Outplacement

Outplacement is the tools used in case of post liquidation, which usually takes place while the company is being restructured or mergered. As much as fusion is a positive shot for the organisation, its negative effects come down on employees of both sides. Depending on the amount of people who are forced to leave the company, the group and individual outplacement programme takes place.

Individual outplacement, which is used in the most often, is executed in case of individual dismissals and pertains to middle and top managerial staff and highly-skilled professionals. The aim of the individual programme is to support the employees, that are facing the difficult situation of finding a new job. Outplacement takes place in a 3 months period of time, however the consultant is involved as long as the employees under the programm need his help. The participants can count on the psychological support, consulting concerning their careers and help in active search of new place of work.

Assessment / Development Centre

Assessment Centre / Development Centre is the multi-factor methodology, which enables identifying personal potential of the employee and high accuracy of predicting his professional success.

Assessment Centre is exploited both in the recruitment process of new employees and promoting already hired ones. Assessment Centre is helping identyfy training and development needs. It is a complex method which connects advantages of various selection techniques, avoiding disadvantages at the same time. It is also the most accurate method of recuitment not only the specialists, but people whom will adapt to the specific culture of the organization.

Carpenter Consulting owns the package of copyright tasks formulated by its Consultants, which are ready to use by our Clients. Each task is tailor-made according to the profile of the organization, aim of the assessment and investigated competences.

360° Assessment

360° Assessment is the estimation of competencies executed by co-workers, superiors, subordinates and self-assessment. Specific behaviors of assessed person are being estimated. For example abilities of planning and organizing, ability of creating company’s vision or delegate. Each one of estimators is quoting veracity of affirmations, which are verifying skills of estimated person. The result of analyzing gained information is the individual report, which consists of description of strangeness and weakness, opportunities and threats associated with future career development of assessed person.

Carpenter Consulting is providing copyright on-line tool, which makes the assessment process highly efficient.back

Management Auditing

Main aim, which we stand to fulfill, while executing management auditing within the company, is assessing skills and potential development of employees. In-depth knowledge of competence and possibilities of managers is important in case of optimizing of processes taking place inside organization. Good employee is a treasure for the company. The employee that is using and improving his skills for company’s benefit is invaluable.

The result of our work, within management audit process, are recommendations concerning an optimal utilization of potential of individual managers and mapping out their development paths. back

Staff Opinion Survey

A Company that wishes to earn market success through meeting strategic plans adopted must ensure the cooperation of staff across all levels. Strategic goals must be not only clearly stated, but also conveyed to staff in an appropriate manner.

The easiest way to find a method of conveying information to a given staff group is to research how they react to contents conveyed to them. The Staff Opinion Survey facilitates this. Conducting the survey is also necessary in the following scenarios: company reengineering or the reengineering of a specific department, merger, and market diversification. back

Staff Commitment Survey

Majority of companies evaluate risk related to the loss of a share of intellectual capital. The concept of ‘strategy leakage’ refers to losing an employee, and together with it – the knowledge of company secrets. The Staff Commitment Survey provides a response as to how effective the internal communication process with the staff is. It also serves as a basis for a regular review of the risk of strategy leakage, through the perspective of defective internal communications.
There are 5 modules which are focus of the research:
1. Impact Module – it defines the degree of staff commitment in the delivery of job duties as well as personal impact on the general result earned by the company.
2. Satisfaction Module – it researches the degree of general staff satisfaction which is conveyed by either a positive or negative attitude towards the employer – as well as the outcome of realizing (or not) staff member’s own aspirations.
3. Rotation Module – defines the intensity of the short-term and long-term willingness to remain with the Company, especially in the context of offers rendered by the competition.
4. Relationships Module – it researches the extent of the quality of the relationship on the line of staff-superior, and internal communications quality.
5. Motivation Module – it researches the degree to which the staff identify with Company’s goals and values, as well as the extent of staff commitment while implementing them; the module also evaluates the effectiveness of incentive schemes. back

Career Coach

Carpenter Consulting, together with international specialists, have prepared individual program named "Career Coach", which is directed to managers who mindfully manage their careers. Main objective of the program is to increase visibility of the manager on the job market, provide him with the efficient search tools and enable the access to interesting employers. Specific offer may be provided on request: career@carpenterconsulting.pl

Recruitment Leverage

The recruitment leverage is, de facto, the Recruitment Expenditure Index, i.e. it reflects the make-up of expenditure linked to staff recruitment. This is the easiest and most effective staff process optimization tool. The index covers 8 cost categories, in line with which the Staff Recruitment Cost is calculated.

The calculation of the Leverage makes it possible to compare recruitment costs to be incurred by the employer while filling a vacancy independently against costs that would otherwise be incurred if the task were to be commissioned to an external company.

Carpenter Consulting performs such calculations in line with the European HR ROI Certificate held, issued by EIMS – European Institute for Management Studies. back

Success Insights Analysis

Searching for the answer to „How and why do the candidates do what they do?”, we use systems of diagnosis of employee's development potential created by TTI – global leader in computer analyses of human behavior and values and strategy sales index.
The systems measure human behavior (natural and adapted ), attitudes and values, selling skills, work environment (desired job profile).

1. Human behavior and potential analysis - describe HOW an individual behaves and acts in work environment. It shows how we perceive others and ourselves. We obtain positive guidelines that indicate concrete actions, which we ourselves, our superiors, and co- workers can use for achieving better results and accomplishing the set goals.

2. Personal attitudes interests an values analysis – describe WHY an individual does what he does. It measures the relative prominence of six basic interests or attitudes (a way of valuing life): theoretical, utilitarian, aesthetic, social, individualistic and traditional. Attitudes help to initiate one’s behavior and are sometime called the hidden motivators because they are not always readily observed.

Carpenter Consulting is hireing certfied consultants of Success Insights methodology. back

Job descriptions

Job Descriptions are the fundamental element of human resources policy, which enables efficient functioning of the organisation. It refers to the company of each size. Detailed description of the responsibilities and the range of objectives corresponding to the specific position, increases the risk of missunderstandings within the team of co-workers and faciliates enforcing of the assigned tasks. back