It’s an all-too-familiar story: Company X hires a talented leader with a proven track record as its new top executive, and then months later, ushers him out, hemorrhaging top-performing employees in the process. The problem: conflicting values.
Values are important motivators that have ramifications at every organizational level, ranging from turnover and team dynamics to the cultural implications of mergers and acquisitions. Yet assessment of individual needs and values is often overlooked in employee selection and development processes.
Join Kevin Meyer, Ph.D., of Hogan Assessment Systems as he highlights research and real-world examples of values in action. To help bring these examples to life, Narelle Gill of QantasLink Airlines will discuss the role of values in their selection processes and the impact of values on organizational performance.
Manager of Cabin Crew QantasLink
Narelle Gill is manager, cabin crew, at QantasLink, and after many years in the airline industry has acquired a broad portfolio of experience in human resources, industrial relations, staff selection and development and general management skills, within a highly regulated environment. After a number years with Ansett Australia, Gill joined the Qantas Group in 2001, as manager, cabin services, Impulse Airlines, and worked with the management team that transitioned Impulse Airlines to the low-cost carrier Jetstar Airways. Gill moved to QantasLink, the regional airline of Qantas Airways, in late 2004. Gill managed all aspects of the consolidation in relation to cabin crew operations and administration, including regulatory compliance across both airlines which are recognized under the QantasLink brand.
Consultant in the International Consulting Practice Hogan Assessment Systems
Kevin Meyer is a consultant in the International Consulting Practice at Hogan Assessment Systems. His primary responsibility is consulting with international partners and domestic clients to establish and support selection and development interventions. Prior to becoming a consultant, Dr. Meyer gained extensive experience managing Hogan’s international research practice. In this role, he engineered the development, validation and application of assessments around the world and championed the creation of new, standardized processes for assessment adaptation, equivalence analyses and local norm development. Further, Dr. Meyer facilitates product maintenance and development and investigates research questions toward the goals of process improvement and publication. His research has been published in peer-reviewed journals and books, and he is a regular contributor to several industry-specific professional conferences. Dr. Meyer earned his Ph.D. in industrial/organizational psychology at the University of Tulsa and his M.A. in industrial/organizational psychology at Minnesota State University.