HR Diagnostics
Self evaluation, potential analysis and selection procedures
In certain situations, employees and/or their line managers are interested in an additional, objective "third party assessment" of their strengths, potential and areas of development.
The requisite instruments are already integrated into many HR Development master plans and can be made available on request, such as Assessment Center, Management Audit, Potential Assessment Interview, Orientation Center, Development Center.
Depending on the situation, it may also be useful to develop and deploy specific procedures. These concentrate on the intensive analysis of behavior patterns that are critical for success and are also presented in the corporate competence model. Against the background of practical exercises, the participants receive intensive personal feedback from experienced internal management staff and/or external advisors. ?Depending on the goal set and the respective method applied, the focus lies on the comparison of this structured feedback with the self-assessments of the participants. In addition to this, further reflection options support the personal self-evaluation process.? As a follow-up to this, the Human Resources Development unit promotes the dialog between employee and line manager by offering them an intensive personal consultation. Concrete agreements are made on the basis of the results of this meeting and, where necessary, further measures for personal development agreed.
p3 support ranges from advisory consultations and instrument development to the organization and facilitation of events and the implementation and evaluation of the different procedures.
Accordingly, and above and beyond the instruments themselves, p3 also facilitates the development and implementation of a competence management system and feedback and performance appraisal procedures.
For self-assessment and targeted reflection processes, we mainly work with the GPOP (Golden Profiler of Personality – Personality Typology according to C. G. Jung).