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It was in one of my latest articles that I evoked the concepts of reliability and validity found in the results of the MPO personality inventory (Management et Performance Organisationnelle). The topics related to the performance of the management tool raised relevant questions concerning the difference between the “reliability” and “validity” of a test or personality inventory.

It’s possible to explain these two variables by relying on the analogy of the study of an apple. The “reliability” of those results represents the acidity level of an apple. We would be referring to a quantitative indicator. As for the “validity” of the results, it can only be measured after demonstrating that it is the acidity, and not the sugar levels in the apple, that is being calculated. Here, we are discussing a qualitative indicator.

The technical manual given to our analysts is THE reference explaining the origins of research undertaken by the psychometricians hired by Ngenio. It’s thanks to the mobilization of those specialists in the psychometric domain that the MPO solution has been successfully launched in 2008.

The very first source of inspiration was of course the legendary evaluation tool of the 16 personality factors (16PF). The development of the MPO solution was also based on a wide range of important works in the field of psychology. Notably Goldberg and his 5-factor model, also known as “The Big Five”, but also other researchers from the field including Costa, McCrae and Cattell.

The MPO solution embraces the norms representative of the North-American population since it was developed for English-speaking and French-speaking people. It also scrupulously respects the norms set by the American Psychological Association (APA) as well as the Canadian Psychological Association (CPA). What’s more, it is important to note that the MPO solution is perfectly within the orientation of the norms of the U.S. Equal Employment Opportunity Commission (EEOC) and the norms of the Commission des normes du travail du Québec (CNT).

To whoever might be interested, don’t be shy to ask from suppliers the results’ explanatory manuals to better understand the analyses and conclusions of their research projects. Indeed, when you do business with the Créacor group, the technical manual is presented to future MPO analysts to facilitate their understanding of results.

Our range of services and training allows our clients to significantly improve the management of their human resources and their performance within their businesses. The Créacor group has worked for several year with many satisfied customers, including Leucan:

“Since 2015, the MPO solution has been anchored into Leucan’s human resources management practices. It’s exactly thanks to this extremely reliable tool that we have a precise reading of the candidates’ profiles before hiring them.

Once the endowment process is complete, we give feedback on the survey results to the new recruit and many can testify to the accuracy of the results that were obtained.

The MPO solution also allows us to set up efficient action plans to facilitate the integration of new collaborators and develop the full potential of our organization’s talents.

This tool also helps our managers in better understanding the dynamic of their work team and better adapting their communication with each member.”
– Stéphanie Côté, Provincial Director, employee experience at Leucan

By betting on the transfer of knowledge, the Créacor group gives tools to its clients so the latter can reach full autonomy and achieve their business objectives.