Hiring The Best

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If staffing is one of your leadership responsibilities, you undoubtedly know that hiring “the right people”  can be tough and tedious work. But it’s also important work – arguably the most important function you will ever perform.

With few exceptions, the more effort you put into the hiring process, the less you need to devote to managing the performance of the people you bring on.

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Predictive Index (PI)

Since 1955, tens of thousands of business executives, dedicated to developing energetic, motivated, and productive organizations,
have benefited from utilizing the Predictive Index (PI).

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What is PI?

The Predictive Index is a practical, proven tool for identifying the unique talents and motivations that bring people to your business. These tools will help assure that you bring only the most qualified people into your organization, and that those people will be developed and managed to make them as effective and productive as possible.

The Predictive Index (PI) is a comprehensive program which provides tools, training and consulting support to improve the effectiveness of managers in developing and focusing the energy of their people to meet the needs of the business.

The PI is about people, and how they impact your business, your customers, each other, and you. What motivates them, and how you, as leaders, can improve bottom line results by better focusing and developing the vast potential of your most powerful asset – your people.

In using the Predictive Index to assess the potential of any individual, it is necessary to take into consideration other important information derived from the interview, personal history, experience and observation.

The PI specifically measures Motivating Needs, Behaviors, Drives, Aptitudes and Styles. Other factors to consider include: Experience, Skills, Attitudes and Values, Interests, Literacy and Language, Physical and Health, Intelligence, Education and Training and Knowledge.

Elements of PI

PATTERN
SelfDoing what comes naturally.
Self-Concept: How an individual perceives the environment requires him/her to behave or change.
Synthesis: How an individual behaves in his/her current job.  A combination of Self and Self-Concept.

FACTORS
What are we measuring? 

People are motivated by certain fundamental needs or drives which lead to certain behaviors.  In PI, we call these motivating needs “Factors”.

Every individual has all four Factors, expressed in varying degrees.  No individual Factor is more important than another.  They are all equal.  We make no judgment about a Factor as being either good or bad.

Four Primary Factors
measuring motivating needs and behaviors
A – Dominance (measures the drive to exert one’s influence on people and events)
B – Extroversion (measures the drive for social interaction with other people)
C – Patience (measures the intensity of a person’s tension and pace)
D – Formality  (measures the drive to conform to formal rules and structure)

BALANCED NORM
Points to the absolute center of the pattern.  There is always an equal amount of Sigmas on each side of the Balanced Norm.

FACTOR M
Occurs in three patterns.  Used to created the Norm.  In the Synthesis pattern, the M Factor measures the individual’s level of response to the PI Survey.

FACTOR E
Only occurs in the Synthesis pattern.  Measures judgment, subjective or objective.  

Build the Foundation

In business challenges and connections, use PI as a decision making tool to:

DEFINE JOBS that reflect the actual demands of the job
ATTRACT CANDIDATES who are motivated to do the work
SELECT/HIRE the right people
PLAN STRATEGY that achieves your business objectives
BUILD TEAMS that are focused and motivated
COMMUNICATE successfully with diverse individuals and groups
COACH/MENTOR to positively impact performance
DEAL WITH CONFLICT more productively
PROMOTE the right people
PLAN SUCCESSION that works

Use PI to develop your managers and leaders.
Use PI to build your organization.

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Learn more about Hiring by visiting LPHR on your desktop, tablet or smartphone.  For HR Business Professionals interested in Leadership Communications, LPHR Magazine presents you with simple concepts and practical applications to help you develop personally and professionally Find the latest issue, complimentary, on LPHR’s Scribd.

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HR’s Top 10 Essential Functions

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Attitude

 I believe
the single most significant decision

I can make on a day to day basis is
“my choice of attitude”…

It is more important than my past,
my education,
my bankroll,
my successes or failures,
fame or pain,
what other people think about me,
or say about me,
my circumstances or my position.
Attitude is that “single string
that keeps me going or cripples my progress.
It alone fuels my fire or assaults my hope.
When my attitudes are right there’s no barrier too high,
no valley too deep,
no dream too extreme,
no challenge too great for me.

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Continue reading Attitude

What Do You Value?

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The Nature of Human Values

Listed below are two sets of statements.  The first list presents 10 terminal values.  These are desirable end-states of existence.  Think of them as goals that you might like to achieve during your lifetime.  The second list presents 10 instrumental values.  These are preferable modes of behavior, or means of achieving terminal values.

For each list, rank the statements according to how important each is to you personally.  Score a “1” next the value that is most important, a “2” next to the second most important, and so forth.  Treat each list separately.

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