Psychological diagnosis

A comprehensive approach to training and development of the individual always requires an assessment of its
current competencies, potential and developmental areas. We use psychological diagnostic methods to identify relevant strengths and potential for development of existing employees and candidates in competitive
tendering.

We will help you define the position competency model to effectively compare the personality, power and motivational aspects of an individual who holds that position, then to identify suitable areas for its further development, including goals and such topics for an individual coaching. We also extend diagnostics to the teams, departments or the entire company through the satisfaction audit and motivational climate, or intra-company competencies comparison of managers using the 360 ° feedback method.


Psychological diagnosis for a specific job position
  • the use of psychological tests and questionnaires to determine the potential of individuals
  • tests among others to measure speed, accuracy and flexibility of thinking, this characteristic has a considerable influence on the success of most human activities, can assess the candidate's focus on leadership, quick decision making, successful crisis management, or effect on the quality, analysis, manner of work requiring time and forethought
  • questionnaire motivation to exercise serves as a concept to explain differences in individual behavior in different areas of everyday life, especially in the work area, examples of dimensions: persistence, commitment, flexibility, fearlessness, confidence in success, willingness to learn, difficulty preferences, autonomy, self-control , the status orientation, competitiveness, determination, etc.
  • system Belbin e-interplace, which we are a certified distributor, it allows us to define the requirements of the job position and evaluate the compatibility and suitability of candidates for this position based on their appropriate team roles
  • the personal questionnaires allow us to diagnose dimensions and personality traits useful in professional practice, such as the spontaneous expression of basic features, including temperament focus, experiencing symptoms of relationships, a manifestation of self-assertion, maturity of personality, the assumption of power, it is a very detailed description of the personality structure, the interpretation and consultation with the individual can be lead only by a psychologist

Assessment centre
  • method used to fill vacant positions and the best suitable candidate, the so-called multi-test
  • continuous presence of more assessors, who assess the candidate from different perspectives and according to various criteria over an extended period of time, usually 0.5 to 1 day
  • defining a competency model, based on this the appropriate selection methods are chosen, such as a combination of psychological-diagnostic tests, interviews, individual and team activities, work simulations, role playing, etc.
  • final report contains comparison results between the candidate and competency model and the other candidates together, the results of AC can be successfully used for the knowledgeable decision whether the candidate is suitable to a specific position, and what other perspective positions they could play in the future, and how to further develop its competencies

Development centre
  • method used to identify training and development needs of employees, talents, workers of various specific professions, business personal reserves
  • psychological assessment procedures and techniques are designed to assess the current situation,
  • identify personal dispositions and suggest other forms of human potential development in
  • conjunction with his needs, opportunities and strategic business plans
  • continuous presence of more assessors, who evaluate the candidate from different perspectives and according to various criteria over an extended period of time, usually 0.5 to 1 day


Development Centre Method:

 

1. analytical phase
2. implementation phase
3. classification phase              
  • defining DC objectives - currently up to 7 skills assessment
  • selection of assessment
    characteristics and techniques for their measurement
  • eventually repeated training of the team of
    evaluators


  • 1-day diagnostic-training seminar
  • meeting of participants and evaluators within or
    outside the organization
  • determination of designed techniques to assess participants
  • group activities, Individual activities, Psycho-diagnostic tests to determine the potential of individuals


  • evaluation
  • comparison of participants with the "ideal profile"
  • mutual participants
    comparison
  • feedback to participants
  • final report delivery to company management and discussion of
    individual results - 0.5 day

 
 


Audit for employee satisfaction and motivation of company climate
  • analysis of current relations and atmosphere of a particular department or entire company
  • assessment of performance, individual malfunctions of mutual cooperation in a given working group, identifying group leaders, identify persons who can contribute to the group conflicts, mapping interrelations between working group members depending on their job targets fulfillment, gather the dynamics of informal ties between members of the working group, assessment of the assumptions for the teamwork of working group members
  • obtain an overview of the motivational business atmosphere, the current level of communication between employees and company management, management style and its impact on work performance and employee satisfaction, awareness and the identification about strategies, objectives and missions of the company, about the working atmosphere and climate inside teams, about the built-up values of individual employee groups and their impact on corporate culture and the level of motivational factors and possibilities for their effective use
  • initial analysis, the battery of tests for each target group, semi-structured interviews with selected staff, presentation of the results to the company's management and employees

360° feedback
  • a powerful development tool that helps to increase the performance of individuals and helps throughout the organization
  • the purpose of evaluation is to compare and draw conclusions from different evaluators (immediate supervisor, colleagues at the same level, people which are lead by this person, subordinates and sometimes customers), to compare them with the manager self-assessment and to identify areas for further development
  • the value of the 360 ° feedback information is that the manager sees their behavior more objectively, and can make necessary corrections
  • tool used for data collection is usually a questionnaire that contains items representing various managerial behavior, after the individual assessment is processed, result is presented by the form of individual reports to manager
  • evaluators remain anonymous, except for the direct supervisor of the evaluated worker, the person which helps to understand the report and determine individual development plan is usually a psychologist-facilitator