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PDP Presentation
- 6. How Clients Use PDP
- 9. ProScan Data Sheet BASIC/NATURAL SELF The real, true person PRIORITY ENVIRONMENT(S) Pressures being experienced PREDICTOR/OUTWARD SELF Projected persona ProScan Measures the dynamics of an individual by focusing on strengths. ProScan Intro.1
- 10. ProScan Descriptive Reporting Jargon-free, easy-to-understand descriptions. ProScan Intro.1 BASIC/NATURAL SELF This individual can be described as one who is: Convincingly authoritative and action-oriented. A doer and driver to get results that may be somewhat unorthodox. Very competitive and goal directed, usually within an organizational setting. Appreciates a structure, delegates details to others and requires accurate results. Effective in developing people, at the same time very direct and independent. Enjoys social interaction. May come across more strongly than you realize.
- 13. JobScan—Job Modeling Measures success criteria required for position. EEOC compliant and validated.
- 14. JobScan—Job Matching Kay Lowell 97% Compares applicant’s profile to the Job Model.
- 15. JobScan—Job Matching Rusty Torres 60% Compares applicant’s profile to the Job Model.
- 17. JobScan—Candidate Interviewing Behavioral Interviewing Guide based on applicant’s match to Job Model.
- 19. TeamScan—Real Team Analysis of Basic— Builds understanding and appreciation of team members’ strengths. Analysis of Priority— Measures team stress; determine causes for stress and reduce stress to increase productivity.
- 23. PDP—An Integrated Management System
- 24. Q & A
Editor's Notes
- PDP is an international provider of top-of-the-line Behavioral Assessment Applications to small and large corporations. Founded in 1978 by Bruce Hubby, nearly 3 million people have been introduced to PDP for selection of the right people, for the right job, in the right environment, and on-going development, both individually and within teams. PowerPoint Presentation for Prospective Clients Filename: pdpprosp.ppt
- Founded in 1978 by Bruce Hubby, nearly 4 million people have been introduced to PDP for selection of the right people, for the right job, in the right environment, and on-going development, both individually and within teams.
- Let’s take a look at the DynaMetrics that PDP has for understanding Your People. Understanding People Natural Strengths --You noticed I said strengths. This is where PDP begins separating themselves from other types of people measurement companies. See, PDP focuses on the positives or ‘strengths’ of an individual, and builds applications around these ‘strengths.’ PDP does not focus on ‘weaknesses.’ PDP recognizes that ‘weaknesses’ or the negative aspects are often derived from misunderstanding or misusing the strengths an individual possesses. Behavioral Traits --Back to natural strengths, if I could help you understand how someone will act/react to a situation that would be quite helpful wouldn’t it? Wouldn’t it be nice to know if you are needing to have an individual that naturally has a high degree of accuracy--when they do things they do it to perfection because they have a built-in systematic, procedural way of acting. Now that does not come naturally to me. In fact I find that I have to redo things, because I seldom have a system approach…so what would be the offset strength to accuracy…not limited to structure, but big picture-oriented. To the DEGREE that they are accurate Decision Making Styles --understanding how decisions are made Have you seen someone that researches and researches before making a decision about buying a car…yet you can another person that says “look at that color, I think I’ll buy it.” These are two extremely different ways of making a decision. PDP’s DynaMetrics quantify and help you understand the way people make decisions. Energy Level --understanding the energy capacity or ‘battery’ that an individual has Have you ever wondered why some people can go, go, go like the Energizer bunny, with endless energy and stamina (?do they know this commercial), yet there are other people who can ONLY handle work and no additional activities past work? Understanding each person’s energy level allows managers to align work load to the person’s energy level. Energy Style --is the understanding of how the energy that a person has will be used. There are people that will take a project / task and put forth all their energy to accomplish it, however what happens when the ‘energy source’ is depleted…do you have another person that could follow through on the project/task…yet another style of energy utilization... Understanding People Priority Environment --we’ve been talking about ‘Natural’ styles and measurements, but there are environments that take priority in our lives and we find ourselves needing to adjust. How many have used a hammer to pound a nail? Have you ever used something BESIDES a hammer to pound a nail? This activity parallels what we can do to employees. We hire or promote people into situations with which they aren't comfortable. These measurements provide you with a process for identifying the adjustments employees are making as they attempt to succeed and/or survive, whether the adjustments are work related and productive or counter-productive relative to organizational and personal goals. Satisfaction Index --Allows management to identify potential problems related to employee satisfaction. Do you have objective measurements to help you find out if employees are unhappy? Would that be valuable to find out before the employee changes jobs/companies. For employees with low satisfaction levels, it can be what I call a ‘red flag’ a warning as to potentially losing a valuable employee. Energy Drain --another valuable measurement to monitor for potential turnover. Matching to Job Job Expectations --We’ve been talking about Individuals…but let’s look at the workplace and the individual in the job. How do you know what is needed for a job? Yes, you have technical skills (computer program operation knowledge) and you have experience requirements but what do you have . 99% of reasons people fail on the job is due to behavioral issues…95% of the reasons PDP measures! PDP helps you understand, capture and clarify just what management’s expectations for the job are…we also can tap into what top performers are currently doing in the job for additional information on defining what is required for the job/position. Using the PDP measurements, client firms have reduced turnover rates by as much as 100% to 200% using these job modeling and screening techniques. Working in the Team Communication Styles --wouldn’t it be nice to be able to decipher the real message that people are trying to tell you…better yet, wouldn’t it be nice if everyone communicated just like you do? There are many different communication styles that PDP measures. By identifying these styles you and others become better prepared to know better how to send and receive messages. Leadership Styles --understanding of how people will act and react, preferences for communicating, leading, working... True Motivation --Motivation or TRUE Motivation, not Rah Rah speeches where employees walk away feeling good, but come tomorrow they are back in the same situation, feeling down and non-inspired. The motivator measurements allow managers to find out what truly motivates that individual. Stop and think about it for a second…Managers are constantly offering employees items that would motivate THE MANAGER and wonder why the employee doesn't get excited. The motivator measurements are customized to each individual employee and create a simple process for using the information toward a win-win result. “ The Motivators provides users with the ability to set goals and take action that, when implemented, will reduce their stress and improve their morale. I know of no other instrument which possesses this capability.” Michael D. Arabe, SVP Sales COMPS.com, COMMERCIAL PROPERTY INFORMATION SERVICES Overriding Needs —Any external needs that may be more important than the trait-specific motivators. Overriding Needs are not limited to specific traits. Move from the Team back to the individual, to keep everyone working well individual, hiring well as an organization, and working in teams effectively.
- Help me understand what the current situation is. What would you say that is costing you in terms of sales, customer satisfaction, T/O costs, etc.? How do you see PDP providing a solution to address this? Why is it important to you to solve this issue? Is there any other way this could help you? What is the time frame in which you would like to address this? Who do you see being involved? Remember, the more people certified, the quicker the system can be implemented, avoiding overload, overtime and bottlenecks.