Sandra Hartog & Associates

>> Recent Clients

Sandra Hartog & Associates works with a wide range of clients and corporate styles which include financial services, professional services, retail, manufacturing, not for profit, and collegiate institutions among others.

Autodesk
Bank of America
Booz•Allen & Hamilton, Inc
Brown Brothers Harriman
The Children's Home Society of New Jersey
Interpublic Group
Invesmart
J. Crew
Kellogg
Merrill Lynch
Pitney Bowes
Starwood Hotels & Resorts
SUNY at Stony Brook
The Hartford
Thomson Corporation
UBS
WestLB AG

>> Recent Engagements

Highlights of recent projects specifically involving strategic positioning of talent identification, assessment, development and/or measurement indices of effectiveness:

	>>	To improve selection and retention while reducing administrative costs a valid and engaging web-based assessment process was developed. This high technology, high touch process reflects the competencies, culture, values, internal and external environment, and business issues facing the client group. The simulated personalized virtual office environment includes integrated exercises such as an in-basket presented on a computer desktop, simulated business tools (e.g., planners, contact logs), incoming and outgoing phone access, and role play simulations. The web-based functionality facilitates all assessment processes (e.g., set-up screens, candidate notification and prework, candidate assessment, assessor live action results, exercise evaluations). After the assessment, hiring managers are provided with comprehensive behavioral feedback to direct selection decisions.

	>>	To provide support with identifying talent that has the greatest likelihood of achieving superior performance and would benefit from accelerated development, a valid, legally defensible, engaging assessment process was developed. The assessment, an integrated simulation, parallels “a day in the life” of a busy Manager. There are no “right or wrong” answers - participants' actions are evaluated based upon the success of their outcomes (e.g., effectiveness of the decision, quality of the solution, overall operating style). The enriching assessment experience provides participants with behavioral, actionable and developmental feedback.

	>>	To provide support and expertise in identifying, calibrating and cultivating the talent of high potential people, we developed an identification and nomination process as well as two assessment centers for evaluation of individuals to fill critical roles in the field organization. The succession planning data is analyzed and presented at quarterly and annual talent review meetings and used for refinement of the field-wide development training programs. An additional outcome of this program is the direct training and education of senior level field management on the integration of competencies as a lens with which to evaluate and provide feedback for management currently in place.

	>>	In response to the changing demographics of their client base, the EVP of Business Development of a global financial services firm engaged us to identify the specific skills required to service the highly specialized needs of this new market segment. The outcomes of this investigation were presented to the senior strategy team and encompassed a strategic review of the cultural and structural implications of developing a new type of sales consultant.

	>>	In response to a business need to screen large numbers of job applicants yet highlight nontraditional candidates we developed, validated and implemented a paper and pencil and computer administered selection test for financial consultants. The test consistently demonstrates a strong relationship with broker success (e.g., assets, production and turnover), shows no adverse impact and is a powerful tool for hiring traditional, diverse and non-traditional candidates.

	>>	In response to a succession review process that identified talent shortages among senior leaders, we designed, implemented and evaluated a 360 ° feedback, development and coaching program for high potential employees in two retail business units of a global financial services firm. At the conclusion of the four-month program, we identified aggregate key themes and conducted business unit manpower needs analysis against the original succession data. This information was presented to each business unit SVP with discussion of wins and next steps.

	>>	To support a newly instituted Executive Leadership Committee charged with developing a talent pipeline, we designed and conducted a high potential leadership assessment program for a global communications company. The assessment results are used for feedback and development planning with each participant. This information, along with career accomplishment data, is translated into flash summary reports for the Executive Leadership Committee's use. Aggregate data is tracked to measure the predictability of ratings for assessing the readiness of senior level talent to assume new positions.

	>>	At the request of the Board of Directors of a not-for-profit children's welfare agency, we were asked to investigate opportunities to increase recruitment and retention. We conducted an investigation that consisted of meetings with senior leaders and board members, management team interviews, analysis of archival personnel records, interviews with former employees, and a study of the best compensation and incentive practices of similar agencies. Results were reported to the Board of Directors and interventions were suggested based on culture/climate considerations and compensation practices.

	>>	As the first step in building the architectural foundation to support HR strategy and systems for a global sales organization, we designed and implemented role specific competency models for their field positions. Fourteen field models and a core competency model were created as the framework for building tools to select and assess, develop, and train employees. The models are used to support global learning management systems as well as performance management, succession planning, selection and training.

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