When it comes to assigning positions in an organization existing potential is – next to a competency profile – highly relevant. The question here is whether a candidate has the necessary personality and the relevant skills to also perform well in the future. Our research shows that it is common during candidate evaluations to confuse […]
Due to the social and economic conditions’ rapid dynamics of change, management faces the challenge of adapting the organization’s vision accordingly. In this context, organizational and personal competences play a central role: An organization must be capable of monitoring external development as well as seizing existing impulses, to then evaluate them in-house and use them […]
Facing dynamic markets, constant technological changes and growing demands for innovation, organizations have to learn more rapidly and efficiently. The interlinked learning and change processes have to be established successfully within an organization, while the workability and employability need to be retained. Continuous competence development plays a central role in this context.
In many selection processes, only the professional qualifications of a candidate play a central role. However, the personality profile of a candidate is also a success criterion for a function. That is, because the personality structure has a significant impact on the success of employees – both within their functions and across the organization. Often candidates […]
Corporate strategy and goals as well as the organization’s relevant environments determine specific organizational requirements. For successful recruiting, said requirements have to be defined in job profiles. These job profiles have to take the strategy and future concepts as well as a target-performance analysis of present and future into account. Therefore, a professional job profile […]
Our colleague, Dr. Yuan Zhao now steps into the position “Chief Consultant of Competency Development”. Her main responsibility is to conceptualize and produce company-specified PERFORMANCE SIMUALTORS. She is also responsible for developing and evaluating specific behavior indicators included in competence models that are based on the organizational DNA.
We are very pleased to welcome a new colleague to our team. In mid-December 2012, Mr. Boris Wesemann has joined SEDLÁK & PARTNER. Since then he has assisted our department of Consultancy and Qualification. As a consulting assistant, particularly in the area of E-Learning, Mr. Wesemann will support our consultants preparing company-specific HR development concepts, […]
Dynamic markets require rapid and efficient learning of organizations and their employees. Hence, a lot of companies are facing the challenge to reach employees and executives quickly and contemporaneously to further develop their competences in a world that is becoming more and more global. Due to time and cost factors it is, however, often not […]
On November 1st, the Paretz Academy in Brandenburg celebrated its topping-out. The Academy’s founder, Dr. Helga Breuninger, has located the new seminar complex directly beside the old site. This complex includes an outdoor area that can inspire the guests because they can learn mutually and try out something new. […]