ISPA consult has focused on a specific segment of the ongoing HCM discussion: on the development and application of the PCI ("Personal Management Champion Index"), a revised and modified version of the HPI (Human Potential Index). Both indices, the older HPI and the newer PCI, are indicators of the contribution of personnel to the financial success (see figure).
Fig.: Presumed Connections between HCM and Business Value Added
It is intended to identify those personnel-relevant individual measures which have the relatively strongest influence on the financial success of the company and are therefore particularly suitable as starting points for personnel management in order to improve the financial success of the company.
In order to determine its company-specific HPI value, a company only needs to complete a completed online questionnaire. The evaluation and calculation of the HPI value took place externally according to predetermined transparent rules, either as an absolute value (score) and / or as a percentage of the achieved peak value.
The fierce criticism of the HPI (read in the extensive literature on this) has led ISPA consult to adapt the procedure without abandoning the guiding principle. The result is designated as PCI to distinguish it from HPI.
The following procedural changes are the following:
- Adaptation questionnaire by deleting and supplementing individual questions;
- Compulsory quality assurance of the self-collected data by external auditing;
- Instead of orientation at the actually reached peak value (= 100%), orientation at the maximum possible peak value (= 100%);
- Complement the management view expressed in the completed online questionnaire, through
the employee's view;
- Other procedural changes (e.g., reporting).
Each company can have its PCI value determined within a very short time, regardless of industry affiliation and operating size at the chosen date. At the same time, it provides important information on how the calculated PCI value could be improved in the future.