Class Description	Class Name	Image Perspectives	Facets	No. of Qs
A twelve-facet class for people in a management/leadership role in a production organization who would benefit from comparing their self-assessment with those of their boss and their subordinates.	Mgt-12	SELF BOSS SUBORDINATES	Delegation Coaching Tutoring and Training Counselling Leadership and Decision Making Problem Solving Teamwork Communications Trust Personal Characteristics Safety Conflict Handling	120
The mgt12 HIPSYS Class was used as a base and adapted to produce a class for Production Engineers (prodengr). The structure was changed to include four response groups as shown in the third column. This was because Production Engineers at some mines interface with all Shift Supervisors and with each other. The prodengr class has nine facets. You will notice that it includes six facets from the mgt12 class plus three new ones.	prodengr	SELF COLLEAGUES Supervisors Peers SUBORDINATES	Delegation Counselling Problem Solving Communications Safety Conflict Handling Organisational Awareness Assertiveness Honouring Sponsors	90
BMPI (Base Metals Processing Incorporated) is a class developed for an ore processing company with a unionised workforce. It can be applied to other production organizations with a unionized workforce. To apply it to a production organization with a non-unionized workforce, simply delete the Facet on Industrial Relations and Enterprise Bargaining and Save it to a different name.	Bmpi1	MANAGEMENT Managers Superintendents SUPERVISORS Foremen Engineers Other Professionals WORKFORCE Production Maintenance Other Workforce	Communications Induction, Safety and Training Industrial Relations and Enterprise Bargaining Job Satisfaction Management Performance Development Security and Trust Supervision Work Organization Work Relations Future	110
As a consequence of conducting the bmpi1 HIPSYS, several organisational changes were instituted. This necessitated a restructure of the HIPSYS for the following year, including the component groups in the image perspectives of SUPERVISION and WORKFORCE and some questions on Teams that were included in the Future facet. The class was then renamed bmpi2.	Bmpi2	MANAGEMENT Managers Superintendents SUPERVISION Foremen Other Supervisors WORKFORCE Ore Processing Ammoniacal Solvent Extraction (ASX) Gas Plant, Power House, Nickel Other Workforce	Communications Induction, Safety and Training Industrial Relations and Enterprise Bargaining Job Satisfaction Management Performance Development Security and Trust Supervision Work Organization Work Relations Future/Teams	110
A class used by some government departments was adapted to create four classes with different structures according to the interfaces individuals had with different response groups (e.g., Peers, Internal Customers, External Customers, etc.), but all examined the same facets with the same questions.	govt	SELF BOSS DIRECT REPORTS	Strategic Leadership Team Management Delegation Client Service Focus Communications Managing Change Performance Management and Development Managing for diversity	65
A large sugar-milling organisation needed to remain commercially viable in the face of some harsh changing realities. To help it keep in touch with the concerns and perceptions of its employees and the cane growers whom it exists to serve, and manage its corporate image, this HIPSYS class was created from scratch.	sunsugar	SELF IMAGE Management Supervisors Workforce PROJECTED IMAGE Board Employees PERCEIVED IMAGE	Leadership Accountability Decision-Making Resource Utilisation Communications Organisational Climate	56
The CEO of a large manufacturing company decided that he and all his managers, 74 in all, would undergo a HIPSYS to see how they were behaving in terms of the Code of Values that he had established for the organisation. This class was created to achieve this. It had four different structures to cater for various interfaces (the CEO had no peers and some others had no subordinates, etc.). But, here again, all examined the same facets with the same questions.	CodeVal	SELF BOSS COLLEGAUES Peers Subordinates	Safety Respect Teamwork Communications Issues Above the Line	60
Seven industrial chemists work in the laboratory of a metalliferous mine. Operators from the processing plant bring them samples of ore for them to assay. They give the results to their internal customers in the processing plant so they may blend and process the ore to produce the concentrates which meet the specifications of the mine.s external customers.To reinforce their strengths and explore areas for personal and professional development, this class was customised to examine the issues they wanted to explore.	labtech	SELF COLLEAGUES Boss Peers PROCESSING PLANT Operators Customers	Attitudes Standard of Work and Service Teamwork Trustworthiness Expected future Conflict Handling	62
Organisations that aspired to gain accreditation as an organisation that invests in its people had to undergo an audit to see whether they met the appropriate and stringent criteria. It was assumed that such an accreditation would enable it to attract and retain high-calibre employees. This HIPSYS Class was developed around those audit criteria to prepare the organization for that audit.	hip-ip	SELF IMAGE PROJECTED IMAGE PERCEIVED IMAGE Managers Consultants Support Staff	Commitment Communications Development Needs Employees Contributions Equality and Evaluation People Development Training and Development Vision and Purpose	80
As a consequence of the hip-ip HIPSYS intervention above, the organization developed an action plan that included restructuring and making its consultants external contractors Consultants were then deleted from the PERCEIVED IMAGE image perspective and the HIPSYS class renamed hip-ip2. The facets and the questions remained the same as in hip-ip. Its Perceived Image went from 58% positive to 85% positive within seven months.	hip-ip2	SELF IMAGE PROJECTED IMAGE PERCEIVED IMAGE Managers Support Staff	Commitment Communications Development Needs Employees Contributions Equality and Evaluation People Development Training and Development Vision and Purpose	80

In some cases these HIPSYS Classes will save you reinventing the wheel. However, please remember the value of HIPSYS, from both the client.s and the consultant.s perspectives, is in its flexibility. Users are encouraged to adapt these classes (image perspectives, facets, questions) and/or create new ones to meet the specific requirements of their clients and be more relevant to the organization.s character and culture.

The HIPSYS Users’ Handbook will show you how to do this. It may be downloaded from:

www.hipsys.com

Clients are invariably impressed with the value a consultant can give them through customising HIPSYS to their particular needs. See the Testimonials on our website. When a consultant/facilitator learns to master the program and appropriate methodologies, the results give value to the client and serve to enhance the consultant.s professional image.