Future-oriented personnel development
Recognizing potential, promoting talent, retaining employees – tasks that are more important than ever in view of demographic change and the increasing shortage of skilled workers that goes hand in hand with it, and that present companies with a wide range of challenges, some of which are new. We provide answers to pressing questions and show you how effective personnel development can succeed today and in the future.
Why resumes, interviews and gut feelings are no longer enough when it comes to personnel decisions
Experienced GmbH managing directors like to rely on their knowledge of human nature when selecting suitable candidates. However, anyone who relies solely on likeability, gut feeling and biographical key points when making personnel decisions will not receive a valid statement about how successfully a candidate will fill the new position. How can modern personnel diagnostics help to identify talents, record competencies and potentials and secure personnel decisions?
Whitepaper: Leadership Potential Compass
Scientific background to our unique procedure in potential diagnostics for executives.
Innovative potential and competence management with the affinity profile
Last year, the book “Innovative Potential and Competence Management” by Manuel Schuchna was published. It addresses a newly designed model for sound topic- and subject-specific personnel and aptitude diagnostics and provides the basis for personnel decisions based on affinity profiles.
We asked the author how he came up with the idea for this novel concept and why it has great significance for the field of diagnostics.
Whitepaper: Making better use of potential
Potentials are composed of several aspects such as basic skills, motives, orientations, values and affinities. They measure characteristics that are more fundamental than competencies and therefore have an effect throughout a person’s entire professional life.
Our new whitepaper shows how profound potential diagnostics can help with your personnel development and lead to the right personnel decisions.
Multifunctional development center for a global brand company
For the entire marketing area of a national subsidiary of a global branded goods company, we have developed a multifunctional development center.
In addition to the competence evaluation, the foundation for team development and realignment was laid at the same time. In this best practice, learn how you can use diagnostics and
development as well as create a successful team event.
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Talent management in the technical sales department of a branded goods company
This is a successful example of how a medium-sized company can
Talent acquisition strategy like a
Large companies plan and implement to find, select and motivate the best top talent for technical sales.
A Best Practice with Coca-Cola: Modernizing their Development Landscape
Together with Strametz, Coca-Cola HBC Schweiz AG is modernizing its development landscape. Why did the company invest in these developments?
10 success factors for your assessment center
In our new series of articles, we highlight 10 basic success factors for designing qualitative and valid assessment centers. In the first article, you will learn why a careful requirements analysis is the foundation, why it pays to distinguish between potential and competence, and how specific behavioral anchors enable a sound assessment.
Multimodal/multimethodical procedures of personnel selection
Multimodal/multimethod diagnostics is one of the most demanding methods in psychological diagnostics. A widespread and popular representative of multimethod diagnostics, as a procedure, is the assessment center.