Predictive Index® Applications

The Predictive Index® (PI®) is a scientifically validated management tool that offers fresh understanding of the individual needs and drives of your people – and gives you the insight to enable them to be great employees. As a practical, reliable indicator of workplace behavior, it helps you make sound, people-smart decisions with the best results for the company, and for the talent on your team.

Use PI to improve your Organization's effectiveness and productivity.

Applications for the PI and PRO include:

• Leadership Development

  Leadership Development

  Companies that use the PI® to its full advantage actively encourage future leaders to take charge of their own success. PI gives you information about the drives and behavioral attributes of your managers in the following leadership qualities:

  • Decision making
  • Risk taking
  • Communication style
  • Pro-activity
  • Focus
  • Connection with people vs. analytical focus
  • Focus on details and quality vs. a more flexible approach

  PI enables you to determine what the appropriate attributes for leadership in the different areas of your business are. For example, the attributes required for an effective Sales Manager are very different from the attributes required to lead a scientific research team.

  Whilst knowledge, skills and experience are critical aspects of leadership roles, it is the above drives and attributes that cannot be learned.

  How do your Leadership behaviors impact your team – and the business?

• Build Strong Teams

  Build Strong Teams

  Assembling a group of people to achieve a common goal has great power. Harnessing that power requires that the team to operate effectively. Diversity of experience and work styles can bring together complementary talents, enabling skillful completion of a variety of tasks.

  The rub, however, is that these differences can cause friction and misunderstanding. The most effective form of communication for one person may be the least effective for another. One person's decision-making style may be in direct conflict with another's. These are just two of the many causes of stress and frustration which often leads to a loss of productivity and profit.

  Understanding how people work together is one of the principal applications of PI®. If we are to work productively with others, we need to understand, as best we can, our own impact and the others' points of view. PI provides objective information on a person's motivating needs and styles, helping us to bridge gaps within the team.

• Define Job Requirements

  Define Job Requirements

  Whether recruiting, coaching or looking at succession planning, it is wise to analyze the job to determine what is required for optimal performance. Different factors should be analyzed, such as:

  • Job performance (key result areas)
  • Specific job requirements (education, experience, skills)
  • Company requirements (cultural fit, values)
  • Co-workers (manager, peers)
  • Behaviors

  Our assessment tool, the PRO (Performance Requirement Options™), helps you understand the specific behaviors that lead to most effective performance in specific jobs, given the realities of your organization's products, markets, processes, and management. It describes the kinds of drives and behaviors that are necessary for effective performance, from the point of view of the person who completes it.

  With this, it is possible to gain a clearer view of similarities and differences that might exist in various individuals' views of the job. Using the PRO you can achieve higher degrees of agreement on the behavioral job requirements, and, therefore, improve selection and retention efforts.

• Attract the Best Candidate

  Attract the Best Candidate

  Most of our clients use PI® as the cornerstone of their selection process. Many have also found it helpful in fine-tuning their recruitment strategies. By using PI to better target and attract candidates, they maximize their productivity.

  The key to this lies in understanding that PI measures motivating needs in people. Put another way, it measures the kinds of stimulus to which an individual is most likely to respond positively. So, by making sure your external communications contain a greater number of those stimulating ideas, you may increase your odds of attracting candidates who more closely match your needs.

• Recruitment and Selection

  Recruitment and Selection

  One of the primary objectives of PI® is to help you build an organization of successful individuals. With successful individuals in the right roles, organizations are then positioned to achieve peak performance.

  Before any selection decision is considered, a thorough job analysis should be done in order to clearly define the responsibilities, performance expectations, values, behaviors, and skills required. PI should always be considered in conjunction with other sources of information such as interviews, resume screening, and reference checks.

  PI can provide valuable, objective insight into the behavioral aspects of job performance and allow a more thorough and disciplined approach to decisions. In addition to providing specific, objective information, use PI to provide you with a source of insightful, probing questions about the candidate's capabilities, as well as how they might handle a specific job situation.

• Employee Retention

  Employee Retention

  Retaining talented, motivated people is vital to the success of any company. Often, the primary distinguishing characteristic of an industry leader is the quality and motivation of people across the organization. In addition, the cost of turnover is enormous, not only in terms of out-of-pocket expenses related to severance, recruitment and selection, but also in lost opportunity and productivity.

  PI® can help to improve employee retention by improving the fit between individuals and jobs at the point of selection, by providing more rewarding work experiences, and by developing managers to lead and motivate people more effectively.

