Predictive Index System: Difference between revisions
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==Results of Predictive index usage== | ==Results of Predictive index usage== | ||
The PI results provide a clear picture of the candidate's strengths and weaknesses, and can be used to match the candidate to an appropriate role within an organization. The test measures four key areas of personality and behavior: | The PI results provide a clear picture of the candidate's strengths and weaknesses, and can be used to match the candidate to an appropriate role within an [[organization]]. The test measures four key areas of personality and [[behavior]]: | ||
* Dominance: reflects the degree to which an individual is assertive, decisive, and comfortable with power. | * Dominance: reflects the degree to which an individual is assertive, decisive, and comfortable with power. | ||
* Extraversion: reflects the degree to which an individual is outgoing, sociable, and comfortable with people. | * Extraversion: reflects the degree to which an individual is outgoing, sociable, and comfortable with people. | ||
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The PI test also provides information on the candidate's motivation, which can be used by the employer to tailor management and development strategies. | The PI test also provides information on the candidate's motivation, which can be used by the employer to tailor management and development strategies. | ||
The Predictive Index system is widely used by organizations to identify and select the right person for a specific role, develop employees and teams, as well as to improve communication and collaboration within the organization. It is considered as a reliable and valid management tool, however, it's important to keep in mind that the results should be considered as one aspect of the evaluation process and should be combined with other assessment methods, such as interviews, references, and work samples. | The Predictive Index [[system]] is widely used by organizations to identify and select the right person for a specific role, develop employees and teams, as well as to improve [[communication]] and collaboration within the organization. It is considered as a reliable and valid management tool, however, it's important to keep in mind that the results should be considered as one aspect of the [[evaluation]] [[process]] and should be combined with other assessment methods, such as interviews, references, and work samples. | ||
==References== | ==References== | ||
Revision as of 23:08, 20 January 2023
| Predictive Index System |
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| See also |
Predictive Index - method introduced to management by Arnold S. Daniels in 1955. During World War II he was a navigator and his crew was one of the few which not suffered losses during the fighting. This situation has interested scientists, and they decided to study how they managed together to survive. They used Predictive Index method to separate the personality of the crew members. It is a test that shows the strengths and weaknesses of the candidate and gives a clear picture of his personality and natural ability.
Arnold S. Daniels found this method very suitable for management and spread word about it. Currently, the results of this test allows to adjust persons to appropriate work position. This test consist of a list 172 of adjectives called "Organizational Survey". The filling takes about 5 minutes, and proved that it does not require high skills. This method also shows the motivation of tested people, and this information employer may use in the future.
Results of Predictive index usage
The PI results provide a clear picture of the candidate's strengths and weaknesses, and can be used to match the candidate to an appropriate role within an organization. The test measures four key areas of personality and behavior:
- Dominance: reflects the degree to which an individual is assertive, decisive, and comfortable with power.
- Extraversion: reflects the degree to which an individual is outgoing, sociable, and comfortable with people.
- Patience: reflects the degree to which an individual is patient, persistent, and able to work well under pressure.
- Formality: reflects the degree to which an individual is orderly, rule-bound, and conformist.
The PI test also provides information on the candidate's motivation, which can be used by the employer to tailor management and development strategies.
The Predictive Index system is widely used by organizations to identify and select the right person for a specific role, develop employees and teams, as well as to improve communication and collaboration within the organization. It is considered as a reliable and valid management tool, however, it's important to keep in mind that the results should be considered as one aspect of the evaluation process and should be combined with other assessment methods, such as interviews, references, and work samples.
References
- Daniels, A. (2004). The Predictive Index System. Handbuch wirtschaftspsychologischer Testverfahren. Band I: Personalpsychologische Instrumente.
