The proof of the PDP management system is in the results. A number of our clients have experienced quantifiable cost and time savings with the implementation of PDP. See how companies like you are successfully managing industry challenges.
The overall success of the implementation of our training assisted the company by improving their production by 2 points. Financially each point represents $8,000 or $16,000 per month.
We have been fortunate to work with Motor Products for 16 months, during which their ROI has increased to $256,000.
Turnover was reduced from 33% to 2.8%. Employee retention increased as strengths were valued, motivators recognized and teamwork improved.
Dispatcher Job Model profile targeted advertising and customized interviewing made hiring more effective.
Each of the 45 communication action items from the team sessions were addressed, improving morale and a sense of value (i.e. architect hired—redesigned work spaces, key people chosen to do the newsletter, etc.).
Individual PDP profiles and TeamScan information was utilized for a more intimate understanding of each other. Conflict between and among the three dispatch shifts decreased as understanding increased.
A committee to recognize employee excellence was implemented, further improving morale.
Screening capacity increased by 10% to allow for additional interviews.
HR Central has streamlined the application tracking process.
Recruiting staff has been reduced by 3.5 individuals.
Average employee tenure has increased by 10%, from 450 days to 495 days.
Supervisors now enjoy interviewing selected candidates who match the job model. They gain greater, more appropriate feedback as they use the questions from the interviewing guide.
Hiring managers are increasingly confident in the accuracy of their decisions. This has fostered stronger ‘buy-in’ to the PDP .program.
JobScan Job Model provided quick and accurate description of the work styles and behavioral criteria required for the position.
Targeted applicant advertising motivated only qualified applicants to attend the open house, significantly decreasing the large number of unqualified applicants (from 100 to 50), saving hours of screening effort.
Interviewing time was decreased from 1 1/2 hours per candidate to as little as 15 minutes, a reduction in time of 600%.
Retention of valuable employees increased significantly as their strengths were valued and their motivating factors were provided.
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