If matching the right people to a position in your company where they will be most successful and productive is important to you, think about the way you would answer the following questions:

• Is employee turnover an issue in your company?
• Do you need to do succession planning, but don't know where to start, or is it difficult to plan for succession in your company?
• Do you know who is "promotable"?
• Do you help others plan for their own career development?
• Do you have a hiring process that puts the right people in the right jobs?
• Do some employees seem to be misfits in their jobs?
• Do you have difficulty deciding what kind of person to hire when you create a new position?
• Do you have the need to hire several people for a single job description?

Employee turnover is a critical issue for businesses. As an employee leaves, companies experience a loss of knowledge, reduced productivity, subsequent training costs related to bringing new personnel "up to speed", and an overall loss of valuable time. Service quality suffers.

A unique instrument called MAPP™ (Motivational Appraisal of Personal Potential) provides a method for tapping into and charting employees’ motivations, providing an understanding of what keeps employees happy and thriving. It is based on a comprehensive  and integrated personal inventory for understanding motivation and potential…it enables businesses to hire more thoughtfully and accurately…it facilitates wise promotion decisions…it reduces turnover by accurately matching individuals to their positions. MAPP™ is a tool used to create more productive and efficient organizations helping to keep employees satisfied and productive.Carefully "profiling" the requirements of an available position prior to matching a qualified candidate can assure successful personnel choices.

A sample of a partial MAPP™ job profile sheet" used in this process is illustrated below:

The rating scale is defined as follows:

The factor is absolutely essential to this position - 1
The factor is important to this position - 2
The factor has some or occasional value to this position - 3
The factor has little to do with this position - 4
The factor is a liability to this position - 5
The factor is irrelevant and not included in the analysis of the position - Irr

JOB TITLE:

DEPARTMENT:

COMPANY:

CREATED BY:

Make a mark in the corresponding column for every job trait.

INTEREST: WORKER TRAITS REQUIRED BY THE JOB

1 - Physical work with materials, tools, equipment  -  1  -  2  -  3  -  4  -  5  -  lrr  -

2 - Direct business contact and interaction with people  -  1  -  2  -  3  -  4  -  5  -  lrr  -

3 - Routine, organized, methodical procedures  -  1  -  2  -  3  -  4  -  5  -  lrr  -

4- Strategic management of organizational activity  -  1  -  2  -  3  -  4  -  5  -  lrr  -

5 - Work for personal gain, recognition, status  -  1  -  2  -  3  -  4  -  5  -  lrr  -

6 - Concerned with people, communication of ideas  -  1  -  2  -  3  -  4  -  5  -  lrr  -

7 - Technical, scientific interests and skills  -  1  -  2  -  3  -  4  -  5  -  lrr  -

8 - Abstract, innovative, creative activities  -  1  -  2  -  3  -  4  -  5  -  lrr  -

9 - Non-social,  e.g., procedures, operations  -  1  -  2  -  3  -  4  -  5  -  lrr  -

0 - Output drive, production, efficiency, goals  -  1  -  2  -  3  -  4  -  5  -  lrr  -

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TEMPERAMENT FOR THE JOB

1 - Change and variety, accept and utilize change  -  1  -  2  -  3  -  4  -  5  -  lrr  -

2 - Routine activity set by operations or machines  -  1  -  2  -  3  -  4  -  5  -  lrr  -

3 - Work under management or supervision by others  -  1  -  2  -  3  -  4  -  5  -  lrr  -

4 - Plan, control, direct activities of others  -  1  -  2  -  3  -  4  -  5  -  lrr  -

5 - Organizational involvement, teamwork, roles  -  1  -  2  -  3  -  4  -  5  -  lrr  -

6 - Independent, isolated, self-directed activity  -  1  -  2  -  3  -  4  -  5  -  lrr  -

7 - Aggressively influence, persuade, get agreement  -  1  -  2  -  3  -  4  -  5  -  lrr  -

8 - Handle responsibility, choices, decisions  -  1  -  2  -  3  -  4  -  5  -  lrr  -

9 - Intuition, ideas, concepts, creativity, options  -  1  -  2  -  3  -  4  -  5  -  lrr  -

0 - Evaluation, logical study, analysis  -  1  -  2  -  3  -  4  -  5  -  lrr  -

X - Provide service dedicated to interest of others  -  1  -  2  -  3  -  4  -  5  -  lrr  -

Y - Work with detail, data, records, inventory  -  1  -  2  -  3  -  4  -  5  -  lrr  -

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DATA: MIND ACTIVITY REQUIRED BY JOB

0 - Synthesize: holistic, conceptual, strategic  -  1  -  2  -  3  -  4  -  5  -  lrr  -

1 - Coordinate: plan, implement, manage procedures  -  1  -  2  -  3  -  4  -  5  -  lrr  -

2 - Analyze: investigate, research, experiment  -  1  -  2  -  3  -  4  -  5  -  lrr  -

3 - Compile: gather, classify, store information  -  1  -  2  -  3  -  4  -  5  -  lrr  -

4 - Compute: solve routine mathematical problems  -  1  -  2  -  3  -  4  -  5  -  lrr  -

5 - Copy: duplicate, transcribe, record, post  -  1  -  2  -  3  -  4  -  5  -  lrr  -

6 - Compare: recognize important factors for use  -  1  -  2  -  3  -  4  -  5  -  lrr  -

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Sensory/mental awareness of the big picture

APTITUDE: MENTAL, PERCEPTUAL, SENSORY/PHYSICAL

G - Analytical and or intellectual orientation  -  1  -  2  -  3  -  4  -  5  -  N  -

V - Literary and/or communicative orientation  -  1  -  2  -  3  -  4  -  5  -  N  -

N - Computational or analytical use of numbers  -  1  -  2  -  3  -  4  -  5  -  N  -

S - Mental/sensory awareness of the big picture  -  1  -  2  -  3  -  4  -  5  -  N  -

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A 23-30 page business appraisal contains a worker trait code analysis of an individual, with a narrative section, spider graphs, vocational section and educational analysis. The business appraisal can be used as part of the new hire process, internal promotions, career development/training, outplacement, job transfers, and re-organization.

An evaluation of an individual's profile compared to the specific job profile created through the MAPP™ process enables companies to appropriately match an employee to work that will be most efficiently done. This report gives a spider graph summary of the nine worker trait groups compared to a profile of the job to be filled, as well as a circle graph showing the individual's total percentage fulfillment of the 72 worker traits for the position. This report can be used as part of the new hire process or for internal promotions.

A people-to-job report sorts and ranks by percentage a list of people against a job profile, allowing for successful matching.

A jobs-to-person report sorts and ranks by percentage a list of jobs against an individual's profile.

MAPP™ provides proven methods of recruiting, with a system providing the best candidates for various business positions. It enables employers to assess prospects from entry level to executive level.(This system provides tools to make hiring decisions in compliance with ADA, EEOC, and OSHA rules).

Structure of MAPP™ Job Matching/Job Profiling Programs:

1. Consultation visit to determine needs and initiate Profiling Process
2. "Job Profile Sheet" is completed
3. Document sent to prospective employees with explanation of company objectives ("How to take MAPP™ on the Internet" steps to be delineated in above document)
4. Participant takes assessment online
5. Matching of results of appraisals to available company positions