Seema Rafay MBA is the President and founding Principal of Spectrum Performance Management, a global talent management firm, providing expertise in hiring and selection for performance, retention strategies and workforces planning, with a focus to develop world class leaders, increase the retention of top performers, and reduce turnover costs. She assists employers in streamlining the hiring process, with a strategic, comprehensive retention plan, utilizing some of the top state of the art psychometric, team building and 360° Feedback tools in the industry, as well as consulting and talent development for succession planning and leadership development.
Seema has over 20 years of professional experience in business management, workforce development, coaching, training, and leading top-performing teams in Canada, US and abroad. She has a Bachelor of Science degree (Summa Cum Laude) in Business Administration, and an MBA (with Distinction) in Human Resources and International Business, from Keller Graduate School of Management. She serves on the boards of the Central Florida Employment Council, and is member of various HR and management associations including SHRM, Central FL Chapter of ASTD and the Orlando Organizational Development Network.
She is a regular presenter and keynote speaker at major conferences across North America and has published articles on talent management, leadership development, performance measurement and workforce retention issues. Seema is an advocate of self-management techniques, inspirational leadership and motivating mentorship.
Workforce assessments (psychometrics) are widely used today by employers of all sizes. Most talent management functions include the use of assessments for pre-hire screening and selection as well as post-hire training, development and team-building.
This session discusses how to get a new leader off to a successful start. We outline key leadership traits; cover distinctions between management and leadership styles, and how to develop leaders to maximize their full potential before and after leadership selection.
High employee turnover and poor performing employees are a well-documented cost to employers. Without a doubt, every employer seeks candidates who will prove to be top performers, and who will not only be productive but will also stay.
Conducting a 360° Feedback evaluation can be one of the most effective ways to ensure employees get comprehensive and equitable feedback that supports improved performance and ongoing leadership development. The main objectives of a 360° feedback are: