FAQ
What are the services Growth Resources provides?
Although transferring our knowledge through customized trainings is one of our priorities, we also provide ongoing assistance, from presentations to key executives and board of directors, to in-depth interpretation of PI® results, retreats and team buildings, organizational review, or consulting on a wide range of measurement and performance related issues.
What is the common process of working with Growth resources?
Our common process combines assessment tools, training and consulting. It aims at improving effectiveness and productivity across all levels of the organization by bringing tools and knowledge to the managers and helping them make sound, people-smart decisions with the best results for both the organization and its people.
Who should use the tools?
Executives, line managers and HR experts utilize our tools to understand and manage people, teams and companies more effectively. Customized training is an important part of the process of learning how to read, analyze and put in practice the results gathered with the tools. Executives and managers are trained to use them. In specific situations, only HR specialists are trained.
What is the Predictive Index® survey?
The Predictive Index Survey is a unique, reliable and validated assessment tool that offers insight into the natural workplace behaviors and roles of prospective and existing employees. Its power resides not only in its accuracy and the soundness of the hypotheses on which it is built, but also on its ease of use in a variety of situations by managers, executives and HR experts.
Is the predictive Index survey a reliable and valid instrument for business applications?
Growth Resources is committed to providing the best tools available. The Predictive Index is developed and validated in compliance with Equal Employment Opportunity Commission (EEOC) Guidelines, as well as the professional standards established by the American Psychological Association (APA) and the Society of Industrial & Organizational Psychology (SIOP).
We have amassed an extensive library of over 400 criterion-related job validity studies covering multiple jobs, industries and countries. These studies document the instrument's validity and usefulness in the business world.
PI Worldwide®, of which Growth Resources is a licensed member, is dedicated to conducting research that ensures the PI is work-related, free of bias, valid and reliable.
Learn more about reliability and validity on Growth Resources wiki.
How does the Predictive Index work in multi-cultural environments?
In a global environment, it is critical to be able to understand and assess people from different cultures. The dimensions and patterns measured by the Predictive Index are universally valid and free of cultural biases.
The PI survey checklist is translated into 60 languages, and the PRO for position assessment into 15 languages. Training manuals are available in various languages. Seminars are delivered in the required language by one of our experienced associates in Silicon Valley or from any country of our worldwide network.
How is the Predictive Index different from other tools such as MBTI or DISC type assessments?
There are many tools on the market with different reliability and validity qualities. Some are sufficient to build a general impression and facilitate communication in counseling. Others are only good for mass recruiting. (See a selection of tests and techniques we analyzed in our wiki.) Criteria for comparing techniques also include their possible scope of use in a variety of situations, quality of the output, or their ease of use and adoption.
The personality assessment market is still in its adolescence. More is on the way. We believe that the Predictive Index brings a competitive advantage to our customers, not only because of its technical characteristics but also because of how we implement the tool in companies, the dramatic leverage on customer experience, and ultimately the immediate performance benefits.
How is the Predictive Index administered?
The Predictive Index is based on a simple survey that can generally be completed in 10 to 15 minutes either on paper/pencil mode, or online. Results are immediately calculated. In general, it is administered in a relatively quiet, comfortable setting. When administered to groups, the Predictive Index is monitored to assure that each individual completes his or her own survey without influence from other people.
Can you combine your approach with other techniques, such as 360-degree or structured interviews?
Different approaches and techniques can be combined; however, we recommend close examination of the scope of use, validity and effectiveness of each technique. Some are used to cure problems. Most often we want to anticipate problems, avoid them in advance to maximize efficiency.
Visit Growth Resources’ wiki to learn more about other personality assessments and other evaluation techniques.
How do you measure the impact of your techniques?
We use key metrics for tracking the benefits of implementing our tools and techniques. Performance indices include sales volume, market share, employee satisfaction, customer satisfaction, employee turnover, hire costs, retention rates, time to market, etc. We also have our own metrics with the Predictive Index that help us assess cultural alignment and employee engagement.
Why is the training critical?
Knowledge about optimizing your workforce can only be acquired through experience with real people and real business situations. The training accelerates the learning process by enabling you to work on cases and apply knowledge immediately. Training is applied first on the individual, then on teams, jobs and the organization.
During training, we transfer the skills necessary to work independently with all elements of the tools we use. Participants take away the knowledge and language needed to continue to apply our tools in a variety of situations. The experiential process continues after the training and with our assistance when needed.