Diagnostic and feedback processes as the backbone of excellent personnel development
Total Quality Management, ISO 9000 ff – the quality of products and services is an important issue for companies. When it comes to attracting, choosing and developing talent and/or the managers of tomorrow, however, the standards are often lower. And yet the wrong personnel decisions can cost companies a great deal of money and create image problems for them on the personnel market.
As a result, it is very important to use appropriate diagnostic procedures and tools that are customized for each company’s strategy and culture – such as psychometric tests, structured interviews, assessment centers and development centers – and to offer regular reflections and feedback in the form of individual year-end meetings, team supervision and 360° feedback.
All of these things generate the necessary information base and forecasting tools to make accurate, reliable statements about the potentials and/or skills to be developed, thereby intentionally orienting talent and management development toward the employee’s personal abilities and interests as well as the company’s needs.
Our consulting approach
Our approach is shaped by the firm conviction that PD succeeds by working with the existing potentials and personal strengths of employees/managers, and by developing these within the respective company’s area of expertise rather than concentrating only on the existing deficits.
As a result, there should be a clear understanding of the competences that are critical to the company’s success, and an understanding of its corporate values. We help you build and operationalize these competence models.
We see personnel diagnostics as an integral component in choosing and supporting personnel within the context of the company’s objectives and strategies. These tools are the building blocks in an integrated personnel selection and development process that is embedded in the customer’s HR system.
