| MERIT Results Indicator™ (MRI) |
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As suggested by its title, the MERIT Results Indicator™ points to future events. In the present context that means that it points a user of MERIT Integrated Solutions (MIS) to options that are available and indicate a prudent next step, based on results from previous applications of MIS technologies. Price structure starts at $7,500 base-line. The user has five resulting options: |
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1. Extend the current applications. This option applies in situations where the initial results are unclear due to the small number of employees or job applicants who have taken the MERIT Profile, thereby creating a need for increasing the size of the database. The option also applies where users are satisfied with current results and usage of MIS technologies and there is no reason to alter existing services.
2. Re-calibrate the current MERIT Performance Index. This option applies when the analysis of the existing MPI indicates successful results, however the larger sample size provided for the analysis warrants the development of a "stronger" performance index on the same key performance indicator.
3. Re-create an MPI for an existing job position index. This option applies when the analysis of the existing MPI indicates successful results, however the company wishes to change the KPI, or combined KPIs create one that strengthens predictions.
The option also applies where there is enough data presented to develop a higher level performance index. Moving from a Plus level (no quantifiable data) to an Advanced I level (quantifiable data) or moving from an Advance I (one index for all behavioral styles) to an Advanced II (an index for each behavioral style).
4. Expand services to include technologies not previously used. This option applies when any one of three basic technologies, MERIT Profile, MERIT Culture CQ, or MERIT Performance Index has produced positive results, creating a climate for adding services that predict additional benefits.
For example, let's say that an organization found the MERIT Culture CQ effective for improving the organizational image and culture. In that process the selected job applicants turned out to fit with a Preferred Culture, thereby, reducing interpersonal conflict that is the cause of a high percentage of early terminations.
But despite benefits from reduced turnover, performance and productivity were not improved. The next step would be to purchase one or more MPIs, customized to identify job applicants with the same behavioral attributes and character competencies that predict high performance (above the historical average) with reference to a client-selected key performance indicator.
5. Expand services to enlarge the scope of application so it applies to more positions/purposes within the organization. This option is appropriate where results from the MERIT Performance Index have proven to be effective in selected applications and the timing is right for expanding the service to other positions or purposes in the organization.
For example, let's say that results show that an MPI is effective for increasing sales, significantly, but the organization also has a problem with excessive turnover in a particular department. The prudent step would be for the organization to obtain another MPI, customized to reduce unwanted early terminations in the designated department.
Or, based on positive outcomes in the Sales Department, the organization now needs to develop an MPI that selects "above the historical average" Customer Service Rep., or reduces the risk of accidents among Delivery Drivers.
In fact, the same rationale that proved to be effective in any one application is similarly relevant to all other applications, thereby, predicting positive outcomes wherever the Technology applies.
In the event that a user extends services such that an MPI exists for the selection of candidates for every position in the organization, that action provides an important additional service called Succession Planning. When only one MPI is obtained, selection is limited to: "One Position Many Possible Candidates." But, where MPIs exist for every position, a promotional path provides information related to: "One Candidate, Many Possible Positions."
In other words, the user can know what the promotional path will be for every candidate at the point of hire. This information is important because it gives users insight into all positions for which each candidate possesses competencies that predict success. At times candidates who do not qualify for the original position are hired because they qualify for other job openings in the organization. |
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The MERIT Integrated Solutions technologies depend on large, representative databases and that important objective is met as MERIT Profiles are administered, thereby creating conditions that are critical to improving predictive accuracy and enlarging the potential scope of services. |
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Please review the following MERIT Results Indicator Analysis Report performed for a Dental Services organization. |