Predictive People Management - Four Groups - The Relationships and Culture People

1. 1
Predictive People Management
The Relationships
and Culture People

2. 2
The Opportunity
● Less than 1% of HR departments provide any form of predictive analytics (PwC)1
– Yet this type of analytical work is routinely performed in finance, sales, marketing and other functions
● Up to 40% of performance is determined by the quality of people's relationships
(Harvard, MIT and others)2
– Apart from 4G, there are no other tools that allow relationships to be predicted and forecast
● 81% of respondents think that creating an effective talent management strategy will be
key to competitive success (KPMG)3
– The value of good talent management is still recognised and agreed upon
● 55% of respondents believe the metrics that define the success in HR today will
significantly change over the next 3 years (KPMG)4
– There is an increasing appetite to change HR and approaches to talent management
● At it's core, this work is about helping managers make better decisions, save time
and increase business performance

3. 3
What makes 4G Unique?
● 4G is
– An assessment tool
– A suite of developmental materials
– A software tool
– A series of business processes
● The 4G processes are
– Predictable: 80 to 95% accurate
based on client experience
– Repeatable: Reapply the 4G process
in a consistent fashion, as opposed to
making one-off, subjective inferences
– Scalable: Small teams to any size of
organisation
● 4G is quantifiable and can be
linked to
– KPI’s, Performance Metrics and
Scorecards

4. 4
What is the Business Case for 4G?
● We aim for at least a 10% rise in people’s productivity
● We work with 6 new processes
– They can be run independently or together
– A mixture of one-off projects and processes that can be managed in-house by
existing staff or run with the help of Four Groups as a third party
● Benefits and outcomes when using 4G
– A unique and predictive approach to people management
– The ability to show a direct financial impact via the 6 processes
– Combined, this leads to
● Changing people management from being 'supply lead' and pushing things into the
business to being 'demand driven' and pulled into the business
● Changes in people's view of training and development from being one of the first things to
be cut to a highly valued, essential business process

5. 5
Delivering the Business Case
● By quantifying the 'cost' of relationships, it is possible to
create an ROI from various 4G activities quickly and easily
● The table below and accompanying spreadsheet illustrate this

6. 6
What is the Visual Team Builder?
● The Visual Team Builder is a software
tool designed to manage all elements of
4G
● 4G is the only tool that enables the
– Prediction and analysis of relationships
and group dynamics between employees
– Modelling and prediction of teams whether
recruiting, improving team performance or
enhancing business processes
– Modelling of different scenarios prior to
implementation in order to evaluate
potential increases in performance and
ROI
– Utilisation, developmental and coaching
recommendations for individuals and
teams
● See a 3 minute demo of the VTB
http://fourgroups.com/downloads/videos/

7. 7
6 New Processes
1. A Holistic Training and Development Syllabus
− That is unique to everyone and that leverages Economies of Learning
2. Hire for Optimal Relationships
− Ensure that new hires have excellent relationships with their new manager and colleagues
3. Create Teams with Maximum Group Cohesion
− A team creation process that maximises group cohesion, productivity and performance
4. Objective Performance Management
− Relationship Friction links team and individual behaviour to financial measures of performance
5. Predictive Change Management
− Align people and processes along with predictively identifying change champions and sceptics
6. Culture and Strategy Alignment
− Link culture and group values to strategy and commercial objectives

8. 8
Contact Info
● Website
http://fourgroups.com
● Email
contact@fourgroups.com

9. 9
Footnotes and Selected Research
1. Less than 1% of HR departments provide any form of predictive analytics (PwC)
2. Up to 40% of performance is determined by the quality of people's relationships (Harvard, MIT and others)
3. 81% of respondents think creating an effective talent management strategy will be key to competitive
success (KPMG)
4. 55% of respondents believe the metrics that define the success in HR today will fundamentally change
over the next 3 years (KPMG)
5. Engagement in the US (30%) and Germany (15%) has barely moved between 2001 and 2012, it's just
fluctuated over 4% points (Gallup US and Germany)
● Warwick Univeristy and Proudfoot Consulting Global Productivity Report
● LePine, J.A., Erez, A. & Johnson, D.E., 2002. The Nature and Dimensionality of Organizational Citizenship
Behavior: A Critical Review and Meta-Analysis. Journal of Applied Psychology, 87(1), pp.52-65
● De Dreu, C.K.W. & Weingart, L.R., 2003. Task Versus Relationship Conflict, Team Performance, and Team
Member Satisfaction: A Meta-Analysis. Journal of Applied Psychology, 88(4), pp.741-749
● Barrick, M. & Mount, M.K., 2005. Yes, Personality Matters: Moving on to More Important Matters.
Human Performance, 18(4), pp.359-372