Due to globalisation processes, ongoing technological development and mixed generation of workplace employees, employers in the region are focused constantly on seeking solutions that could contribute to the efficiency and – in recent years – digitisation of the workplace
Assessment Systems Adria is a regional company that implements its activities, mission and vision on the territory of Serbia, Croatia, Macedonia, Montenegro and Bosnia-Herzegovina, and is the exclusive representative for Serbia of company Hogan Assessment (U.S.) and Schuhfried (Austria), both renowned global brands in the field of selecting and developing human resources.
Assessment Systems Adria is among the leaders in developing the skills required in the business environment. What are your communications like with companies that are potential employers?
Digitisation is essentially changing the way companies function – how they produce, sell, reach customers and create a customer-centric workplace, and this fact has proved to be a challenge, as companies must combine internal talent and an older workforce that is digitally-ready with younger recruits – from the digital natives’ generation.
Since there is a need to combine talents – people-oriented approaches, as well as digital expertise – we are assisting companies in implementing strategies that encompass both, while the companies themselves emphasise the importance of employing talented, tech-savvy workers who are comfortable with change and eager to learn how to do things in new ways.
Assessment Systems is focusing on assessing candidates and recommending those who are simultaneously digitally competent and have high learning agility
When searching for new employees, apart from the technical and functional competencies required for the job, companies in the region are searching for candidates who are, apart from being interpersonal savvy and goal-orientated, able to adapt to constant change and willing to constantly learn. Therefore, when partnering with our clients to find the best-fit candidates for managerial positions, Assessment Systems focuses on assessing candidates and recommending those who are simultaneously digitally competent and have high learning agility.
What are the basic international trends that you apply in your approach for improving employee training within companies?
There are several, crucial methods that Assessment Systems has been using for quite some time in our employee development programmes, in cooperation with our clients: use of existing company data (Big Data), objective assessments of needs based on a company’s previous results and future strategy, and assessments of individual potentials and needs of employees, while we use innovative methodologies in transferring knowledge and developing competencies – experiential learning and individual dynamic, mentorship and coaching-based development.
Working on employee development programmes, which actually create long-term change and generate a Return on Investment (RoI), our experience has showed us that the use of Big Data existing within a company is the most meaningful resource for staff-related decisions (e.g. identifying High Potentials, creating group and individual development programmes, addressing specific needs), so most of our development programmes are based on the objective, scientifically-based, personality assessment (Hogan Assessments of competencies), reputation assessment via 360 assessment and thorough analysis of the previous track-record of the employee.
By using this approach, we ensure that decision making processes related to employee development are objective, valid, reliable and non-biased.
Related to revamping leadership training, our clients are turning to the unique methodology that we use – experiential learning with “on the spot” problem solving activities, which is highly active and gives instant insight into the leadership team dynamics, as well as individual development needs related to corporate competencies.