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HRassessment is an efficient tool for the assessment and selection of key staff and managers, as it delivers reliable and convincing information that supports crucial personnel decisions. HRassessment offers the following areas of use:

Individual assessment This tool is used for the systematic analysis of a candidate’s individual abilities and skills relating to a specific job-profile. First, his strengths/weaknesses profile is drawn up and then compared with the job specification. The results of this comparison form a reliable decision-base for the employment of a candidate or for his particular development requirements. This approach is used in:

  • the selection of internal or external applicants
  • the identification of management or junior management potential
  • the justification of decisions about promotion or transfer
  • the implementation of individual career or development plans
  • the initiation of individualised coaching

Group assessment In a group assessment the skills and abilities of a target group, such as managers, sales staff, customer consultants, project managers, young professionals or trainees are evaluated for a specific job-function. In contrast to individual assessments, several candidates are evaluated simultaneously and selected line managers are included in the evaluation process. Group assessments are particularly recommended in connection with:

  • the selection of internal or external applicants
  • the identification of high potentials
  • the justification of decisions about promotion or transfer
  • the implementation of target group-specific career or development plans

Management audit The management audit systematically assesses the management skills at different management levels. During this process, not only the social and management skills are evaluated, but also the entrepreneurial attitude, business understanding and operational management competence are carefully analysed. The results of the assessments are presented in individual strengths/weaknesses profiles and in the form of comparable portfolios. The findings are then summarized in an audit report which includes detailed suggestions on how to proceed.

Development Centre With the Development Centre a group of employees at a specific level, such as management, sales, customer consultants, project managers etc. is assessed, and then linked to selected development action plans. This type of methodical combination allows the participants to develop the desired skills and behaviour during alternating sequences of training, assessment, feedback and coaching. The content of the training and development sessions is aligned with function-specific tasks and requirements, which results in a substantial increase in the learning level and benefit transfer.

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