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HR Made Simple
A Human Resource Professional Magazine that connects people and organizations with the right resources.
Features Articles This Month Include:
- The Science of Motivation and How to Implement It Into Your Business
- HR Practices: Smart Ways to Bridge the Gaps
- March 2013 Recognition Guide for HR Professionals
360 Degree Leadership Survey
Personal Values Quiz
Packed with Resources & Downloads to Boost Your HR!
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A behavioral interview requires job seekers to relate stories and personal experiences about how they’ve handled challenges in the past. Past behavior is a better predictor of future behavior. It is said to be 55% predictive of future behavior.
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.
Since 1955, tens of thousands of business executives, dedicated to developing energetic, motivated, and productive organizations,
have benefited from utilizing the Predictive Index (PI).
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
Self: Doing 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.
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)
Points to the absolute center of the pattern. There is always an equal amount of Sigmas on each side of the Balanced Norm.
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.
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.
LPHR connects you with resources, tools and info that support progressive growth – for your business and your life. Remember to visit our website at www.lphr.co, find us on Facebook at http://www.facebook.com/LPHRs and follow us on Twitter @lphrgroup.
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