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OPQ AND THE SELECTION OF TRAINEE REFINERY OPERATORS

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OPQ AND THE SELECTION OF TRAINEE REFINERY OPERATORS QNI (BHP Billiton) THE QNI PROBLEM Yabulu Expansion Project (YEP) Aim: to increase nickel production at QNI s ... – PowerPoint PPT presentation

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Title: OPQ AND THE SELECTION OF TRAINEE REFINERY OPERATORS


1
  • OPQ AND THE SELECTION OF TRAINEE REFINERY
    OPERATORS
  • QNI (BHP Billiton)

2
THE QNI PROBLEM
  • Yabulu Expansion Project (YEP)
  • Aim to increase nickel production at QNIs
    Yabulu refinery from around 31,200 tonnes per
    year to 76, 000 tonnes per year
  • 40-50 entry level trainee operator roles
  • Requirement Strong cultural fit, potential for
    development and long term commitment to business

3
THE INITIAL SITUATION
  • Existing relationship with another firm of
    consulting psychologists
  • Used NEO personality questionnaire
  • Issue too clinical and not integrated into
    overall selection data
  • Used in conjunction with basic cognitive ability
    tests without assessment centres, added little
    value

4
THE PSYLUTIONS ALTERNATIVE
  • We proposed a holistic methodology integrating
    cognitive ability tests, OPQ and behavioural data
    (assessment centres)
  • Emphasised the importance of job relevance and
    data integration
  • Ran the process 4 times across 2 years, 4 week
    end-to-end projects
  • Candidate numbers e.g. Jan 06, 508 applications
    shortlisted to 20 roles

5
STAGE ONE
  • MatchMe! our own ATS (application tracking
    system) online data collection including biodata,
    education, work experience, motivation and
    competency based behavioural questions
  • Shortlisted based on biodata, education, work
    experience and motivation
  • Our team of assessors then evaluated the
    behavioural responses of those who were
    shortlisted

6
STAGE TWO
  • Shortlisted candidates invited to complete online
    cognitive ability tests (verbal, numerical and
    abstract reasoning)
  • Presented spreadsheet of rank ordered results to
    QNI for review

7
STAGE THREE
  • Shortlisted candidates invited to complete OPQ
    online
  • Invited to attend assessment centres in
    Townsville

8
STAGE FOUR
  • Assessor training balance of theory and
    practical skill development
  • Assessment Centre behavioural interview, team
    activity and individual problem solving challenge
  • Designed interactions based on close consultation
    with QNI HR and Line
  • Integration sessions included candidate scores
    from cognitive ability tests, OPQ scales and
    assessment centre performance

9
CHALLENGES
  • Implementing change from a strong emphasis on
    informal interviews and family connections to a
    more rigourous approach cultural shift
  • Education process with line managers (assessors)
    selling the benefit of psychometric and
    behavioural data to a group of seasoned refinery
    workers
  • Very strong views about the type of people who
    could do the job, i.e. gender, cultural
    background

10
CHALLENGES
  • Mapping OPQ scales to non-behavioural criteria,
    BHP Billiton Values such as respect for others-
    drawing long bows with Trusting, Caring
  • Ultimately they embraced the OPQ and initiated
    discussions about individual profiles, OPQ
    terminology became part of their language

11
LEARNINGS
  • Methodology honed it each time to improve
    predictive validity e.g. earlier approaches
    included safety assessment tool which often
    contradicted OPQ so eliminated this in later
    iterations
  • Profiling developed benchmarks for the more
    highly predictive scales e.g. detail conscious,
    conscientious and rule following
  • Adapted our interpersonal style to connect with
    QNI staff, e.g. mate
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