Human Resource Management (Essay Sample)

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Human Resource Management
The Predictive Index, PI, is a scientifically authenticated evaluation tool that provides a new understanding of a person’s needs and motivations that assist managers in producing employees with smart and results oriented decisions. The PI was established for daily use in organizations to help in selecting, retaining, and developing key traits for long-term business results. The flexibility of PI assessment tool facilitates its utilization across all levels of a firm for hiring and recruitment purposes to determining the future successful leaders. The implementation of the tool ensures accuracy in results producing desired results for the management and the entire organization.
The Golf Ventures West (GVW), the supply division of Meadowbrook is a section of the company with the best talents and experienced employees but with low turnover. The president of this branch, Eastwood, noted with concern the use of the Predictive Index and opted to implement it. However, he decided that the senior management team should take the test first before extending it to other salespeople (Snell and Bohlander 484). The importance of taking the PI competency test evaluation prior to administering it to other employees was to familiarize the key managers with the interpretation and application of the PI data. This would help them to establish several ways through which the utilization of PI would improve the performance of the GVW’s supply department. It was also necessary to use a small group of individual managers and match the results with their profiles in order to determine the authenticity of the tests taken. Through this, the senior management would confirm that the implementation of the tool would depict the required results and areas of improvement (Snell and Bohlander 484).
The PI assessment helped in uncovering the skills gap that handicapped the GVR’s sales people due to its ability to measure the internal motivations that establish how employees perform. In order to uncover the skills, the PI assesses four main drives that influence employees’ mannerisms. They include the motivations to dominance, extroversion, patience, and formality. These drives are not classified as negative or positive with regard to the employees. Instead, they assist the individual GVR’s sales people in identifying their potencies and limitations with respect to their work. In general, one or two motivations provide the primary driving force for sales people behavior. This way, the GVR’s senior management could uncover the skills gap of sales employees (Snell and Bohlander 485).
This case indicates that the majority of employees do not understand their potential in their main places of work. However, the same individuals may be producing satisfactory results. For instance, the discovery made by the GV R’s management indicated that 80% of the s...