Personnel Audit

Personnel Audit focuses on the diagnosis and evaluation of professional skills, personality traits and motivation making up the predisposition of an employee and/or candidate.

This process provides a similar possibility for evaluation as the methods used in Assessment Centre but only where simulation or case study activities are used.

Main differences between Personnel Audit and Assessment Centre:

• Less time required from participants (shorter process);
• Fewer skills selected for review;
• Less objective as each aspect is evaluated by one person and possibly through only one method (ex. only through an interview or an simulated activity and not both).

This process is recommended for firms who wish to receive unbiased information within a short time frame on selected skills or traits of employees or candidates.

Personnel Audit projects carried out by Inwenta could include:

• In-depth structured interview;
• Psychometric diagnostic tools;
• Simulation activity.

All tools employed are selected to meet the needs of the Client and the expectations of the participants.

Benefits for Employer:

• Obtain precise information on development potential of employees;
• Information may be used in planning employee development or promotion;
• Act as basis for effective human resource management: recruitment and selection, training planning, workforce reduction planning, periodical evaluation;
• Assign employees according to potential;
• Possibility for the Client to employ staff in the most optimal way.

Benefits for Employee:

• Obtain fair feedback on skills and potential;
• Uncover areas for improvement;
• Assist in planning direction for self-development and training.

Psychometric tools

In the Personnel Audit process we recommend the use of psychometric tools.

Using modern psychometric tools enables:

• Learning more about a candidate / employee in a shorter time;
• Making assessments more objective;
• Determining the extent to which a candidate / employee is suited to a particular post;
• Diagnosing characteristics of a candidate that may have an impact on his long-term performance in an organization and which are impossible to detect during typical recruitment processes.

In summary, psychometric tools enhance the quality of decisions relating to human resource management and significantly limit the possibility of making costly mistakes.

All tools used by Inwenta are culture accommodated and interpreted by professional psychologists.

1. Range of DGA Meurs tests - MBS System

MBS Employee Selection System is comprised of three major elements:

FBI - Work Post Description Questionnaire

The FBI questionnaire enables formulating a list of relevant requirements concerning the work post and determining the significance of particular requirements. FBI is a collection of 164 items describing types of behavior and situations that may be important for a particular work post. Organization-based experts - persons that know the given function well (most often they directly supervise the function/post) evaluate the descriptions and award grades from a 5-grade scale (the analysis last about 25 minutes). The program analyses the experts' concordance and creates an importance hierarchy of properties ascribed to the work post. The final result is a complete profile of 35 material criteria (dimensions) that characterize the work post. This final agreed profile of requirements might be used from that moment on for testing candidates (e.g. in internal and external recruitment)

QUEST - Professional Identification Questionnaire

QUEST is a questionnaire describing the performance of a person at work that includes 13 scales for diagnosing various aspects of an employee / candidate's personality. QUEST is also used for evaluating the management ability of candidates and management style of managers. In the full version the test comprises 200 items with the average answering time of approximately 30-45 minutes (with the use of the computer the result is available right away).

BRAIN - Intellectual Capabilities Test

The BRAIN range of IQ tests enables diagnosing four types of cognitive abilities:

• Inductive reasoning;
• Deductive reasoning;
• Acquiring knowledge;
• Identifying/comparing.

The aim of the test is a diagnosis of an employee's capabilities in contrary to the diagnosis of the general intelligence (IQ). The BRAIN test, depending on its version and subtest selection, lasts from 45 to 90 minutes (with the use of the computer the result is available right away).

The above three elements of the MBS system might be applied jointly or individually depending on the needs and aims of the diagnostic process.

PPA distinguishes and measures four behavioral styles crucial for people's work environment (Domination, Communication, Stabilization and Adaptation). The measurement is based on self-assessment: the participant is to select denotations with which they identify themselves most and least.

The Thomas International method is fast and easy. It takes only about 8 minutes to complete, and with the use of the computer the results are available immediately.