Evaluation and Consulting
For us, good advice results from a mixture of methodological competence, specialist knowledge, experience and operational implementation strength. We always see a proper evaluation as the basis of our work: We want to understand before we develop solutions. Only then can our experience from consulting and our knowledge of current research results be combined into valuable impulses. We are happy to set ourselves complex tasks, because most problems are networked and cannot be solved with simple „off-the-shelf“ solutions – at least then not if the success is to last in the long term.
Process Consulting
grasp, understand,
propose, implement
Thanks to our many years of experience in the field of personnel management (and beyond) and based on our cumulative knowledge of various organizations and their success drivers, we are happy to provide advice if internal processes are to be optimized or modernized. An outside perspective often helps to identify factors that contribute significantly to success, but which could be optimized. Each case is different and poses new questions for everyone involved. We are specialists in quickly grasping complex issues and pointing out concrete possible solutions. We not only create individually effective concepts, but also implement them operationally on site if desired.
Executive Sparring
Speak out the truth, offer solutions
Due to their exposed professional position in everyday life, some people often only receive very seldom or only pre-filtered feedback about their personal behavior. Outstanding technical skills and/or proven high management potential often override deficits in interpersonal dealings. At the request of these people, we use valid aptitude diagnostic instruments to show development areas that are no longer discussed with them in the context of purely operative business processes, even though it would be important for the continued successful completion of the tasks. So we also tell the truth to actors above a certain hierarchical level – appreciatively and at eye level.
Competency Models
Not just „either-or“
Competency models form an appropriate basis for recruitment, selection, development, career advice and planning, and for performance appraisal.
Together with our customers, we create such competency models that, on the one hand, reflect the principles of the personnel strategy formulated by the company management, and, on the other hand, allow the described competencies to be appropriately translated into concrete requirement profiles. We prefer approaches that are not just rigidly based on whether a competence is fulfilled or not. Rather, the focus should be on how the individual development of a competence is to be evaluated in terms of content.
Requirement Profiles
Understandable profiles with solid metrological anchoring
Together with our customers, we develop company and task-specific requirement profiles that are not only formulated in a comprehensible manner, but are also firmly anchored in measurement technology. On the one hand, we rely on a wide range of empirical knowledge and at the same time use recognized models from science. The starting points for the formulation of such requirement profiles are, in addition to existing competency models, basic job-related suitability criteria that have emerged as success factors for specific jobs on the basis of empirical research.
Preselection-Systems
Tailor-made construction based on empirical findings
When combining suitable pre-selection instruments into pre-selection systems, we focus on the individual needs of the customer. We develop tailor-made solutions in a partnership-based dialogue, taking into account as many factors as possible that are relevant for the selection. We reflect the results both on the requirements formulated by the customer and on individually collected standardization data or on empirical findings based on our many years of experience in research and practice.
Talent-Management
Discuss talents, discover abilities
Not only in times of staff shortages, the early recognition of existing talents within the existing workforce is of great value. However, the professional exploration of this knowledge is often only implemented in a semi-structured manner in operational practice or is forgotten. Some talents and abilities of people are not obvious and are not always fully revealed through random observations in everyday life. We advise our customers on how existing talents can be recognized in the company and thus lay the basis for structured personnel development planning based on valid findings.
HR-Solutions
HR business partnership, but not only on the business card…
It is a well-known fact that the staff is the driving force and capital of every company. It is important to increase the profitability of the entire organization by increasing productivity and performance in the HR environment and thus bringing the term „HR business partnership“ to life. Well-founded experience in the field of human resources, combined with the use of modern personnel instruments, enables us to respond to the different requirements of the organization. Based on our methodological competence and our accumulated expertise, we advise our customers on the introduction of individual, sustainable and at the same time practice-oriented solutions in the HR area.
Diagnostik-Workshops
Standards of professional assessments
As is the case for every profession, there are generally applicable standards for professional diagnostic assessments. These standards are reflected in the specifications of DIN 33430 (German) and ISO 10667-1 and ISO 10667-2 (international), which have been binding for years. They are based on cumulative methodological knowledge, which results in a canon of recommendations for action in the case of job-related assessments. Tailored to concrete, operational requirements, we convey this knowledge to our customers to optimize the quality of their own personnel decisions, but also set individual priorities on request.
Interview-Training
Exploration in Interviewing
The exploratory interview is more qualitative than quantitative. It lives from the individual understanding of the interviewee and places less value on a scale-based processing of standardized catalogs of questions. The concept is based on important findings from work psychological research and recognized techniques for successful interviewing. The method is easy to practice and can be used immediately after training. It can significantly increase accuracy when selecting applicants. The training is aimed at HR managers at all hierarchical levels.
Exploration-Training
understanding people in everyday (business) life
During informal discussions, HR managers can quickly grasp the personal motives, wishes, talents and strengths of others. The focus of the training is firstly on the type of such a conversation, secondly on asking questions in the right places and thereby deepening the diagnostically relevant statements and not just supposedly „exciting“. Third, the explored content should be able to be assigned to the criteria considered relevant without having to edit a standardized catalog of questions.
The training is mostly aimed at managers who use day-to-day operations as a space for exploratory talks and want to sharpen their personal assessment of talents and possible career paths when reporting to them.