HR research

Testing the organizational climate

- organizational climate involves a set of factors which condition the effective functioning of the team which forms the company. These factors specify actions occurring in four fundamental fields:

- Interpersonal relations between employees

- Organization of work

- Internal corporate communication and communication of the company with its surroundings

- Image of the company in the eyes of its employees

Organizational climate may be characterized by higher or limited degree of functioning in the light of the mission carried out by the company and by effectiveness of fulfilling the current goals.

We provide you with an in-depth analysis of the factors mentioned above. It will allow you to indicate areas whose improvement might translate into better functioning of the organization and better effectiveness of work in your company.

Testing employee satisfaction - satisfaction with work means greater motivation and engagement of your employee and it boosts their creativity and enthusiasm.

Additionally, by contributing to a positive work atmosphere in the team, it considerably reduces the stress level.

Thanks to such a test you will find out if work in your company gives people sense of professional fulfilment. You will also learn about their professional plans (e.g. if they plan to continue their career in this company?) and personal development goals and ambitions.

Tests of employees' satisfaction will be carried out through an on - line application which ensures total anonymity of data due to the system of suitable logins and passwords.

You will have access to honest opinions expressed in the atmosphere of security by those employees whose skills and involvement contribute to the success of your company.

Training needs assessment - training needs tests allow you to collect information abot the needs and expectations of your employees.

A specially constructed questionnaire placed in an electronic application will make it possible for you to trace the changing expectations of employees with regard to the professional development tools you provide.

Additionally, we offer optional tests of employees' professional skills, which take into account the specific features of a particular position and the scope of employees' duties. These tests will provide you with more objective and reliable results.

Training needs tests will give you an insight into self-assessment and into an objective evaluation of employees in terms of their abilities and skills. These tests will also serve as effective tools used for motivating employees in order to improve their professional skills and tools and develop their potential.

360-degree feedback, also referred to as 360-degree assessment, is an increasingly more frequently used method for measuring work efficiency. It is most often (but not exclusively) used to assess the work efficiency of managers and higher- and medium-rank specialists.

360-degree feedback method consists in systematic (cyclical) collection of opinions on the level of competencies / skills of the person who receives the feedback.

Examples of skills/competencies which may undergo evaluation:

- managerial skills (motivating employees, delegating tasks, coaching, and other);

- communication skills (delivering clear messages, ability to listen to others, providing feedback, and other);

- relation-oriented abilities (solving conflicts, building a positive atmosphere in the team, ability to cooperate, and other);

- task-oriented abilities ("technical skills", efficient activities, time management, and other).

The essence of this task is to diagnose specific behaviours of the participant from the perspective of the people who watch their activity on a daily basis.

The process of gathering information is confidential and it is carried out by filling in an electronic forms on the Internet application of HumanGraph.

Key benefits:

- comprehensive information - in 360-degree feedback, information is obtained from the entire area of "work environment" of the person to whom the test refers: from superiors, colleagues, subordinates, external and internal customers (employees from co-operating departments).

- activation of competence systems - by referring to practice, in everyday observation of specific behaviours of 360-degree feedback participants, abstract notions functioning in competence models are "materialized".

- skills development - analysis of data obtained from the assessment is the basis for developing skills, planning specific activities leading to the use of strengths and improving abilities assessed at a lower level.

- monitoring changes - by repeating the research at the same time intervals, participants are offered a tool for modelling actions related to developing skills which will be constantly verified by the accuracy of the accepted developmental trends and efficiency of methods used for this purpose.

- developing organizational culture - at the most global level, the use of 360-DEGREE FEEDBACK influences changes in organizational culture towards greater openness and trust. Conducting this test regularly and with the given method will help to develop in participants the habit of giving and using the feedback effectively.