Human resources development
Identify potentials – highlight strengths and promote development areas. Improve the accuracy and effectiveness of your personnel development with the profilingvalues’ assessment procedures.
Personnel development with profilingvalues
The “baby boomer” generation has its eyes set on retirement, and the migrating accumulated work experience is only matched by a fraction of the skilled professionals of the younger generations. At the same time, professional und technical developments require increasing specialization while at the same time placing high demands on interdisciplinary competence. Companies are thus increasingly becoming training centers and must provide their employees with targeted qualifications, but also develop them personally. Our value-based psychometric test procedures enable a precise assessment to measure the individual strengths and fields of development, but also the needs of support and the current situation of a person. This enables targeted and needs-based development on the one hand and individual support on the other, in order to unleash the full potential of your employees and strengthen retention.
We use the following profilingvalues methods in personnel development:
- V12C Report (valuebased 12 competencies)
- (Semi) structured developmental interview
- Competency-based development audit
Measuring abilities and drives
By surveying the current situation, you can provide even more targeted support, encouragement, and challenges.
Use synergies
Identify the strengths, areas of development and potentials of your employees at the same time.
Time saving
The procedure’s duration takes only about 20 minutes.
Services in human resources development
The V12C method (Value-based 12 Competencies) records a person’s strengths, areas of development and potential. In addition, the current situation of a person is highlighted and thus ascertained how he or she is currently doing. The procedure cannot be manipulated and has low face validity, which is why tendencies such as social desirability or self-representation are not reflected in the results.
We also offer to conduct additional structured or semi-structured interviews in combination with the V12C procedure to capture criteria that are not measured by our procedures but are included in the target profile.
We use classic leadership competency models to capture a person’s specific competencies and skills via audit or multimodal interview. Your company has already developed its own competency profile? We are happy to adapt our management audits or interviews to the specific generic competencies of your company.
You have questions? Let's talk about it!
- You want to attract the right people to your company.
- You want to recognize and unfold the potential of your employees.
- You want to strengthen your teams and make them even more successful.
- You want to make your company fit for the challenges of the future working world.
- They want to enjoy their work and deliver good results at the same time.
We support you with these and other goals. Let’s see together how you achieve them.
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