Knowledge Service of PMI Group
Diagnostic tools for organizations and individuals, internalization of education and training programs, and the e-HR system maximize consulting effectiveness.
PCDP (Personal Competency Description Profile) The diagnostic tool that supports strengthening talent competitiveness from recruitment to career development.
Diagnosis Areas
PMI Group has a multifaceted human resource program that diagnoses the organization, members, CEO and each person in charge.
PCDP Premium (Personal Competency Description Profile_Premium Version)
PCDP Premium is PMI Group's proprietary diagnostic tool that is very relevant to Korea Inc's jobs and positions by borrowing global standards, so that it enables us look closely into what factors and competency could be found in high performers, and its systematic approach furnishes comprehensive personal competency profile.
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- Definition
- Diagnosis of factors and levels of personal competency that is required by carrying out each job
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- Objective
- To find out occupational integration and required development by comparing needed competency for the firm and personal competency
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- Applied
- Variously for hiring executives and staff members, placements, performance improvement, nurturing and development, promotion requirements, personnels
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- Composed of
- Competency demonstration model, personal competency points, job-competency agreements, job type relevance, competency clusters, behavioral notes, etc.
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- How to diagnose
- Through online questionnaires, self-checks and multilateral analysis
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- Whom
- New and career members, promotees
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- SPECIAL
- [Personal profile integration version] that combines personal competency diagnosis(job aptitude) and personality tests(organizational aptitude)
CCCD (Corporate Culture & Climate Diagnosis)
CCCD sustains anonymity to investigate key factors that determine corporate culture and climate; it enables us to learn how workers think and perceive about corporate culture and climate through which we are able to see a firm's strengths, weaknesses and various traits so as to furnish an overall solution to improve corporate culture and climate.
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- Definition
- Diagnosis of workers' perception about a firm's overall culture and climate
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- Objective
- To activate an organization by having grasped cultural and climate factors that influence a firm's output, and to provide a proper direction to innovate corporate culture in a long-term arena
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- Applied
- Explore overall issues and peculiarities of a firm within a short period of time
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- Composed of
- Key factors of corporate culture and climate, total and unitary results, resultant pattern analysis, workers' opinion
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- How to diagnose
- All workers through online questionnaires
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- Whom
- Those in need to innovate corporate culture and climate
TAD (Team Activation Diagnosis)
TAD looks into how a team is well run and well structured; a team's work processes can be scrutized in terms of activation.
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- Definition
- Diagnosis of how a team is being activated in accordance with its structural efficiency
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- Objective
- To come with activation plan of a unitary setup so as to create a top performance by understanding team-level efficiency
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- Applied
- How to run a team by grasping its problems; understand team-members' emotional responses against work and its processes
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- Composed of
- 8 main items for team activation and sub-items
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- Whom
- Top team that needs TA, units of team-leader, team members
EA (Executive Assessment)
EA looks into assorted factors like motivation, competency, leadership, pending issues of CEO and executives who directly influence corporate culture and climate so as to furnish comprehensive diagnosis and action plan to realize vision and improve performance.
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- Definition
- Comprehensive diagnosis for successful CEO and Executives
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- Objective
- To take an overview into motivation, competency, leadership, pending issues of CEO and executives who directly influence corporate culture
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- Applied
- Self-assessment of CEO and executives and to evaluate CEO and executorial candidates
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- Composed of
- Knowing the leadership, developing his/her strength, feedback of EA results, coaching
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- How to diagnose
- Online diagnosis and indepth interview
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- Whom
- CEO and executives, executorial candidates
SLTD (Situational Leader Type Diagnosis)
SLTD is a diagnosing kit to see what kind of leadership pattern is being manifested in according to the type of situation that is given to a certain leader; to see if his/her personality compromises the attitudes of the organization and it's members.
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- Definition
- Diagnosing a leader's management pattern in accordance with his/her situational traits
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- Objective
- To see clearly what differences are between the person in charge self-perception and the members' perception compared to the person in charge
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- Applied
- To perceive the leader's management style and to design a leadership role which will lead to developmental progress
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- Composed of
- A leader's management pattern that reflected on situational considerations
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- How to diagnose
- Through online questionnaires, the leader checks his/her self and the members that evaluate him or her
*Anonymity is essential; more than three assessors are called for and they must know him/her very well from close relations
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- Whom
- A leader who has his workers/those who work for him/her
JIOCD (Job Involvement & Organizational Climate(for high performance) Diagnosis)
Against environmental factors that influence job commitment and level of performance by a leader's guidance, JIOCD comes up with what are on the workers' mind and its results establish a proper action plan.
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- Definition
- JIOCD looks into how workers think about their jobs in terms of job environment and atmosphere that directly affect their job performance
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- Objective
- To come up with how to improve job effort and performance in each unit
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- Applied
- Situational diagnosis of the present status that belongs to a leader who wants to extract more output from his/her workers
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- Composed of
- Climate factors that control job commitment and performance
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- How to diagnose
- Through online questionnaires, the leader checks his/her self and the members evaluate him or her
*Anonymity is essential; more than three assessors are called for and they must know him/her very well by close contacts
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- Whom
- A leader who has his workers; those who work for him/her
PSE (Picture Story Exercise)
Stories reveal psychological traits that strongly influence human behavior and actions; such subconscious factors give clues to societal motivation in relation to doing a job. PSE was developed by considering such personal stories.
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- Definition
- Looking into psychological motives that strongly influence human behavior
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- Objective
- To scrutinize human-beings' societal motives that greatly affect jobs and personal lives
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- Applied
- To understand the fundamental reasons as for individuals' consistent behavior, official and personal situations(problems and people)
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- Composed of
- Understanding of three social motives, personally motivated profiles
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- How to diagnose
- Through online
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- Whom
- CEO and executives, executorial candidates