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IPRA offers a wide
range of high quality, applied psychological services to organizations in both
the public and private sectors.
Type of Work We
Do
- design and implement selection and
recruitment systems
- assess individual, team, and work group
performance
- train and develop individuals, teams, and
departments
- measure and improve job satisfaction, other
employee attitudes, turnover, and absenteeism
- program evaluation
- workplace environment assessment
- consult on equal employment opportunity and
affirmative action issues
- conduct job analyses and training needs assessment
- organizational diagnosis and development
- measure and improve customer service and
satisfaction
- implement and improve work teams
- assess company image
- consult on occupational health issues
- assess and manage occupational stress
- consult on quality improvement issues
Some Recently
Completed Projects
Job Analysis and Development of a
Certification Measurement System
IPRA’s role:
IPRA was contracted to develop a job
certification process for a number of machine operating positions. IPRA
conducted job analyses to assess the knowledge, skills, and abilities
necessary to safely execute each job. Work samples and job knowledge tests
were developed for use in the training and certification of employees.
Retention and Recruiting Survey
IPRA’s role:
IPRA developed and conducted a survey to
assess the image of employers in the engineering job market as well as
factors related to retaining these employees in their current jobs.
Recruitment and Selection of Police
Officers
IPRA’s role:
The project team implemented a
research-based, best-practices approach to help improve the recruitment and
selection process for entry-level police officers. A recruitment plan was
created with the goal of diversifying and enlarging the applicant pool. A
job analysis was developed to identify the knowledge, skills, and abilities
needed for the job of police officer. Selection instruments and guidelines
for their administration and scoring were recommended to assist with
selecting the most qualified individuals for the job.
Performance Appraisal Evaluation and
Recommendations
IPRA’s role:
IPRA systematically solicited feedback
from employees about the performance appraisal system using focus groups
and surveys. Data were used to develop an improved, alternate performance
appraisal system.
Workplace Environment Survey
IPRA’s role:
IPRA began working with the Human
Resource Development department on the development of the Workplace
Environment Survey to assess employee attitudes. IPRA made recommendations
regarding survey content and formatting. A pilot survey of approximately
200 employees was conducted to assess the psychometric properties of the
survey. Based on those results, the Workplace Environment Survey was
re-designed. The revised survey was then administered. IPRA managed the
data entry vendor, performed psychometric analyses, assisted in the
development of a feedback guide, and presented overall survey results to
the company’s survey project team.
Development of a Test Reference
Library
IPRA’s role:
IPRA was contracted to create a targeted
test reference library, including a file folder for each personnel
selection test and a database that allows the test reference library
materials to be searched manually and electronically according to key
parameters.
Program Evaluation
IPRA’s role:
IPRA focused on the development and
operation of a community organization whose purpose is reducing drug use.
IPRA assessed "goal-directed" activities (i.e., activities that
aid constituent groups in meeting their goal of reducing substance use),
and "maintenance activities" (i.e., activities conducted to
maintain the vitality and integrity of the organization itself). One-on-one
interviews were conducted with key individuals within the organization.
Following the interviews, surveys were distributed. IPRA provided the
organization with a summary of all findings.
Effects of Recruitment Practices on
Applicant Quality and Diversity
IPRA’s role:
IPRA provided this organization with an
analysis of the effects of recruitment source on employee quality and
diversity. This was accomplished by analyzing application and performance
data from past employees to determine the relationship between recruitment
source (i.e., where they first heard about the organization) and measures
of applicant quality and diversity. IPRA also developed and administered a
recruitment diagnostic survey. Results from the survey were used to provide
recommendations regarding the characteristics of the organization that are
emphasized in recruitment procedures.
Organizational Evaluation
IPRA’s role:
IPRA conducted structured interviews of
employees in a state agency’s regional office to ascertain the
etiology of problems such as low morale, diminished productivity, anger
problems, burnout, distrust, and poor communication. IPRA summarized the
findings from the structured interviews, and provided recommendations.
Customer Satisfaction
IPRA’s role:
IPRA distributed a customer satisfaction
survey 119 customers of a financial institution. The purpose of the survey
was to determine customers’ perceptions of the level of service
provided by the information services branch of the organization and to seek
customer input regarding specific areas and suggestions for improvement.
The survey items assessed six dimensions of customer satisfaction
(courtesy, communication, competence, accessibility, responsiveness, and
technology). A section regarding special topics was included to gather
additional information about other aspects of service provided by the
organization. IPRA provided a summary of the results as well as
recommendations for improved performance.
Changing Problem Behaviors in the
Workplace
IPRA’s role:
IPRA was contacted by a state bureau of
employment services to train employees how to deal with problem behaviors
in the workplace. IPRA conducted a workshop which outlined how to identify
the source of the problem behavior, the role of communication, changing the
behavior, and legal issues.
360° Feedback
IPRA’s role:
IPRA was contacted by a state school
system to conduct 360° feedback assessment of
high school principals. The assessment instrument was designed to provide
principals with a profile of strengths and development priorities.
Teachers, parents, superintendents, and the principals themselves completed
the instruments, which were then summarized by IPRA. Personalized feedback
reports were delivered to individual principals.
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