Presentation on PRISM as it related to HR

1. Using Assessment Instruments for
Recruitment, Selection, and Development
The need to select, deploy and
fast track the development of
employees is critical to staying
competitive.
Most world class organizations
have added science and
psychology based tools to
sharpen their evaluation of both
potential hires and current
employees.
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2. Using PRISM© for Recruitment, Selection,
and Development
Assessment tools have been shown
to better predict performance and
thus result in better job match and
reduce the likelihood of attrition.
Mapping assessment results
against job requirements leads to
the ability to create training and
development plans that target and
focus on the exact areas where the
employee competencies need to
be improved and enhanced.
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3. What is PRISM©
PRISM is a revolutionary new
way of understanding human
behavior and relationships.
It draws upon the latest
discoveries in NeuroScience
to offer a fast, effective and
lasting way to improve the
performance of individuals,
teams and organizations.
PRISM applications include,
recruitment and selection,
team building, development
planning and more.
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4. How does PRISM© Work?
NeuroScience has shown that
different parts of the brain not
only control different
physiological systems, they also
control how we process and use
information, and drive our
responses and the types of
behaviors we demonstrate.
Our “hard wiring” in the neural
pathways strongly affects our
preferred behavioral patterns and
influence the abilities we use,
making it easier or more difficult
to acquire and use certain skills.
Our preferred behaviors become
our strengths.
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5. How does PRISM© Work?
Taking a closer look,
reveals that different
individuals have areas of
the brain that are more
dominant than others.
This explains behavioral
and learning differences.
For example, Ali is good at
“numbers” and
sequences, and is very
systematic, and Saeed is
better at strategy and
interpersonal relations.
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6. How does PRISM© Work?
By understanding a recruit
or a current employee’s
preferred styles of thinking
and behaving, we are able
to get a clear picture of
that individual’s strengths
and developmental needs.
We can anticipate and
predict those skill areas
that are likely to be
stronger and match them
against the needs of a
given role within your
organization.
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7. How does PRISM© Work?
Different roles within your
organization require abilities
and skills.
An investment analyst
requires stronger “ gold and
red” ways of thinking and
behaving.
A marketing representative,
while they need to have the
“golden” ability to organize
and analyze, success in this
role requires more “green
and blue” styles of thinking
and behaving.
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8. How does PRISM© Work?
Any role at the Bank is
benchmarked, looking at
the skills, competencies
and behaviors that are
required for success.
The example at the left is
the benchmark for a job
role that requires strong
preferences for analyzing
and delivering supported
by initiating behaviors.
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9. How does PRISM© Work?
A validated and reliable test
instrument asks the
candidate a series of
questions related to certain
characteristics that best
describe preferences in
both their work
environment and in their
life at large.
These responses are
processed and “mapped”
against the requirements of
the job role.
This information (together
with a CV, and interview)
allows the Practitioner to
advise of % of job fit. 9

10. Organizational Impact of a Better Job Fit
• Reduced cost per hire • Increased per-person and team
productivity
• Accelerated recruitment
and selection time • More consistent performance
across business units
• Accelerated ramp-up time
and reduced interruption to
work flow • Reduced negative impact of
poor hires on customer
• Increased cultural fit and engagement and brand image
ability to perform to job
performance expectations • Increased positive impact on
crucial business outcomes,
• More consistent including profitability,
performance across productivity, health and safety,
business units and turnover
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11. Integrating PRISM© into HR Processes
Recruitment Training and Development
• Custom Job Benchmarks are • Developmental areas identified/aligned
created within the PRISM database with appropriate training methods
• Candidates whose qualifications • Areas of strength reviewed and
and experience suggest a possible employee’s professional development
fit are administered the PRISM plan and potential career path are
Professional Profile defined
• You determine the percentage of • Your company benefits from more
match criteria for the candidate to focused and targeted development
move beyond screening phase programs that are aligned with
performance needs and business
• Likely candidates are interviewed; strategy
reports written and
recommendation for hire made (or • Employees are developed to match the
candidacy for job terminated) organization’s needs and their personal
strengths 11