A company’s most valuable asset is its people and managing them is a complex and responsible job. Together with you, we create professionalism and efficiency in HR management at any stage:
  • Hiring employees
  • Employee training
  • Talent Development
  • Leaving employees
Human resources management and development consulting services include, for example:
  • Personnel Audit
  • Benchmarking in HR management
  • Training and training needs analysis
  • Motivational programmes
  • Employee evaluation systems including implementation
  • Human resource optimization consultancy
  • Consultancy in solving personnel problems and crises
  • Forming work teams
  • Information systems in HR
  • Communication flows in organisations

1.1 Individual counselling

Individual counselling in the form of guided interviews outside the organisation is very effective in the overall corporate training system. It more closely replicates the personality traits of the individual and has a deeper effect in putting the learnings from the seminars into practice.

1.2 Personnel Audit

Objective: Identifying and assessing personal potential, using the results of the assessment for the company and for further personal and professional development of employees Pilot Project Plan:
  • Personality potential
  • description of the cognitive and emotional components of personality
  • interpersonal and communication skills
  • social influence: personality resilience under stress and long-term strain
  • Motivational potential
  • measure of motivation and energization for even better performance
  • analysis of the motivational structure in the area of work performance, using the identified resources for further development
  • Risk dysfunctional personality patterns
  • identification of risky, dysfunctional personality patterns that may significantly interfere with work performance, cooperation in a work collective, team
Optional modules:
  • diagnostic structured interview – individual diagnostic interview
  • performance potential – psychodiagnosis of intellectual giftedness, verbal and non-verbal parts, performance diagnostics, analysis of intellectual structure, readiness and flexibility of thinking, ability to find economic connections, categorize
Recommended Range: Diagnostic interview: approximately 45 minutes (optional module). Psychological diagnosis: min. 6 hours. Processing of results: within 1-2 weeks. Submission of complete documentation to the sponsor, education and consultation on the results of the investigation with competent persons who will carry out individual assessments with the staff: approx. 90 minutes.

1.3 Coaching

Objective:
    .
  • Achieve the greatest possible effect by combining individual and group coaching, maximising individual potential
  • .

Group Coaching

We include group coaching because:
  • group interaction
  • a wide range of environmental cues
  • to create so-called synergy
Methods:
  • group interaction
  • self-reflective dialogue
  • team reflection
  • neurolinguistic programming
Coached Group Size: A maximum of 6 participants is recommended to ensure interaction. Recommended range: 6 group sessions of 2 – 3 hours each, 3 – 4 weeks apart.

Individual coaching

Objectives of the training event:
  • Connection of the coachee’s personal management and his/her workload
Coaching programme: is tailored to the specific needs of each client, it is drawn up individual plan. Methods:
    .
  • Coaching during performance
  • Coaching session

1.4 Competency model development consultancy

A competency model is the foundation of effective HR management. We offer you expert advice on the development and setting up of a competency model. Our consulting service consists of:
  • Analysis of the current situation
  • Methodological guidance in setting up company competencies
  • Creation of a job description system in connection with other human resource management tools
General advantages of competency models:
  • Unification of the language of managers and HR specialists
  • Providing uniform criteria for selecting and evaluating employees
  • Basis for appraisal, reward and development systems
  • Ability to design targeted development programmes in the company

1.5 Personality Diagnostics

AABYSS holds a license for balance diagnosis from the Ministry of Social Affairs. The aim of personality diagnostics is to identify and evaluate the potential of the personality, its use for the company and personal development of the assessed person. Quality and comprehensively performed diagnostics is a personality capital and company know-how. Benefit for the company:
  • Determination of key competences for managerial positions according to key areas of company development
  • Knowledge of the capital of own employees or candidates
  • Accurate targeting of employee training
  • Determination of fungibility within the firm
  • When a company selects the right people for specific positions, it reduces turnover and stabilizes work teams

1.6 Assessment Centre

Assessment Centre is one of the most objective methods for assessing the skills and abilities of employees.

1.7 Training and Learning Needs Analysis

The analysis is the basis for the deliberate and effective use of the investment an organisation makes in people development, it is also one of the attributes of benchmarking. Benefit to the company:
  • targeting investment in learning and development
  • .
  • setting learning and development priorities
  • identifying methods suitable for meeting training needs
  • systematic and planned learning and development activities
  • quantification of the effect of these activities
  • objectification of the benefits of training in relation to corporate strategy
If you are interested in this analysis, we will create a detailed project.

1.8 Development programmes for HR managers and specialists

  • Personnel Strategy, Policy and Planning
  • Recruitment and selection
  • Adaptation and development of employees
  • Evaluation of employees
  • Advisory and coaching skills for HR professionals
  • HR project management
  • Employment law legislation
  • Effective interviewing
Working with talent and how to set up employee development programmes