HR innovation

How can we make our company more efficient? This is a basic and general question which slowly becomes a cliché but also it is of high importance if we have a ready answer to it. HR is often regarded as a necessary bad field which is only good for wasting our money. But is it really the truth? Let’s just think about it a little bit…

HUMAN is the engine of the company…

In addition, also factors are essential like who the person is, how much he/she is prepared, what kind of value he/she can create, how much he/she costs for the company – these all depend on HR department! Is there a concept HR innovation existing? Of course, there is! This is the field which needs the most improvements to be able to meet the demands of the other fields and to treat the most valuable element of our company properly – THE HUMAN!

The most important HR functions where the latest solutions are needed:

• Recruitment, selection
• Training, development
• Carreer planning, ensuring young professionals
• Assessment of performance, assessment of leaders
• Recording – workers and job-seekers
• HR controlling
• Efficient waging system – CAFETERIA system
• Evaluation of workers' satisfaction

We can give you advice on development and work out specific solutions concerning all the above mentioned fields by which you can save a lot of money. These are all the elements of HR innovation!
 
Information technology attached to HR

Information technology plays a significant role in carrying out HR activities effectively. Our organisation has worked out several solutions which make use of today’s opportunities: by developing PHP, .NET, FLASH based systems the necessary corporate solutions can be completed or built up.
 
Assessment systems – the not explored gems

The electronic-based assessment systems offer several direct advantages:

• Real feedback about the know-how of colleagues at a given moment
• We can get an answer about what performance can be achieved in the work of the colleague filling in the form
• Improvement in results
• It shows the strong points and the perfect place of the person in the organisation
• It shows the opportunities in order that the person could be trained focusing on the results to be achieved
• Exact evaluation of training needs
• Applying it in the selection procedure as it can decrease the risks so fluctuation can be reduced
• Achieving cost effectiveness by selecting the most proper colleagues
• It can be reported by the leaders so it provides direct supervision
• Prompt reaction

It provides a great help in many fields: recruitment, training, selection, assessment of performance and motivation. Besides these, these systems are not standardized solutions but individualized and company-centered in every case considering the actual needs. In case of any change in the system it can be pliantly changed.
 
Assessment of leaders of 360 degree

Assessment of leaders of 360 degree is a special group within the assessment systems. Which top manager would not be interested in the performance of middle-level leaders? But the wish for self-development can also be a good motivation to carry out such an assessment. By this a 4-dimension system is created, in the frame of which - besides the person’s self-assessment – the leaders, sub-ordinates and colleagues also assess the given person. The circle is closed by this and it is difficult to find more efficient method for the correct and unique value assessment.

The most important advantages of this assessment:

• More perfect feedback from more people
• Getting to know the leaders’ strong and weak points
• Assessment of abilities within the organisation both individually and in groups
• The judgement concerning the suitability of leaders can become objective
• Development of performance both individually and on organisation level
• Opportunity for carreer development – finding the stars
• It reduces the risk of discrimination
• Evaluating the training and developmental needs

Our assessment system is based on the database worked out by collecting the best national and international benchmarking researches. In this database 3 competence levels are distinguished which are defined as main-, sub-, and partial compteneces. 55 main-, 306 sub- and 918 partial competences are identified. We build up the assessment system tailored for the given company.

We also use the latest technology and methods when working out the electronic training systems. For more details please click here.

Learn more about our complex HR concept and contact us.

With us your HR will be not only more efficient – but cheaper, as well!