2. Personal Team
Development Enhancement
Behavioral
Awareness
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3. According to a recent study,
• Poor job fit: This is one of the most
common reasons people leave. They
are dissatisfied with their current
employment because they are not well
suited to the requirements of the job
• Technical skills are not the primary
reason why new employees fail;
• instead, poor interpersonal skills
dominate the list, flaws which many of
their managers admit were overlooked
during the interview process.
The three-year study compiled these results after studying 5,247 hiring managers from 312 public, private, business and
multicultural organizations.
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4. With Job Suitability Without Job
Match Suitability Match
High Turnover Environment
% left or fired after 6 months 24% 46%
% left or fired after 14 months 28% 57%
Low Turnover Environment
% left or fired after 6 months 5% 25%
% left or fired after 14 months 8% 34%
Published in Harvard Business Review, Vol. 58, No.9
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5. PRISM Brain Mapping is a online,
neuroscience-based instrument
specifically designed to identify the
behavioural preferences that directly
relate to personal relationships and work
performance.
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6. • PRISM looks at the structure and function of the brain, and especially at the
differences between the brain’s hemispheres.
• Fundamentally, PRISM is about our attention to the world – how we see and
respond to our environment, including the people in it.
• More accurately, it is about our perception, or representation, of our
environment. Our attention can either be broad or narrow.
• PRISM is NOT a Test; PRISM does NOT label; PRISM is ABOUT enabling
‘CRONBACH’S ALPHA’
a measure of internal consistency
.1 .2 .3 .4 .5 .6 .7 .8 .9 1.0
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7. • Original model devised by the American Medical Association
• Enhanced with research from Stanford and Canterbury Universities
• Many personality and individual assessment tests are based on bi-
polar scales (either/or) type of questions.
• In other words they identify people as either one thing or another.
• PRISM differs in how data are gathered and reveals balances and
imbalances instead of the 'typecasting' that often comes from bi-polar
methods.
• PRISM focuses, not only on the brain’s functional architecture, but
also on how the neural networks interact with brain chemicals such as
glutamate, dopamine, noradrenalin, serotonin, testosterone and
oestrogen to create behaviour
• Users can take a Brain Map again after 9 – 12 months to measure the
difference in behaviour
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8. Can be used at the time of recruitment
Can be used for the existing employees to check for potential
stress or frustration, pre-empting constructive dialogue
identifying their professional and personal development needs,
possible career paths and ideal roles
Online inventory input – means easy retrieval, storage and
upgrade
Offers scalability of output, Managers can choose how much
information to give out to respondents
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10. Zuari Industries
“It is said that no one knows you better than
yourself. However now there is a serious
challenger to this notion:-PRISM Profile. PRISM
profile tool has been exceptionally accurate
in assessing my profile. I would put the
accuracy at 99.5%.
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11. Benefits of PRISM
Can baseline existing employees to Provides Human Resources and hiring
determine what separates your managers with objective information
top performers from lower to assess candidates based on job
performers suitability
Can work with Managers to set new Based on your defined criteria, PRISM
Benchmarks to facilitate flags the traits that will drive success
comparison by using candidates skills
Comparing Candidates Brain Maps Online model aligns with business needs
with the Benchmarks highlights to provide recruiters with consistent,
potential frustration or stress on objective data prior to conducting
the part of the employee interviews
Based on your defined criteria, PRISM Managers and team members can be
flags the traits that will hinder made aware of candidate’s
success by avoiding non preferred preferences - resulting in a better
behaviors relationships at work
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14. Recruitment Conflict resolution
Team building Diversity training
Leadership development Customer service
Sales training Performance management
360 degree feedback Succession planning
Job benchmarking Communication skills
Personal Development Emotional Intelligence profiling
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15. Identifying PRISM
Preferred and Brain Map Analysis
Non-Preferred
Behavior
Experiential Activities
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16. Our Discovery Programs are
based on ‘experiential
learning’ models.
The activities are carefully
designed to ensure that
they are not too strenuous
yet challenging for the
delegates
‘Challenge by choice’
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17. Self Awareness Module Accelerating Change &
First Time Managers Transition
Team Building Managing Time
Team Enhancement Balancing Work and Life
Team Bonding Effective Communication
Effective Leadership Fun Days Out
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18. Thank
Yo
u
Hemang Laheru
Program Director
Registered Office
903/2A, Acme Complex, Near Inorbit Mall,
Malad (West), Mumbai 400 064
+91-98203 96383
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