  • Keep valuable company employees
  • Improve employee job fit when recruiting
  • Provide rewarding work experiences, and foster employee development
  • Develop a 'road map' for the behaviors and drives necessary for top quality performance
  • Enables better-informed selection, training, coaching and performance management

  
  

  Motivation and Employee Retention

  Every contact between employee and management has the power to motivate or de-motivate. Now with the help of our proprietary Predictive Index®, you can get an in-depth understanding of each individual's motivational factors. Managers will get accurate, reliable information they need about drives, behaviors, and operating styles, as well as the tools needed to achieve positive, productive changes in workplace behavior. The result is a measurable increase in employee morale and retention.

  Employee Development

  When people are naturally suited for the demands of their jobs, they are happier and stay longer. Before you can successfully match a person to a job, you have to know what the job requires. That is why the PRO (Performance Requirement Options™) worksheet was developed. The PRO gives you a "road map" for the behaviors and drives necessary for top quality performance in each position.

  The PRO and the Predictive Index work together. The PRO helps you recognize the specific behaviors that lead to effective performance in a particular job. Then, comparing individuals' PI®'s with job needs, highlights the fits and gaps, enabling better-informed selection, training, coaching, and performance management. Good job fit contributes to increased employee loyalty and retention.

• Talent Management & Succession Planning

  Talent Management & Succession Planning

  PI® can help you plan the future of your organization by allowing you to take an objective look at the drives, capacities and motivations of the leaders who will shape and execute your business plans.

  As your business moves forward and changes, what capabilities will you need? Do you have the leadership in place in all necessary areas to execute your plans? How will you plan for succession? Are you developing your future leaders? Have you identified your future leaders?

  PI can help you answer these and many other questions critical to the future of your business.

• Conflict Management

  Conflict Management

  Ask most managers where they spend most of their, so-called, "non-productive time", and most will answer, "Dealing with people issues!"

  Differences and disagreements are a natural part of working together. In a healthy organization, where there are appropriate channels and ways of expressing differences, a certain amount of disagreement - or "conflict" - is energizing and often creative.

  However, when differences lead to personal confrontation, inappropriate aggression, or intolerably high levels of tension, something must be done to mitigate the tension and redirect the behaviors of those involved. This is the job of the manager, often in partnership with an HR professional.

  PI® is a source of information that can be a very powerful tool in helping to resolve conflict. By looking at the patterns of those involved, the manager can gain an objective understanding of similarities and differences in the people that may contribute to the underlying cause of the difficulties. She or he can also use PI to help design a way to approach the situation that will be most acceptable to, and effective with, the people involved.

• Coaching and People Management

  Coaching and People Management

  For an organization to maximize its investment in its people, managers also have to become good coaches.

  PI® gives your managers accurate, reliable information about their people's motivating drives, behaviors, and operating styles, as well as the tools they need to bring about positive, productive changes in workplace behavior. Coaches need to be aware of their own drives and needs first – before coaching others.

• Behavioral Assessment

  Behavioral Assessment

  Behavioral Assessments Improve Employee Performance

  The use of behavioral assessments have increased significantly over the past several years, accounting for their use in over 89% of Fortune 500 companies. Behavioral assessments provide valuable information to managers regarding workplace behavior, communication style, leadership potential, ability to assume risk and much more.

  They add tremendous insight to team building, leadership development, succession planning, and conflict resolution. It is important that when you are looking for a behavioral assessment tool you ask the following questions to accurately assess the strength of the tool:

  • Is the behavioral assessment tool EEOC compliant (Equal Opportunity Employment Commission) -the "gold standard" of workplace assessment development and usage.
  • Does the behavioral assessment come with an accompanying job analysis tool that allows for the thorough identification of a job's requirements?
  • Is the assessment free of bias with respect to the respondent's age, gender or ethnic group?
  • Is the behavioral assessment reliable and valid?

  Predictive Index® is an established behavioral assessment tool that provides insight into the natural workplace behaviors of prospective and existing employees – resulting in improved hiring decisions, team performance, overall communication, and workforce productivity. Predictive Index meets all the recommended requirements mentioned above along with a 53 year history, availability in over 60 languages, over 225 worldwide consultants and 400 validation studies attesting to the reliability and value of the behavioral assessment tool.

  Employee behavioral assessment is one part of the PI Worldwide's Predictive Index System.