MRP (PEOPLE AND BUSINESS) THEORY

Mind Reengineering and Purpose (MRP) theory is the process of identifying and enhancing the performance and productivity of people and their businesses. It was developed by Jeswills Eleke, a human development theorist who, for the past 20 years, have been studying the complexities of the mind and how it affects our personality and output – with the aim of enhancing who we are.

For the MRP basics, we understand that the mind controls our learning, conviction and decision-making, while our strengths and weaknesses form our personality. Our uniqueness is not just found with our fingerprints but the collaboration of our mind-personality produces a unique signature which affects our learning, conviction, decisions and commitment.

GDI PERFORMANCE EVALUATION

An organization’s greatest strength or weakness lie within their workforce. As the MRP science has identified that every person has their unique signature, which when correctly applied in the workplace will significantly impact on their performance, productivity and commitment. We look at this signature and it guides our evaluation and recommendation.

Our evaluation looks at the following:

1. Job fitness
   1. A signature can tell a person’s attributes then we will compare it with their job description to determine their job fitness.
2. Workplace commitment
   1. Many factors affect one’s commitment to work. This can be measured with our metric and scaled 1 to 10. Our scale is designed to easily identify joints for improvements.
3. Communication parity
   1. Information can be false if it is shared through others incapable of understanding it correctly. Each person’s mind frequency can determine their comprehension with one another. Through this we can measure communication equivalence and advice.
4. Decision-making skills
   1. An adult makes 25,000 decisions on the average daily. This means how we make decision is critical to how we perform tasks. Our system is able to place tests to determine the quality and speed of a person’s decision-making skills. The test itself can help improve their decision-making skills.
5. Vision clarity
   1. The clarity of corporate vision is individually interpreted by employees and their interpretation forms their opinion about work – this affects their work. A clear vision can spur higher commitment.

Summary

Our employee’s performance evaluation system identifies and recommends detailed enhancements needed to advance work efficiency and effectiveness.

GDI CORPORATE APPRAISAL

Three things mainly define an organization; vision, structure and workforce. We have a business model that can be adjusted to fit the peculiarity of an organization.

1. Vision: It is necessary for a corporate vision to align with the founder’s signature and should be elaborately spelt and written in plans and manuals to ensure successive development.
2. Corporate Structure: We have narrowed down 18 sections for a robust corporate structure which ensures growth and stability.
3. Workforce: A great team make a great company. There are several factors that affect teams and groups in an organization – we are able to measure collaboration and recommend how to improve workforce performance.

Summary

The GDI Corporate Appraisal takes into consideration vision, structure and workforce and by our metric, measure void found in these three. Voids may be defined as untapped potentials.

GDI BESPOKE TRAINING

We have two types of courses for companies.

1. Employee Development Course (PD200)
   1. The PD200 course offers improved learning ability, critical thinking skills, selective therapy and overall comprehension examination.
2. Executive Development Course (PD400)
   1. The executive course is mainly focused on organizational structure, operations and few intrinsic systems that ensure corporate growth is sustained.

Summary

Both courses are rigorous and were developed to stimulate management and non-management members’ performance and productivity.