Lopez and Associates, Inc., recently redesigned the entire selection
system for entry level utility workers at a major metropolitan
utility company. In the past, each operating unit within the
company had used their own selection system for entry-level
positions. This practice, albeit methodologically sound, was
Lopez and Associates, Inc., being very familiar with the corporate
culture, industry climate, and positional requirements suggested
that a universal selection system be implemented to leverage
cross functionalities between operating groups and to increase
economies of scale. One facet of this selection system included
the development of a common aptitude battery. After an applicant
completes the aptitude battery, she or he is directed to continue
the selection process in various operating areas based on his/her
unique talents, skills, and abilities.
To facilitate the construction of the aptitude battery, Lopez
and Associates, Inc. tapped into its organizational expertise
and archives, marshaled prior and current validity evidence,
and developed new items and test sections where needed. The
result was a powerful instrument that allows the company to
select entry level personnel into areas where they will have
the highest likelihood of both job success and personal fulfillment.
Our professional expertise was requested in defining the new
role for the sales force in a national insurer. The newly defined
sales role is expected to have a great impact on the company's
bottom line and growth prospects for both the short and long
term. Early on, it was decided that a Strategic Job Analysis
(SJA) would be the best method to define the new sales role.
One of our primary goals is to incorporate the company's strategic
vision into a new Competency Model for the sales force.
During the course of the project, the Lopez team has consulted
with multiple stakeholders within the corporation, including
the CEO, and also outside the corporation (clients). The purpose
of these meetings was to elicit the core competencies, traits,
behaviors, skills, and knowledge that are needed in the new
sales force. We had to get these competencies right because
this new sales force will ultimately drive the company's strategic
growth for the next 5, 10, or 20 years.
The result of our Strategic Job Analysis was the development
of a company specific Competency Model that will be used in
the training and selection of the next generation sales force.
This process is still ongoing. Lopez and Associates, Inc., is
quite excited about this project's great potential for real
organizational impact, so please visit us soon for a project