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PRODUCTS & SERVICES
PLM was founded on an innovation that expanded
upon the DISC four-factor assessment method (such simple methods
we refer to as (A)-level methods) to allow for further analysis
of eight additional sub-factors. This new, significant development
became known as the ADVANCED ANALYSIS (B)™. Over the next 15
years, PLM developed and introduced a revolutionary new assessment
system. This next generation method is the ADVANCED ANALYSIS (C)™.
The ADVANCED ANALYSIS (C)™
The (C) offers you the comprehensiveness,
accuracy and reliability otherwise only available through a skilled
assessment psychologist—it’s the most powerful and sophisticated
assessment method in the marketplace. It assesses the “whole
person” and is remarkably effective for hiring, coaching, counseling,
managing, promoting and succession planning.
We recommend it be used wherever possible to help you make the best
“people decisions.”
The ADVANCED ANALYSIS (B)™
The (B) is a shorter, less comprehensive
analysis than the (C), but by adding another layer and eight additional
sub-factors, it offers significantly more comprehensiveness and
accuracy than traditional 4 or 5-factor (A)-level methods. If time
and budget constraints limit your options, the (B) is a great alternative.
The Position Analysis™
By drawing on the depth and breadth of the ADVANCED
ANALYSIS™ sophisticated psychological engine, PLM’s Position
Analysis™ gives you a powerful tool to assess both the person
and the role.
The Position Analysis™ first helps you to understand and define
the attributes that contribute to the success of top performers
in a given role within your unique culture. It then gives you the
ability to compare candidates to a benchmark set of qualities you
establish.
If you’re serious about finding the “right fit”,
the Position Analysis™ can take you to a whole new level.
The benchmark set of qualities or “Ideal” can be established
in a couple of ways:
- A manager or group of executives /hiring managers
familiar with the role completes a questionnaire identifying attributes
and other qualities they believe contribute to success in the
given role.
- You choose a number of good performers already
in the role, and have each of them complete the (C). The more
people included in the process, the more statistically sound the
results will be.
Once the ‘Ideal’ is established, each
(C) assessment for a related role will automatically compare the
candidate to the “Ideal” relative to some 30 indices.
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