Written by Cheryl Jacobs

I recently had the opportunity to collaborate with more than 200 experts at the Predictive Index® (PI) Worldwide Conference in Scottsdale, Ariz.  The conference was a meeting of some of the world’s most forward thinking human capital analytics experts and contained many best practices on how PI’s clients are using talent analytics and insights to make better business decisions.

The Predictive Index® (PI®) is a behavioral assessment that is used globally by more than 10,000 companies in 120 countries and is available in 60 languages.  PI measures what drives and motivates an individual and provides many different viewpoints of how an individual’s behavioral style impacts his/her job performance and how one works as a member of a team.

The conference discussion highlighted some “must haves” in thinking about how to build or refine your human capital analytics strategy:

  • Data: must be accurate, easy to use, and accessible
  • Enterprise wide strategy: analytics must be capable to use strategically throughout the entire talent management lifecycle to impact employee engagement, manage change and risk, and address several key talent initiatives – succession, selection, leadership, team & organizational effectiveness
  • Targeted approach: must help prioritize where and how to take action

The Predictive Index system provides a solid foundation that exceeds expectations in each of these areas.

  1. Provides top quality data to measure behavioral style: The Predictive Index is work-related, free of bias, valid and reliable. Designed to help employers comply with their obligations under the EEOC’s Uniform Guidelines on Employee Selection Procedures, it can be used for both selection and career development opportunities.  There are hundreds of statistical studies demonstrating the extent to which the PI predicts workplace performance. These studies cover dozens of industries, such as healthcare, financial services, hospitality, business services, transportation, manufacturing, and many others.  These studies also cover many positions, especially sales, customer service and call centers.
  2. Offers full breadth and depth of information: PI provides insights about all jobs, levels, and positions across an organization. Its simplicity provides organizations with a powerful common language that helps to align individuals, teams, and organizations.
  3. Translates insights into actionable items: The data from PI clearly identifies actions that will impact employee and team engagement. It tells you what motivates them and what demotivates them, providing a roadmap for how to coach and motivate for sustainable high performance.

For companies looking to maximize the value of every investment, human capital analytics can help direct resources toward the people and programs most essential to high performance.  For more information on how the PI system can help your business click here.