1.1. Individual Assessment

The figure of integrity, dedicated, energetic and disseminate of positive energy for the working environment is the desire of each organization. HR-Qis committed to helping organizations capture and map the potential predicted individual can meet the needs of the job. Also, HR-Qis provides services to help organizations overcome the problems of individual employees are assumed to interfere with the performance of the organization potentially.

a. Recruitment and Selection

Recruitment and selection are the management activity to obtain a group of people who are eligible to the job specification which proposed by the company or organization.

Recruitment is the process of finding employment can be done by using many methods, which will be followed by the selection process.
Selection is a set of activities that are intended to provide individual recommendations are predicted to meet the needs of the organization or company will be a position in particular. This activity is principally seeking persons who are fit to the job (man spec = job spec).

Stages of assessment, measurement instruments and the form of the report will be tailored to the needs of the organization.

b. Potential Review

Potential Review is essentially a person’s assessment of the potential for a particular job against the ability of an individual who has worked in an institution. The process is carried gauging the potential of a person from several sides. Potential Review is usually done at the time of going to do a promotion or reinstatement. Results of the Potential Review is expressed in the form of quantitative and narrative about the strengths and weaknesses of the individual for a particular job or position.

c. Individual Consultation

In order to create quality human resources who are able to balance between the welfare of individuals by optimizing performance in the achievement of the organization, HR-Qis run a various consultative program. The strength of the science of psychology is to conduct an analysis of the individual and tracing ability of people associated with efforts to improve the effectiveness of the organization without neglecting the welfare of individuals. HR-Qis also has had cooperation with relevant parties if the problems facing people feel cumbersome and requires the handling of certain professions.

1.2. Organizational Assessment

Orientation organizational assessment services aimed at achieving perfection of functions and organizational structure in order to achieve effectiveness and efficiency of the organization. Also, environmental changes quite rapidly and competitive requires the readiness of the organization to adapt to environmental changes and prepare qualified human resources and have high competitiveness.

Organizational assessment activities performed by both qualitative and quantitative approaches involving intensive interaction between the two sides. Assessment activities aimed at the development agency forwards followed by the arrangement of psychology-based organizations. If necessary HR-Qis will conduct cooperation with other disciplines, such as management, accounting, law, etc.. Some examples of organizational assessment activities that have been handled by HR-Qis are as follows:

a. Job Analysis

Job analysis activities intended to obtain information about the job description, an individual specification that may do the job, to evaluate the implementation of employment in an office. This information is very useful for organizations in order to get a clear picture of fit between the work with the specifications of the organization of human resources.

b. Managerial or Competency Assessment

Competency assessment is performed to assess whether a person has the potential to occupy managerial positions, both first-line, middle, or top manager. Assessment activities can be done in the form of competency evaluation and Quasi Center Assessment Center. Referring to the guidelines for competency assessment Civil Affairs Officer of BKN Regulation No. 23 of 2011, these activities may include:

  1. Assessment centers (AC), a method of predicting the behavior of certain positions (job target) by using multiple simulations. AC conducted using an objective, credible and comprehensive in measuring potential and competence of employees. This program has the advantage because it uses multi method, multi assessor, based on the criteria, many sources (multiple inputs), a means of recording, data integration with the reviewer meetings, and included at least 5-6 assesses (multiple participants)
  2. Quasi-assessment center, the standard method was done to assess or measure the competence and predictive success of employees in an office with the use of at least two measuring devices, one of which can be simulated based job competency requirements and carried out by several assessors, at least three people. In the process will be used psychological and behavioral assessment tools as well as analysis of the track record and several self-assessment tools and aspirations. For special purposes HR-Qis cooperation with several professions (subject matter expert) related to certain managerial competence.

c. Work Load Analysis

Workload analysis carried out in order to photograph the person-job fit in the organization. These activities can provide information about the problem of disharmony working relationships within an organization. With a workload analysis, organizations are able to see the potential overload, overlap, and under load in any work.