Productivity Potential Assessment Chart

Introduction

There is a very real need for a data gathering mechanism that can reduce the negative impact of poor selection and help with staff appraisal. A product such as this not only saves time, money and frustration for the employer, but also enables the selection of the best person available for a specific career, assignment or promotion. It assists interviewer by reducing interview time, prompting to ask pertinent questions and to identify and clarify problem areas.

The Productivity Potential Assessment Chart is a unique utility to improve your management skills. It can be extremely useful to probe the potential problem areas of current staff and also for targeting specific training needs.

We know the product will become a very important and valuable part of your management team.

What is this product?

This product has been uniquely developed to enable employers to deal with their most important asset, their staff. It assists them in identifying a person's productivity potential:

• as a person
• for a specific assignment
• for any adjustments in responsibility or promotion
• to identify staff problems in the company
• to establish a profile for any particular job specifications

Users of the product have proven the system in many areas but in particular:

• its ability to consistently evaluate a person's productivity potential and personality
• to evaluate the person's productivity potential for a specific assignment
• its accuracy

Unlike most similar systems concentrating on personality styling, concepts, social projects and historic perceptions in order to identify behaviour, this product focuses on the complex perceptions regarding self-image, thus accurately identifying a person's future productivity potential.

To the best of our knowledge, this product is the only system available that can isolate a person's response patterns to any given incident in their lives.

A unique feature of the survey is to allow the interviewer to double-check the quality of the reports.

Who should use it?

We have found that the higher the qualifications and competency of the interviewer, the more in-depth insight can be gathered from our reports and graphs. But, in the unique design of the system, even people with relatively little experience in management or human resources could increase their competency with immediate effect.

Is it a personality/psychological test?

No, this system is not a psychological test but a tried and tested data gathering system designed to establish a person's productivity potential by doing in-depth calculations of a person's six main productivity parameters:

These six main productivity parameters can be regarded as the six "managers" of the subconscious mind. The managers compete on a continuous basis. The manager with the most data available on emotions, behaviour and responses will have the biggest influence on a person's character, behaviour and productivity potential.

What is different to a personality test?

Most other systems derive their conclusions from concepts developed to establish a person's "personality style", for example amiable, analytical, extrovert, etc. These predictions made on personality style assumptions are too vague and limited. The constraints in working with a personality styling concept can be too general and non-revealing. The interaction of other personality traits can get lost and you end up with a vague facade or social coping style. The reports normally include statements such as enthusiastic, analytical, suspicious, but never indicate the real impact of such indicators, and as such are of little use to the interviewer. Initially the reports may be impressive, but careful scrutiny invariably shows these reports to be vague and non- committal. Every one of our reports are unique and over 1000 behaviour patterns can be displayed graphically, in isolation, to verify the impact such responses will have on the person's productivity potential.

How do I use it?

The product runs in two stages:-

1. The applicant completes a questionnaire, which generates a 'key code'
2. The interviewer uses that 'key code' to generate the graph and reports.

The tasks are separated to prevent an applicant from seeing the detailed analysis screen. This process is completely anonymous no personal information is requested or required. For your own reference, a comment must be entered before the questionnaire is presented to allow you to verify a match between the data captured and the results shown. For complete anonymity this can be an internal reference code or phrase and should not be a full name or email address.

The applicant then responds to the 60 questions, presented as single words to which a 'weight' is applied. The range of values allowed is from 1 to 9, coded as:

These 60 questions are a repetition of information presented to the applicant from different angles contributing to the accuracy of the ultimate productivity profile.

Once the questions are answered, they are stored on our system ready for analysis. You are then provided with a reference key that will permit the analysis of the results. There is no direct link to you, the applicant or your company - so the information remains completely anonymous on our server.

When the 'key code' is used to enter the second stage of the system, the software will generate a graph and a summary explanation commenting on the 23 most important productivity activities.

What do you mean 'free' product?

Unlike many other so-called 'free' products, this one is truly free of cost. You can use it as often as you like, whenever you like. I do ask, however, that you honour the copyright on each page and screen. The contents may not be replicated in any form without express permission.

What more can I get?

Make no mistake, the product is complete as it stands. The graphical display and the descriptive summary represent all 23 of the most important productivity activities. However, unless you're sufficiently proficient in analysing these results, that's what they'll remain - a summary. If you register you'll be entitled to see the following additional information for a fee per analysis:

• the generation of a six to twenty-four page report providing a detailed description of every section in the summary.
• a list of additional questions the interviewer should ask the applicant whenever there has been a contradiction, overestimation, or suppression of information.
• a comprehensive list of interviewer notes analysing the results and providing a summarised additional insight.
• a customised list showing all previously recorded data, allowing historic and comparative assimilation.

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