Do we agree upon the 3 strategic P in modern business: people, people, people? We usually do. But do we really put into action the strengths and preferences of our staff - of every single individual? We usually do not (or we rarely do). What a rewarding challenge for entrepreneurs to do better! Assessment of potential and performance measurement are the keys to effectiveness when speaking about the management of our most valuable resource, consisting of HR selection, HR development, HR planning, HR controlling.
The highly scientific and proven Executive or Individual Assessments are reliable, flexible and target-oriented HR-tools. In short:
WHO FITS BEST?
Get your support when decisive nominations of key managers are at stake. Your starting point: a professional job description.
WHAT ARE MY ASSETS?
Overall review („balance sheet“) of your current situation/position - matching your talents, capabilities, experiences ...of course reflecting & referring to the labour market.
WHERE SHALL I GO?
Career counselling: thorough and broad evaluation of possible professional activities and careers paths. Your starting point: a professional assessment at Bertschi Consulting.
Assessment Centers services: They are the key to your HR strategy, because they enable you to a) identify the potential within your company systematically, and to b) take efficient and effective HR measures.
Establishing specific strategic success criteria (core profiles) in order to build up and choose the key managers of tomorrow.
Conceiving, shaping, testing or reviewing your company assessment center precisely focusing on your real, precisely defined needs …all adapted to your budget.
Adding value to your internal or external assessment center as a facilitator, an assessor or a coach.
AC & MD TOOLS
Management development (MD) and assessment tools (AC) are the key to the future. They are - especially in bigger companies - the most reliable and effective way to observe sublime rules of HR fairness, at the same time opening a valid window towards the future and its needs.
MORE EFFECTIVE SELECTION,
development and assignment through surveys of potential on 2 to 4 management or professional levels.
through developing in-house career principles for staff members, managers, and executives.
MORE CAREER INFORMATION
through practical checklists outlining the „musts“ for defines key positions.
MORE EFFECTIVE MD TOOLS
i.e. decision-oriented summaries & surveys of current high potentials/successors. They enable to choose HR strategies.