Personnel and Management Audit, Assessment Centres/ Development Centres, evaluation of teams, and work climate analyses etc. are used when companies merge or restructure themselves; in case of a change of the owner; upon modifications of a strategy and a business plan; upon mapping of capacities of human resources in a company; when company’s performance needs to improve; upon selecting new employees from internal resources; upon planned company slim down etc.

PERSONNEL AND MANAGEMENT AUDIT enables you to determine whether the organisational structure, distribution of powers and responsibilities, roles within a team, qualification and personality of employees and managers meet the company’s needs, strategies, and objectives. It helps you get objective picture of the company and utilisation of human resources. The company gets information on capacity of an individual and, also, on capacity of a certain group to function as a well-coordinated team. On the basis of audit results you can take further steps in the area of HR to better define your needs concerning the recruitment and selection of new employees, and to plan further training.

WORK CLIMATE ANALYSIS

Above all, it is focused on the level of identification of employees or teams with corporate objectives, on their satisfaction and motivation. It always requires close collaboration with company senior executives and top managers; data is acquired via personal interviews and through structured questionnaires.

EVALUATION OF TEAMS AND INDIVIDUALS

Evaluation is carried out according to the specific needs of your company or department (evaluating of administrative, technical, sales positions etc. differs). In this case the assistance of the company’s top management and senior executives is also necessary. Evaluation systems are based on needs of employees to get feedback on their performance, on perception of their efforts to meet corporate objectives. Apart from other things, it provides feedback to managers on how they are perceived by subordinate staff members or their team. The company is getting a tool for personnel planning, rewarding, and further development of its employees.

ASSESSMENT CENTRE (AC) - DEVELOPMENT CENTRE (DC)

Assessment Centre is a method of evaluation of candidates, focused on selecting the most suitable one for a given job. It is used upon selection of new employees from external resources for a newly created position, and, also, upon internal selection of employees for a different or a newly created job. It consists in model situations that are able to identify capacity for a given job. Furthermore, in cooperation with psychologists (our external colleagues, with whom we maintain long-term collaboration) we focus on profound and complex identification of work and personality traits of candidates.

Development Centre is a method focused on identifying the capacity of company’s own employees. It documents the capabilities of people inside a department/company which they already have at their disposal. Development Centre is used especially for the purposeful individual development of employees; for mapping of needs concerning further training; for identifying capacity for new jobs, new tasks, and new objectives. The Development Centre method is also used to strengthen team cooperation in new tasks, to get to know a new team and to weld it together.

The principle of the Development Centre method lies in the work of participants in model situations, in which it is possible to keep particularly required skills under review. These skills are evaluated not only by internal evaluators (mostly company’s personnel managers) and external assessors (our employees) but also by the participants themselves. The objective of Development Centre method is to acquire information on the qualities of participants or teams and, also, to strengthen cooperation within a team.

DEVELOPMENT OF MOTIVATIONAL AND BONUS SYSTEMSA motivation system is an area that requires appropriate attention. Setting up the system correctly ensures that the kind of behaviour desired by the company is justly rewarded. One of the main components of the motivation system in a company is the bonus scheme. Many companies reward their employees with bonuses for average results. This not only leads to loss of money but also to the demotivation of employees who realise this fact. Naturally, bonuses are not the only motivation available, there are many other incentives, combinations of which can be tailored for each company.