Project Example HR Diagnostics

New Placement

Following a move to a different business unit within the company, a long-fostered employee who had been assessed as very promising and possessing great potential demonstrates a significant drop in performance and personal efficiency. In particular, his work performance and its results in the new position lag significantly behind expectations. Extensive initiatives on the part of the new line manager bring no improvement.

The employee himself experiences dissatisfaction for the first time with his behavior and performance and feels criticized and under pressure. In this new situation, the employee lacks security and stability but despite profound self-reflection finds no possibility of turning the situation around.?The HR department is then approached and offers external support for the employee. Together with the external consultant, the current situation and performance in the new field of responsibilities are reflected with the specific objective of developing new, concrete starting points for the requisite turnaround.

• Initial meeting with employee, line manager and HR Department – advice on further procedures
• Online GPOP (Golden Profiler of Personality) processing
• Validation interview
• Coaching sessions
• Collective agreement between employee, manager and coach
• Review