Work / oganisational psychology and Human resource management are not the most common topics in the projects. They are more often associated with the business world and private enterprises. However, in these fields, some of STEP members started their careers. We are implementing many projects in HRM and organisational psychology every year. Our clients are the biggest Slovenian companies and public institutions. Experience from “another world” can bring fresh insights and a professional approach to project outputs and projects as a whole.
So where can we find common points? Below are some examples of our work in personnel psychology and HRM field.
- Strategy development. Strategy’s’ main problem (either in business, marketing, HRM or any other field) is usually implementation. That’s why we promote a bottom-up approach where employees and managers think collectively about the direction of the organisation. We ask leading questions, moderate discussion and help to integrate conclusions. Strategic documents that are made with common wisdom have a much higher chance of successful implementation.
- Competencies are at the centre of many HRM activities. Some of our biggest and most complicated projects are related to the development of competency models. Competencies can be developed on the organisational level (common competencies for all employees in organisation) or job position level (each position has its own set of competencies). We use a combination of in-depth interviews, focus groups, interactive workshops and surveys to determine the most important competencies for the future.
- Assessment of competencies. Sometimes organisations want to take step forward with their competency model. They want to identify developmental gaps in specific target groups so they can plan further activities. We help organisations with workshops about the objective assessment and implement training on providing feedback. We can organize complex assessments like 360-degree feedback where each person receives opinions from various sources about their competencies.
- Engaged employees & positive climate. Managers want quick solutions especially in one specific field: how to motivate employees. But the reality is much more complex. We help to identify the main barriers in organisations, either via surveys or through discussion. Then we plan solutions. This usually involves work with managers, workshops, individual coaching, and team coaching.
