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Assessment and Development

We have extensive experience in the implementation of projects from the following fields: Assessment & Development Centre, 360 degree feedback, training, coaching and outplacement.

Assessment/Development Centre

A method that allows to make an objective assessment of staff competencies as well as to identify their professional potential and competency gaps.

Advantages of the cooperation:

  • HRK’s proprietary methodology which is based on business-oriented tasks tailored to the needs of a company

  • A team of more than 30 experienced consultants who support the Client – get to know our experts

  • HRK's own infrastructure that makes it possible to carry out even the largest and most complex projects

  • A guarantee of success – HRK completed 180  successful AC/DC projects, and 14,000 people were surveyed

Possibilities of using the Assessment Centre method:

  • RECRUITMENT GOAL

To what extent does the candidate meet expectations of the organization in terms of competencies?

  • COMPANY RESTRUCTURING

How does the professional potential of employees manifest itself in the event of job changes and optimization of resources with regard to a new strategy of the company?

  • RECRUITMENT FOR DEVELOPMENT PROGRAMS

Who should be qualified for a development program in the company?

  • COMPETENCY AUDIT

What are the causes of a drop in sales and a low level of employee engagement?

Possibilities of using Development Centre

  • DIAGNOSIS OF DEVELOPMENTAL NEEDS OF EMPLOYEES

What employee competencies should be developed so that employees perform tasks in specific positions more efficiently?

  • CREATING STAFF RESERVES AND CAREER DEVELOPMENT PATHS FOR EMPLOYEES

Which employees have the potential to perform new roles in the organization? How to qualify them for talent management systems or create reserves for key positions?

  • MEASUREMENT OF COMPETENCIES BEFORE AND AFTER THE COMPLETION OF A DEVELOPMENT PROGRAM

What was the ROI of the investment in training programs?

360 Degrees feedback

In the process of 360 degrees assessment, an individual employee or a group of employees receive feedback on their functioning at work from other people who work for the organization.

Advantages of the cooperation:

  • Developing training manuals and materials for daily work along with participants of training
  • Emphasis put on practical aspects

When to propose 360 degrees feedback?

  • CREATING CAREER DEVELOPMENT PATHS

What are strengths of particular employees, and what barriers restrict them?

  • COMMUNICATION ASSESSMENT IN AN ORGANIZATION

What are the shortcomings of communication within a company or in relationships with its customers? What is the quality of relations between employees?

  • MEASUREMENT OF EFFECTIVENESS OF TRAINING

How efficient is the training system used by the organization? What is its contribution to the development of employees' qualifications?

Training programs

By supporting its clients in building personnel management systems, HRK conducts training sessions that are "made to measure" the needs of companies.

Advantages of the cooperation:

  • HRK employs experienced coaches who are holders of certificates issued by the International Coach Federation or the International Coaching Community and who effectively support individuals and organizations in the process of attaining results. 

Types of proposed HR training programs:

  • TRAINING IN THE SCOPE OF EFFECTIVE RECRUITMENT

Key traps of the recruitment process ● Identifying professional competencies for a vacancy ● Biographical interview techniques ● Competency-based interview techniques ● Techniques of verifying product and industry knowledge ● Diagnosing the motivation of candidates

  • TRAINING IN THE SCOPE OF ASSESSMENT AND DEVELOPMENT CENTRE

Objectives and assumptions of the Assessment/Development Centre methods ● Types of tasks used in the Assessment/Development Center methods ● Rules of organizing and monitoring sessions ● Methods of assessing competencies and tips on how to avoid mistakes ● Ratings integration ● Principles of preparing reports ● Providing feedback to participants of the AC/DC sessions and internal customers

  • TRAINING IN THE SCOPE OF COMPETENCY-BASED INTERVIEW

Types of interview and the legitimacy of their use depending on the purpose ● Identifying and defining competencies ● A structure of a conversation based on competencies ● Types of questions asked

  • TRAINING IN THE SCOPE OF EFFECTIVE COMMUNICATION AND COOPERATION BASING ON THE INSIGHTS DISCOVERY METHODOLOGY

Support in building greater self-awareness, defining a preferred style of action and communication ● Improving personal style of communicating with other team members, including during job interviews ● Understanding the differences of communication of other people, including candidates for the job ● Emphasis on good principles of cooperation with other team members ● Support and guidelines for further professional development

Other training programs

•     Training in scope of providing feedback and evaluation of employees

•     Training in the scope of outplacement processes for HR departments

•     Training in the scope of motivating employees

•     Training in the scope of handling difficult business situations at the stage of organizational changes

•     Training in the scope of coaching conversations for managers

•     Workshops dedicated to constructing simulation tasks for Assessment Centre sessions

•     Workshops dedicated to HR departments aimed at supporting talent management processes

Coaching

Professional coaching leads to the roll-out of resources needed to achieve currently important professional or personal goals. These objectives are established together by the company and the participant of the coaching session, and should be consistent with the values and strategy of the organization. For organizations, coaching is a tool that helps in building commitment, responsibility and a culture that is focused on employee development and open to change.

Advantages of the cooperation:

  • HRK employs experienced coaches who are holders of certificates issued by the International Coach Federation or the International Coaching Community and who effectively support individuals and organizations in the process of attaining results. 
  • The first session is free of charge – a Client chooses a coach whose style of work suits them best.
  • Long-term experience.

Types of proposed HR training programs

  • MANAGEMENT STYLE THAT DOES NOT FIT THE TEAM

And we want to achieve coherence.

  • DIFFICULTIES IN COMMUNICATION WITHIN THE ORGANIZATION

And we intend to improve it in the long term.

  • FAST TRACK PROMOTION

And we want to enable the achievement of balance.

  • CHANGES OF ENVIRONMENTAL CONDITIONS

And we wish to adapt.

  • BURNOUT SYNDROME

And we want to regain energy to work.

Outplacement

Professional change support program (outplacement) was developed so as to minimize negative effects of layoffs for organizations and to maximize the benefits of the program generated by laid off employees. We offer individual programs, prepared for managerial staff and employees that hold specialized positions, as well as group outplacement.

  • GROUP OUTPLACEMENT

Participants of the program can choose elements of the program in which they wish to participate.

  • INDIVIDUAL OUTPLACEMENT

Additional module – an opportunity to meet with a consultant with appropriate expertise.

Benefits of the implementation of the outplacement program

  • ALLEVIATING THE CONSEQUENCES OF LAYOFFS

Reducing stress levels of employees and supporting them in dealing with the new difficult life situation.

  • IMPROVING THE ATMOSPHERE IN THE COMPANY

Avoiding a decrease of employee engagement.

  • KEEPING OTHER EMPLOYEES MOTIVATED

Staying focused on employees even in the event of layoffs.

  • CARING ABOUT COMPANY IMAGE ON THE MARKET

Building an image of a responsible employer.

Language: PL EN
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