A number of assessments are done at a company-level: areas for improvement, organisational culture and satisfaction and commitment of employees. Each of these is conducted in a number of ways and they are always done keeping in mind the needs of the company and the general plan for future development. One option taken is consultants gathering information from key representatives of the people in the company through structured interviews. Another option involves employees as active participants in the assessment and analysis. This is when group work is used, which is similar to a working focus group. Occasionally the method of surveying employees is used.

Although there is an entire range of licenced questionnaires or packs for the needs of specific companies, clients are more interested in the licenced online tool ‘Quantified company’, which allows participants to determine measures of assessment and rate them themselves.

It is important that these assessments serve as a base from which to establish development goals in our projects or in internal company development and plans for change. Carefully conducted and objective assessments of the development needs of a company also allows for a retest to take place after the services or have been provided or project has taken place, in order to measure the effects of the work.

An assessment offers a structured approach to establishing relevant information on business or leadership competencies, psychological characteristics, motivations and aspirations of the employee. The aim is to gain information on the capabilities and possible limitations of the employee, through a precise prediction of their personal success and the team success. It is intended for companies where there may be some hesitation over whether someone is ready to be promoted, whether someone is in the correct role or needs to redirect their career path, in what direction a person should develop and aim towards. In other words, how to manage employees,  how to form teams and optimise the organisational structure.

The methodology gives the interviewer a structure based on competencies, tests and group exercises looking at case studies, where certain characteristics, beliefs and capabilities are demonstrated. Our team is also accredited for the use of online business simulations where the participants run the business of a virtual firm as a group, in which each person has their role, and the teams are each other’s competitors on the market.

Beside assessment center, we do “360 degreee” asessment as well, with instrument that H.art consultant have develop. It involves integration of data collected from supervisors, peers and/or direct reports, which are being compared with self-assessment.