to the Energy Profile, the 360 Degree Energy Profile serves as a fundamental building block in GPS’ philosophy. This tool works with the Energy Profile by generating confidential feedback on your behaviors in each of the four energy dimensions from a selected group of peers, subordinates and direct managers.

GPS System Analysis Assessment

This assessment allows developers to objectively carry out quantitative assessments of systems in order to select and/or update the most efficient system architecture and to generate derived engineering data. During engineering, assessments should be performed every time technical choices or decisions are made to determine compliance with system requirements.

System Analysis provides a rigorous approach to technical decision-making. It is used to perform trade-off studies, and includes modeling and simulation, cost analysis, technical risks analysis, and effectiveness analysis.

GPS Executive Development Profile

Organizations have clear goals for their use of assessments in talent management. They want to understand who will be successful and who will carry the business into the future. Organizations want to ensure they are bringing the best people into their business, getting the most out of current employees, and have leaders who can perform today, but are innovative enough to face the challenges of tomorrow.

GPS Process Mapping and Assessment Toolkit

The ultimate objective of the Toolkit is to support the development of comprehensive systems, appropriately structured and resourced. The Toolkit is intended to help users to identify and prioritize actions, which will contribute to building an integrated and strengthened system. A successful mapping and assessment should:

  • Provide key stakeholders with a clear picture of the structure and functions of the current system.
  • Describe the current normative framework, noting strengths as well as outlining the future industry predictions.
  • Drawing on global best practices, identify and prioritize opportunities to improve system and service.
  • Bring key players together for collaboration and support.
  • Establish the financial and human resources required to implement the initiative.