Human Resources
The Science Behind Diagnose
The PI Employee Experience Survey supports PI clients by measuring employee engagement and the effectiveness of the clients’ talent strategies. The PI Employee Experience survey is a theory-based, self-report measure of employee engagement and serves as the foundation of the PI Diagnose solution. The survey has been researched and refined extensively and exclusively for use…
Reliability and Validity of the PI Cognitive Assessment
The PI Cognitive Assessment was developed in 2010 in response to client demand for a short cognitive ability assessment which could provide a valid predictor for job performance. The development work was conducted in accordance with Principles for the Validation and Use of Personnel Selection Procedures (SIOP, 2003), and the Standards for Educational and Psychological…
Introduction to the PI Cognitive Assessment
What is The PI Cognitive Assessment? The Predictive Index Cognitive Assessment is a 12-minute assessment of an individual’s general cognitive ability. The PI Cognitive Assessment was built and validated exclusively for use in the workplace, providing insight into a person’s capacity to learn, adapt, and grasp new concepts. The PI Cognitive Assessment does not measure…
The PI Cognitive Assessment Sample Questions
How can I access or share the sample questions? The PI Cognitive Assessment Sample Questions are found in the administrator’s invitation, if the administrator chose to include them. Anyone with this link may complete the sample questions. No personal information is requested or stored in association with the sample questions. PI account owners can include…
Establish your culture.
Any senior team should view establishing their company culture as one of their most important activities as leaders. Culture is a result of deliberate, intentional action. Not only should an organization’s structure have tight alignment with the organization’s business strategy, but a purpose-built culture should also be consistent with that strategy. Culture, along with organizational…
The Science Behind Team Discovery
What are the origins of Team Types? In 2019, The Predictive Index sought to discover the types of teams that existed among client organizations through a large-scale empirical study. Using PI Behavioral Assessment results from 125,000+ employees across 20,000+ teams, we found evidence for nine distinct Team Types based on the behavioral make-up of their…
Science Bytes
Prescribe improvement actions
Why prescribing improvement actions is important to talent optimization Prescribing improvement actions is where you plan the actions you need to take to correct the issues you discovered upon measuring and analyzing your talent metrics. Using our medical example again, prescribing is where the doctor would say “Take this blood pressure medication.” Companies that excel…
Analyze objectively
Why analyzing objectively is important to talent optimization Returning to our medical example, analyzing the evidence is akin to a doctor determining how to solve the problem of high cholesterol by examining blood testing results. In business terms, this is where you’ll look at the people data you’ve collected and generate a hypothesis based on…
Measure what matters
Why measuring what matters is important to talent optimization If diagnose is similar to an annual physical exam with your doctor, the activity of measuring is having bloodwork done. Just as a doctor would order blood tests to measure cell counts, a business should collect and measure its people data. Most businesses regularly monitor key…
Introduction to Diagnose
Diagnose is part four of the four-part talent optimization framework. This is where you’ll measure critical people data, analyze that data in the context of your business, and prescribe remedies as needed. Why diagnosis is important to talent optimization Consider how a medical doctor uses reliable lab results to measure a person’s overall health, evaluates…
Reinforce your culture
Why protecting your culture is important to talent optimization It’s been said that “Culture eats strategy for breakfast.” When an organization’s culture is aligned with its business strategy, it acts as a catalyst for individual and collective productivity. But if left unmonitored and unmanaged, a toxic culture can develop and spread throughout the organization—zapping engagement…