About PSIT

PSIT (PSychology + IT) is a Digital Perception Mapping Platform. Via APP records, anonymously and dynamically, team member perceptions of defined factors that contribute to the business results. After analysis, the algorithm returns with a detailed average score as well as positive feedforward tips boosting the individual to evolve targeting a High Performance status. This same platform communicates to the organization via web, always collectively, thus anonymously, the degree of evolution and provides guidelines and suggestions for adjustment if needed.

People Analytics e Agile


Using People Analytics and Agile as top principles, PSIT has a Cloud-based HR algorithm that enables individuals to dynamically register and collect perceptions related to certain dimensions and factors, it also continuously offers Feedforward guiding them towards a High Performance status.

feedforward


PSIT informs the organization in an anonymous way, perceptions organized by dimensions and factors filtered by topics as: business unit, department, area, period of time, gender, etc., enabling them to make comparisons and analysis. It also offers to the organization a pack of feedforward which drives them reaching a High Performance status.

Conceito Sistémico


It adopts as principles: Systemic Concept, Effectiveness of Perceptions and Feedforward. The last one, as being a possible way to drive the organization to growth as uses present to drive the future in a promising way, considering aspects to be improved all over the journey.

triangulo

Figure illustrates a trihedral with three dimensions of analysis (Action, Connection and Knowledge) starting from score zero (in the base) and can reach up to score five (at the top) representing the fourth dimension or High Performance Status.

A given set of scores will form a secundary and smaller trihedral. This one will be compared to the ideal and, by Artificial Intelligence, a set of feedforward (tips) will be provided reducing the GAP created, leveraging so the individual and team towards high performance.

The Organizational Evolution

Organizations clearly understand that individuals, along with processes and products, play an important role in the quality of values proposed by them and regularly direct efforts and investments in this direction.

Organizations also aim to keep employees engaged, pursuing top business results, acting based on their values, creating a healthy and creative atmosphere that favors problem solving in a courteous and integrative way. Tools are applied in this direction, some of them are: performance evaluation, organizational climate survey, promotion of feedback sections, among others. In the Spotlight, performance evaluation occurs in companies in a given period of the year and most of the time, with 360 degree coverage. It usually uses results to rank individuals competences or even as a merit instrument as part of wage progression. Afterwards evaluations being issued, managers and subordinates are invited to hold feedback meetings, structuring an individual development p (IDP) that usually reinforces the negative points and gaps identified.

The Organizations invest time and energy in order to track this circuit, ensuring individuals receive eventual criticisms and positive inputs promoting their individual development aiming to improve in the following year. It´ll enhance their contribution day-after-day leveraging business success.

As a rule, this process brings with it vices that turns it more complex or even avoid process to happen as planned, some of them are:

- it has a static mode, usually once a year

- it is focused on negative points or gaps with a very small emphasis on positive aspects

- it immense difficulty of generating an open feedback section between evaluated and evaluator as it often creates discomfort of both sides, low effectiveness and minimum transparency

PSIT came to change this routine giving much more dynamism !

botao-apple
botao-google
triangulo

Figure illustrates a trihedral with three dimensions of analysis (Action, Connection and Knowledge) starting from score zero (in the base) and can reach up to score 5 (at the top) representing the fourth dimension or High Performance Status.

A given set of scores will form a secundary and smaller trihedral. This one will be compared to the ideal and, by Artificial Intelligence, a set of feedforward (tips) will be provided reducing the GAP created, leveraging so the individual and team towards high performance.

The urgency of Organizational Evolution

Organizations need to understand that individuals, along with processes and products, play an important role in the quality of value deliveries proposed by them and regularly direct efforts and investments in this direction.

The organizations aim to keep all their employees engaged in the pursuit of business results, acting based on their values, creating a healthy, creative environment that favors problem solving in a courteous and integrative way. Tools are applied in this direction and contemplate in its business processes, some of them are: Performance Evaluation, Organizational Climate Survey, Feedback sections among others. In the Spotlight, Performance Evaluation occurs in companies in a given period of the year and most of the time, with 360 degree coverage, usually its result is linked to a ranking criterion of the individuals competences or even a merit instrument that may be part structure of wage progression. Following the evaluations, managers and subordinates are invited to hold feedback meetings, structuring an Individual Development Plan that seeks to reinforce mainly negative points identified in the evaluation and, above all, to improve the identified gaps.

The Organizations invest time and energy in order to track this circuit collecting, evaluating and handling a set of criticisms and praise received promoting an individual development plan aiming to get in the following year a superior evaluation creating a growing trend of higher contribution day-after -day aligned to the business success.

As a rule, this process brings with it divers vices that turns it more complex or even avoid process to happen as planned, some of them are: usually it just take place once a year, it is mainly focused on negative points or gaps with a very small emphasis on positive aspects and the difficulty of generating an open feedback process between evaluated and evaluator. Feedback always creates discomfort of both parts. In addition, usually the process does not assign responsibilities and often leaves the company as responsible for such development journey reinforcing a certain ease of its employees

botao-apple
botao-google