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The Hows and Whys of Workplace Assessments

The Hows and Whys of Workplace Assessments

According to the Society for Human Resource Management, the assessment industry has been growing by 10 percent for the last several years. The rise in popularity of assessments can be attributed to several factors, not the least of which is summed up in Will Brooks’ recent Association for Talent Development blog post, “Let’s be honest: people love learning about themselves.” Self-awareness as well as a greater understanding of others has the potential to have a significant impact on performance and productivity.

There is another side to the rise in popularity of assessments, though. The plethora of assessment tools to choose from can be overwhelming: behavioral assessments, personality assessments, and cognitive ability assessments. Understanding what each assessment measures and what business need you are trying to address are key to selecting the right tool. That’s where CCWA can help!

CCWA offers an array of assessments including:

  • Myers-Briggs Type Indicator (MBTI®)
  • DiSC Assessment
  • Thomas-Kilmann Conflict Mode Instrument
  • Conflict Dynamics Profile
  • StrengthsFinder
  • Emotional Intelligence (EQ)
  • Team Dimensions Profile (CARE Profile)
  • Career Readiness Certificate (CRC)*

*Did you know that many organizations in the Greater Richmond area use the CRC as part of their hiring process? The CRC measures competencies in the areas of reading for information, applied mathematics, and locating information. Call us today if you’re interested in learning more about this assessment tool!

CCWA works closely with clients, listening to your goals, and asking the questions that uncover the real business needs. When we recommend an assessment tool, we also provide an instructor or coach who has an in-depth knowledge of that tool to assist you and your team with interpreting the results and understanding how to use them to improve team performance, develop leadership talent, or enhance individual performance.

In addition to helping our clients understand how to use workplace assessments, we also advise how not to use them. Assessments should not be used as stand-alone indicators of behavior or performance. Instead, they should be used in conjunction with other performance measurements, observations, and maybe even other assessments. As one of our instructors recently said to a class of senior leaders, “Making decisions based solely on an employee’s DiSC profile is like sitting in the cockpit of a 747 and only using the altimeter to fly it.”


If you’re trying to navigate the maze of workplace assessments, choose CCWA as your co-pilot. For more information, please contact:

Joanne Even
Client Solutions Manager
Corporate Training & Consulting
Community College Workforce Alliance
Phone: 804-897-7612
Email: jeven@ccwa.vccs.edu

Higher Pay May Not Be the Best Way to Keep Your Workforce Intact and Engaged

Higher Pay May Not Be the Best Way to Keep Your Workforce Intact and Engaged

Employee retention and engagement are on the minds of more than the human resources department these days. The entire C-suite is taking notice as leaders realize the impact of high turnover on the overall financial performance of the organization. Although money is commonly believed to be a strong motivator, “most engagement research shows that learning opportunities, professional development, and career progression are among the top drivers of employee satisfaction.”

Beverly Kaye, founder of Career Systems International, agrees that investing in learning and development to help employees advance their careers can be one of the most effective tools an organization has for increasing both retention and engagement. “Without career development, employees won’t see a place for themselves in the future of the organization—and therefore, they won’t engage with the organization.”

While the importance of learning is rising, organizations’ confidence that they are doing enough in this area is dropping. CCWA works with hundreds of employers every year to:

  • Identify the learning needs that impact business processes
  • Develop solutions that fit a company’s needs and culture, and
  • Deliver training or consulting services that provide a return on investment

CCWA can support the development of technical and professional skills as well as increasingly important soft skills such as communication and emotional intelligence. To learn more about how CCWA can support your employee retention and engagement efforts through learning, contact:

Joyce Lapsley
Client Solutions Manager
Corporate Training & Consulting
Community College Workforce Alliance
Phone: 804-706-5180
Email: jlapsley@ccwa.vccs.edu

Workforce Virginia Podcast : Certifications

Workforce Virginia Podcast : Certifications

In order for businesses to thrive and for the quality of life to be enhanced for citizens, Virginia has elevated its focus on building qualified employees with credentials that match employer needs.

To hear more about credentials and certifications, we welcome you to the premier episode of Workforce Virginia, an all-new series of podcasts. Produced by CCWA, these conversations will connect human resource professionals, job seekers and working individuals to valuable training and development options that build the workforce.

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Workplace Wisdom: Organizational Recruitment Pipeline

Workplace Wisdom: Organizational Recruitment Pipeline

In today’s market, employers are looking to hire the most qualified candidates, but they are faced with an applicant pool that is often lacking in the necessary skills and experience. The OJT program provides an opportunity for job seekers to bridge the skills gap, while giving employers access to a more qualified applicant pool and funding to offset the costs of training a new employee.


Q: How can On-The-Job Training Support the Organizational Recruitment Pipeline?

A: Gone are the days of only offering internships and cooperative education to entry-level employees. “On-the-Job” training (OJT) programs can assist employers who are looking to expand and who need additional staff trained with specialized skills. Incumbent workers eager to learn new skills and up-skill for promotions can benefit from OJT opportunities.

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