The MRA Notebook
holds a series of essays, articles and background information to help our
clients enhance their productivity and profitability.
To discuss employee personality testing, visit our blog: You Who?
Use MRA to Structure Rewards
In times when earnings and growth are stagnant, or even contracting for a period,
how do you make the work day a rewarding experience for your staff? MRA profiles
give you a way to maximize the positive impact of
motivational and rewards programs.
Avoid Hiring Mistakes - Throw Away the Dartboard!
My employee selection and hiring process was revolutionized when I met Larry Sartor,
President of MRA, a human resources development firm.
Larry introduced me to the MRA process that not only changed my selection process,
but helped me understand how to capitalize on my own strengths and compensate
for my always-present restraints.
Broaden Job Descriptions to include Role Profiles
Adding a "role profile" to a job description can increase hiring accuracy.
A well-crafted role profile may align with
MRA Profile results more concretely than a
traditionl job description.
Do Unto Others (Or Not)
Use your knowledge of the four MRA Profile Groups to sell to others the way they want to be sold to.
Consider the sales proposal that contains way too much - or way too little - detail for the prospective
customer. You presumably included just the right amount of detail for you
. What to do?
Why do employees quit? What can a manager do about it? Our MRA
Profiles help you address most of the factors that lower employee retention.
Knowing how to keep the "good ones" makes you a stronger manager
and protects your bottom line, too.
Is "Onboarding" a Word?
Not too many years ago "employee orientation" was a minor, perfunctory task
handed off to a manager or HR staffer who happened to be free. Today the
"onboarding" process is a top priority which, in some cases, is partially
outsourced to specialized vendors. Profit by making MRA profiles a central component in your onboarding effort.
Is MRA Profiling Legal?
The courts have firmly stated that aptitude testing, applied uniformly, is legal.
Read the details of the definitive cases in our MRA Notebook article.
Is MRA Profiling Scientifically Valid?
Reliability and validity statistics are available for MRA Instruments. This means we
have an idea of how reliable and valid they are, on average. That is: Reliability
stats show how much, on average, the result tends to change if you complete the
same questionnaire a second time. Validity stats show how well, on average, the
questionnaire measures what it claims to measure, in the purpose/context for
which it was intended. For example, a handedness test might do a good job of
showing whether you are left- or right-handed.
The idea of using a stick and a carrot as motivators is an ancient one. But
what if you want to motivate termites? Then you've got
it all backwards! The hungry little bugs will swarm toward the stick for a
wooden munch. Sure, it's a silly example, but the problem is a serious one.
What motivates people? Do you know what constitutes a genuinely desired reward
for another person? Let's look at two of the four behavioral traits which MRA
Profiling measures and see what "valued recognition" might look
like to different people.
The Cost of Turnover
The hidden costs of employee turnover - lost productivity, low morale and additional turnover
when other employees watch their coworker leave - that many employers ignore, and it eats
away at profits. Add hidden costs to the better-known expenses - such as the price
of recruiting new workers - and the total cost of turnover can be 150 percent of each
departing worker's salary.
The Paul Principle
The Paul Principle says "Continue to provide people with what they need
to succeed." It sounds like simple common sense, but business people too
often substitute the Peter Principle: advancing people until they're incompetent. Use MRA Profiles to avoid Peter and stick with Paul.
We Don't Care What You Think
"Psychological" tests, like Myers-Briggs, talk about inner processes
and unconscious urges, but make no dependable predictions about behavior. But
isn't anticipating behavioral patterns what hiring, career management and
training are all about? In business, you want a tool like the MRA Leadership
Matrix that helps identify what a person is going to do
, rather than how
they're going to think.