Personnel audit

A personnel audit is a method supporting an origination’s human resources management. It allows for employees’ professional competence to be diagnosed and assessed with respect to the implementation of the both company’s overall goals and the goals pertaining to a particular position. It also makes it possible to recognise the motivating factors important to the employee and having an impact on his/her job satisfaction and efficiency and efficacy at work.

This service is addressed to companies wishing to conduct a thorough review of candidate/employee competence over a relatively short period of time.

Each project is preceded by a thorough analysis of the requirements and a profile of the expected competence for particular positions is then developed in collaboration with the Client. This constitutes the basis for designing a procedure for obtaining reliable information on employees’ competence levels of Employees.

In pursuit of highly accurate and reliable information, the Accea team uses a combination of the following methods when conducting audit projects:

• An interview with the employee, conducted in line with Structured Interview methodology
• A battery of psychological/psychometric tests, individually set to accord with the project’s requirements
• Tasks/practical tasks, simulations of duties performed in a given position
• A test of the knowledge or skills crucial to handling the challenges of the job effectively.

Human resource management practice has proved that assessments of employees’ professional aptitudes and information on their potential are key factors taken into account by the Management Board during organizational changes and when taking significant decisions concerning personnel, such as vertical/horizontal promotions, or compiling the company’s development plans.

Benefits for the organisation:

• Obtaining reliable and objective information on the employee’s competence, with particular consideration given to his/her aptitudes and potential in the context of a given position
• Obtaining information on employees’ motivation, desire to develop further in a given position, and readiness to participate in the development of the entire organisation
• The possibility of using information on an employee when taking personnel-related decisions in connection with vertical and horizontal promotions, training courses, career paths and dismissals
• Using employee potential in a given position, in line with his potential and competence.