In the PI system, you have unlimited usage of the PI Job Assessment. The Job Assessment helps you analyze each role and identify the underlying drives and cognitive ability required in order to be naturally motivated and successful in a specific role.
This blog post will describe how you use the PI Job Assessment to set the perfect Job Target.
When it comes to PI Job Targets, we recommend two different approaches:
Option 1: Each stakeholder completes the PI Job Assessment independently.
This can be done by choosing Create a New Job in the PI system and then Send To Stakeholders. Now, all your chosen stakeholders will receive an email with a link to complete the PI Job Assessment. All stakeholders will then independently choose the activities they consider crucial for being successful in the job.
When everyone has answered, you will receive a job profile that may be relatively broad and not as precise as you may have wished. We recommend that you set up a short meeting with the stakeholders to talk about where you disagree so that you can set the optimal final Job Target together. Please see discussion points below:
- For which factors are the results the same?
- For which factors are the results different?
- Where do the differences come from?
- Agree on the final Job Target together by manually editing it so it looks exactly like you want it.
Advantages: You receive separate input from everyone, even from stakeholders who may not speak out in a normal discussion. This will clearly show differences of opinion, and thus make it easier to reach a mutual understanding of what the job requires.
Disadvantages: The input needs to be processed, and you need to edit it into a combined Job Assessment, which puts higher demands on you/the facilitator's PI knowledge.
Option 2: Complete the PI Job Assessment together
For this option, gather all stakeholders for a 30-40 minute meeting. During the meeting, you choose Create a New Job in the PI system, and then Guided Job Targeting Process. Complete the assessment together and discuss the following:
- Which 5-7 points on each side are the most important for this job and why?
- Where do you agree, and where do you disagree?
- Why?
Advantages: You immediately get a completed Job Target without having to edit it afterwards. This approach requires less in-dept PI knowledge and understanding of what it entails when you manually edit the job target.
Disadvantages: It might not be as clear where the stakeholders disagree, and there is a risk of missing discussions about different expectations of the role as it is not as natural for everyone to voice their opinion in meeting.
Congratulations! Regardless of what approach you chose, you now have a Job Assessment.
Use the PI Job Assessment for:
- Recruitments
- Interviews
- Setting Expectations
- Leading
- Coaching
- Team planning
- Succession planning
- And more!
If you have any questions, concerns, or need help, you are welcome to contact us! Reach out to your contact person at Predictio or email info@predictio.com.
