For an organisation to be healthy and performing well, the total organisation as well as its sub-units (work units) should function effectively.” (Spangenberg & Theron, 2005)
JvR Psychometrics is proud to introduce a new addition to the South African product range and the Spangenberg and Theron Leadership Suite (S&TLS) – titled the Performance Index (PI) (Coming soon). The PI was developed by Prof Hermann Spangenberg and Prof Callie Theron, two experienced leadership researchers, from the University of Stellenbosch.
The PI is a 360 assessment tool that serves two functions:
- In an organisational setting the PI is a comprehensive and valid measure of performance for all kinds of work units.
- In a research setting the PI serves as a psychometrically sound and valid work unit performance measure.
The PI model has 8 dimensions and these can be broadly classified into two, namely business oriented and people oriented.
|2. Market standing||Business|
|3. Production and efficiency||Business|
|4. Projected future growth||Business|
|5. Core people processes||People|
|6. Adaptability||People/ Business|
|7. Work unit climate||People|
|8. Employee satisfaction||People|
Why is the PI useful?
The PI is a developmental tool and is accompanied by a comprehensive report. This report is designed to assist the leader to develop a better understanding of the current performance and efficiency levels of his/her unit and to assist the unit leader in gaining understanding of some fundamental organisational issues. These are:
- Competitive advantage,
- organisational complexity,
- and the way training, development, and other human resource interventions affect unit performance.
This Unit Performance report also gives the practitioner more detail with regard to individual dimensions and items. Furthermore, it provides the opportunity, through a gap analysis, to understand the leader’s strengths and developmental areas.
Who is this product designed for?
The tool is primarily designed for middle to senior managers who have been in their current position for at least six months and should have at least two/three followers reporting to them.
The PI can be used to provide insight to a leader with regard to his/her unit’s performance; for tracking the performance and effectiveness levels of a unit at predetermined intervals; or for organisational diagnosis as part of a change programme.
Some organisations may consider doing a re-assessment of the effectiveness of a work unit in order to determine whether a specific intervention, e.g. an organisational development intervention has improved the effectiveness of the unit. It is important, however, to remember that re-assessment can only be done after sufficient time has passed between two assessments. For positive change, effectiveness and performance to emerge and be displayed in work units, a period of at least 18 months is required.
The PI is currently available in English and can be completed electronically with a software report being provided to the practitioner. Although training is not a prerequisite for using the PI, it is recommended that the practitioner should have experience in assessments and feedback. The PI is based on competencies and behaviours and can therefore be used by HR practitioners and psychologists alike.
The PI forms part of the Spangenberg and Theron Leadership Suite that comprises of five 360° assessment tools; two of which, the LBI -2 and ELQ, have already been published and are distributed by JvR Psychometrics. There is currently South African research available on the PI, and JvR Psychometrics would be happy to partner with clients who are interested in conducting predictive studies in their organisations.