IPAT – Case Study Snapshots

Amgen

Background and Business Challenges: Amgen, a Fortune 500 company with 17,500 employees worldwide and revenues approaching $15 billion, needed its salespeople to develop a new, more holistic commercial sales skill set. The company chose the 16PF® Questionnaire as one of the world's best validated tools, and also to map outputs directly to key competencies for the role. The resulting tailored report (The 16PF Competency Report) gave Amgen a detailed insight into 'fit' between the candidate and job success, as well as generated interview questions targeting the gaps between the applicants' profile and the role.

 Read more >> [pdf]

Predicting Success in the Automotive Industry with the 16PF® Questionnaire

Background and Business Challenges: A German blue chip automotive manufacturer put a 16PF® competency framework in place for recruitment across its widespread dealership network. After identifying ten core competencies that were deemed the most relevant, nine different variations of the 16PF Competency Report were developed in close consultation with the client allowing the client to customize outputs specific to each job that measured candidates precisely for their fit, in order to fairly assess their potential for success.

Read more > > [pdf]

FSI Law

Background and Business Challenges: Finers Stephens Innocent LLP (FSI) is a high-profile corporate law firm that specializes in a wide variety of areas, including intellectual property and media, real estate, and employment law. As a comparatively small firm in terms of size, FSI prides itself on a dynamic and forward-thinking outlook. To maintain this, the firm needs energetic, interpersonally skilled individuals to take positions of influence in the firm and to help shape its future.

 Read more >> [pdf]

Leading Global Hotel Chain

Problem: A global hotel chain needed to build marketplace advantage through service excellence, talent development, and retention.

Solution: IPAT developed tailored reports to assess property and sales management professionals on key performance metrics. These reports were then used to conduct individualized feedback and coaching to the organization's professionals. IPAT also provided management with benchmarking of top performers and strategic research on both organizational strengths and opportunities for development to help ensure the brand's continued success.

Result: The client continues to incorporate IPAT's tailored reports and training to all new franchise owners, general managers, and sales managers.

International Cruise Line

Problem: In just 120 days, a major cruise line needed to evaluate over 2,500 job candidates in order to crew a new ship while also addressing serious attrition rates on ships already in service.

Solution: We implemented a five-position IPAT Talent Management Guide program. Client recruiters were able to quickly access and utilize the assessment results which provided every candidate's person-job fit score for each of the five positions needed on the crew.

Result: The client reports that the new ship sailed on schedule with a full crew. In addition, they have experienced a favorable upswing in the quality of new hires and a reduction in turnover.

Luxury Metropolitan Hotel

Problem: The challenge was to ensure that all executives and senior managers continually exhibited and instilled brand and service excellence in the hotel's employees, which was part of the hotel's mission and strategy to remain a worldwide hospitality leader.

Solution: IPAT provided a battery of assessment and report solutions configured specifically for the hotel, supplemented by executive-level coaching to top management and training of a learning team who would then coach other senior managers, supervisors, and leaders.

Result: On an ongoing basis, individuals throughout the hotel are coached in key areas and behaviors aligned with learning and development efforts seen as critical to hotel performance and success.

Global Software and Hardware Developer

Problem: This organization wanted a leadership development program for Senior Vice Presidents that would frame the SVP's individual personality traits within the context of the organization's leadership culture. With 300 SVPs to be trained annually, the HR department needed a self-guided process to minimize its administrative time, but also wanted to ensure top-quality coaching support for the SVPs.

Solution: Participants were introduced to the results of the online assessment in a group feedback session facilitated by HR coaches. SVPs received individual reports designed to enable a self-guided development process supported by additional coaching, as needed.

Result: The program was successful and a number of SVPs requested a similar 16PF® development program for their direct reports.