human resource services
people are the greatest asset of an organisation
360-degree feedback
This is a method of feedback where a person, e.g. a manager, is assessed by colleagues who have various levels of working relationships with him/her. In case of a manager, for example, these are mainly his/her up-line manager, subordinates, peers (e.g. other managers he/she collaborates with) and cooperation partners. 360-degree appraisal can be viewed as a self-development tool, which gives diverse and compact feedback on a person’s competencies. As an outcome of the appraisal the person learns how his/her colleagues and partners understand him/her, gaining a picture of the strengths and areas in need of development as viewed by the person him/herself and others.
We will support you through working out the methodology of 360-degree feedback and carrying out the appraisal using the PsienceReport research environment. Following the appraisal we can step in as neutral participants to give personal feedback to the appraised person and draw up relevant development plans for the appraised people as individuals and as a group.
Job evaluation
Job evaluation is the basis of a fair remuneration system. It is a process determining the relative worth of each job within an organisation (to ensure internal and external fairness of the organisation). We use the method of analytical assessment (the Point-factor method) for job evaluation, focusing on the analysis of the presence and extent of four occupational factors in each individual job/job group: 1. formal skills required to fill the post; 2. characteristics of the job; 3. working environment; and 4. responsibility for an outcome.
Considering the sensitive nature of the topic, job evaluation requires thorough preliminary work and careful choices. We can carry out both job evaluation and preliminary job analysis (to ensure objective and relevant material for the evaluation). After completion of the job evaluation we will help you to create or review the whole remuneration system.
Coaching
Coaching is an essential tool for the discovery and best application of a person’s potential. A skilful use of the principles of coaching results in employees who are better satisfied with their professional and personal development, and also better satisfied managers, who gain time to dedicate themselves to strategically more significant topics by delegating more responsibility to employees through coaching. The outcome is higher professional performance at both individual and team level.
We will help you to develop a coaching system and provide support in training the coaches. We also offer companies an external coaching service. Our coaches have a background in psychology and/or sport, being suitable to coach both managers and top specialists. In the course of training and coaching sessions we focus on the cognitive-behavioural worldview and motivational interviewing techniques, combining them with various scientifically proven implementation models.
Supporting managers’ work with people
We offer managers both individual and group development programmes for work with people.
The individual programmes include: analysing your own competence as a manager, motivation management, informed management of your own resources. Individual sessions of manager support rely on the techniques of coaching, motivational interviewing and cognitive-behavioural therapy.
Group development programmes include: managers’ primary roles in working with people, putting together a synergy-creating team, conducting successful performance appraisals, conducting difficult discussions, giving feedback, managerial communication skills, manager as coach, managers’ skills in using motivators that produce the desired outcome, change management. Group training sessions combine different methodologies.
Competency models
Competency models help to define clear targets for employee development, and serve as a basis for employee evaluation, career development and often also for determining pay rates. Assessment is based on core competencies, identified by the organisation, which are expected to be represented in their employees. These are knowledge, skills and experience that ensure successful behaviour and define high performance. Competencies may differ between jobs, e.g. executive positions and positions requiring sales work. Therefore different competency models are developed for different jobs/groups of jobs in accordance with requirements of relevant positions. Depending on an organisation and organisational needs, different numbers of competency models can be identified (for example, it is possible to develop a competency model for managers only).
Psience will help you to create and develop competency models as well as carry out feedback evaluation.
Mentoring programmes
Mentoring is a valuable tool for supporting the induction of new employees, guiding employees in novel situations, transmitting the organisation’s principles, culture and values, and employee development (supporting employees’ career and acquisition of management experience). It is also possible to apply mentoring between organisations. Even when there are no designated principles and/or programmes for the application of mentoring, organisations still employ it ‘subconsciously’ without realising it.
When developing and implementing mentoring programmes, Psience relies on a cognitive-behavioural worldview. We will help you to develop a mentoring system for your organisation and train your mentors.
Motivation systems
The same activity can motivate people in different ways – it can initiate a desire to develop, to earn more, to belong, to achieve, to gain security, etc. At the same time, forces that drive people’s actions change in time, depending on different needs arising at different levels of their development. However, in everyday life we have to find motivators that would make a larger number of people behave in a certain way – to make children eager to go to school and adults to go to work, etc. Psience will find the right motivators by combining different theories and systems. If necessary, we will also conduct a motivation survey before adopting a system. We believe that along with material motivators, non-material and intrinsic motivators are also extremely important. We think that the greater the overlap of the value systems of a person and the organisation, the greater the effort and dedication the person contributes to his/her activity, and through that also to the success of the organisation.
We will help you to create motivation systems within your organisation and also find viable solutions in everyday life (e.g. in work with children and adolescents).
Organisational culture and values
Knowingly managed culture is often one of the greatest sources of hidden resources. Organisational culture is a system of shared values and norms, views and opinions about the organisation and how its members should function. Organisational culture helps to create the feeling of identity, to attract and keep good people; it establishes unambiguous standards, rules and trends of behaviour. Knowledge about the essential values of the organisation and its members allows creating suitable systems (e.g. a motivation system) and satisfaction of mutual needs – the greater the overlap between the mutual needs of an employee and the organisation, the easier it is to achieve best solutions through an enjoyable working process. Conscious dealing with values ensures an organisational culture in which things work equally well in word and deed, where there is a greater spirit of cooperation and a stronger sense of ‘us’, where employees are characterised by high motivation, dedication and performance.
We will support you in mapping organisational values as well as in working out suitable solutions for creating, strengthening or, if necessary, changing the desired values, and through them your organisation’s culture.
Recruitment
The right people in the right jobs are the prerequisite for success. We specialise in recruiting both specialists and managers, using open recruitment as well as targeted recruitment. At all stages of recruitment we attach importance to the psychological code of ethics and scientifically proven methods. We use personality tests and job-specific tests developed by Psience psychologists to test candidates. Our recruitment package includes:
- analysing the area of activity of the client
- analysing the job and agreeing about the employee profile
- agreeing about the recruitment channels
- compiling, designing and publishing the recruitment advertisement
- collecting and analysing CVs and other relevant documentation, evaluating candidates (interviews, specialisation-specific tasks, testing)
- introducing the candidates who have reached the final round to the client
- conducting background studies
- compiling an induction programme
- agreeing on the instruments of probation completion
- drawing up the structure of the probation interview and recording the results.
We will be your partners whether you need the full recruitment package or its individual elements, depending on the specific character of your search. We also offer job and career counselling and assistance in human resource planning (including relocation of people in the organisation).
Human resource appraisal and development
One of the most important motivators for adults is their development. To ensure the best development opportunities, organisations cannot escape assessing people. Appraisal, on the other hand, instils fear. How to find appropriate assessment instruments and guarantee a reasonable assessment process that suits both participants? How to ensure the best balance between appraisal and development methods? How to arrive at the real training needs of a person (including how to get to the core training needs of different types of people)? How to make sure that what is offered meets the needs of the most talented employees/employees with most potential and supports their stay in the organisation?
From psychological and scientific points of view Psience offers assistance in the following areas: the planning of human resource appraisal, including the selection of efficient methods of assessment; carrying out performance appraisals to ascertain actual training needs; work with different types of people; work with talent; testing for human resource development; career management (including compiling human resource development plans); mapping employee potential and planning possible relocation within the organisation (including support in the planning of rotation); planning the succession of managers and top specialists.