Surveys and Assessments

Have you ever hired someone who did not meet your expectations? Have you ever hired someone who exceeded your expectations? Chances are high that you have done both!

Why Use Employee Assessments

Research has demonstrated that the level of job satisfaction an employee experiences is directly related to the quality of the job fit. It has also been proven that unexpected turnover is very often a function of job dissatisfaction. The MuRF Systems Employee Assessments are designed to maximize the capability of a company to accurately fit an individual to a job. [ More Information ]

Assessments

• Pro Screen Survey [ More Information ]
• Serves as a pre-selection tool primarily for non-management positions.
• Measures reliability, work ethic, integrity, and team skills.
• Provides behavioral interview suggestions as well as coaching tips for future success with each potential employee.
• Sample Report
• Healthy Workforce [ More Information ]
• Based on over a decade of research on nursing and healthcare retention.
• Predicts retention with nursing from the C.N.A. Level all the way up to D.O.N. or C.N.O.
• Provides both coaching and training tips as well as verbal interview.
• Management Profiler [ More Information ]
• Serves as both a pre-selection tool and a developmental tool.
• Measures practical, critical management skills such as Time Management, Communication, Leadership Competencies, and Empathy.
• Based on researched of what successful leaders possess in the top U.S. Companies.
• S.M.A.R.T.S ? Survey (Sales Marketing and Representative Trait) [ More Information ]
• Based on research of personal characteristics of top performing sales representatives in multiple industries.
• Identifies characteristics important to success in both marketing and sales.
• Gives developmental suggestions for improving the skill level of individuals in sales roles.
• Dealer S.M.A.R.T.S ? Survey (Sales Marketing and Representative Trait) [ More Information ]
• Based on research of personal characteristics of sales associates in the automobile industry.
• Categorizes potential sales representatives into one of three categories of success.
• Gives developmental suggestions for improving the skill level of individuals in sales roles.
• Management Assessment of Style Survey [ More Information ]
• Based on research of management styles and preferences.
• Identifies the style of management that an individual exhibits as well as they style of management that is in place above them.
• Determines which style of management an individual is the most likely to respond positively to.
• ABC Evaluation [ More Information ]
• The Assessment of Behavioral Characteristics identifies a person's primary behavioral tendencies when working with others.
• Identifies the way in which a person will respond to stress, conflict, leadership, and followership.
• Creates best practices for managers in how a manager can get the most out of that employee.

Surveys

• Climate Survey [ More Information ]
• Identifies the attitudes and values of the workforce.
• Discovers areas of need for targeted training.
• Develops specific action steps to improve in each of 9 critical areas.
• M.A.C.S. ? Management Attitude and Culture Survey [ More Information ]
• Identifies the overall leadership style of an organization - including areas in need of development.
• Determines which category of leadership your team operates in primarily - based on the Blake-Mouton Grid Theory of Leadership.
• Gives recommendations as to how to most effectively lead your management team.

Evaluations

• Murf 360 [ More Information ]
• Identifies managers that have created loyalty and trust with their employees.
• Uncovers gaps in perception between employees, peers, self, and boss.
• Creates targeted action steps for development in critical areas, as well as providing a proven action-planning system for future success.
• Performance Appraisal System [ More Information ]
• Gives employees the ability to participate in their own evaluations.
• Focuses employees on their own development.
• Gives specific action steps to be used in coaching by managers.
• Exit Interview [ More Information ]
• Gives former employees a chance to offer help in retaining future employees.
• Identifies areas within the company that are causing negative turnover.
• Provides an opportunity for non-threatening contribution of valuable information based on real experience from former employees.

Succession Planning and Leadership Development

• Leader Talent 360 [ More Information ]
• Identifies competency looking at 27 leadership core qualities within five primary categories.
• Creates an awareness of what is important to the person being evaluated versus their supervisor and opens the lines of communication for development.
• Is used to create a path for high potential employees to develop into the highest leadership potential.
• Organizational Leader Talent 360 [ More Information ]
• Takes the information from the Leader Talent 360 and creates an organizational roadmap.
• Identifies training needs and strengths for the organization.
• Lays out what is important in reality, not theory, based on the input of the participants.