MainCourse helps managers:
Spot truly great candidates vs. being fooled by people who are just “good interviewers”
Slash new hires’ time-to-productivity and head off frustrations that can lead to early quits
Boost employee focus, accountability, and performance by setting specific goals and evaluating results
Grow employees’ capabilities with tailored development plans that build mission critical skills
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Hire Great Employees
MainCourse makes it easy to create interview questions that focus on make-or-break skills for the job. This well researched, behavioral interviewing approach helps managers make new hire and internal promotion and transfer decisions and is key to top grading your organization. Divide the interview guide among interviewers to minimize preparation time, coordinate questions to be asked, collect better data, and make more confident hiring decisions.
Ramp-up New Hires
“Sink or swim” is not a wise approach for orienting people who are new to a job. MainCourse helps managers build on boarding plans that focus new hires – and internal promotions and transfers – on important to-do’s, things to learn and where to learn them in their early days on the job. Ramp up plans make people feel welcome, make the most of their high motivation, help them assimilate faster, and let them hit the ground running.
Set Goals
Measurable objectives focus employees on priority tasks and deliverables, help them make daily decisions on how to use time and resources, and are the basis for managing performance. When managers and employees work together on goal setting, performance expectations are clear, accountability is improved, and surprises at appraisal time are prevented. Finally, development planning helps employees build skills to perform better, pursue career paths, and improve your organization’s bench strength.
Evaluate Performance
Once goals are written, they need to be used for performance management, not stuffed away in a file until performance appraisal time. MainCourse helps managers keep a record of employees’ results and compare them to goals throughout the year. This provides an objective basis for acknowledging good performance and giving improvement coaching during the year and makes year end performance evaluation easier.
What makes MainCourse different?
Instead of… | MainCourse… |
Including lots of "bells and whistles" and features that are nice-to-have but unnecessary or impractical | Provides the main tools managers need to build high performing teams |
Using a lot of buzzwords and human resources jargon | Is written in straightforward language that busy managers can quickly understand |
Requiring extensive training before managers feel comfortable using the tools | Is easy to use with step-by-step instructions, check boxes, pull downs, and plenty of Help Tips |
Charging high start up and licensing fees | Lets you start your subscription immediately with no upfront costs |
Locking you into a long term contract | Allows you to purchase monthly – or yearly at a reduced rate |
Requiring your organization to pay consultants for administrative setup | Can be set up quickly by someone in your organization |
