This is the process in which necessary analyses are made for the required position; expectancies are determined and the most appropriate election tools are used and executives and potential candidates meet.

I. Determining the Operational Definition
Defining the basic criteria (education, age etc), competency and behavioral model for the position of which there is a need for an employee. Determining the source to find the candidates who are appropriate for the definition.

II. Announcement
Preparing the announcement’s format which is will suit your company’s identity (content, size, design etc.) and criteria wanted.

III. Analyzing the CVs
Casting CVs till the due date written on the announcement and examining them according to criteria.

IV. Psychometric Evaluation
Psychometric evaluation according to the competencies and behavioral models that have been predetermined in the ‘operational definition’ step and using Personality Inventories / General Ability tests while doing that.

V. Assesment Center
Candidates, who are found to be appropriate for the position after the evaluation made by personality and ability tests, are invited to ‘Evaluation Center’. According to that application, number of the candidates is narrowed down to the desired level. Finally, it is observed whether the candidate have the competencies necessary or not.

1) Determining the Position:
That would be implemented to the ones who have applied to the position and completed the CV and interview processes.

2) Defining the Position’s Competencies:
Determining the position’s competencies, job definitions and difficulties in having that position.

3) Determining the Observable Behavioral Models:
Defining the criteria by which one can measure the predetermined competencies. After the evaluations, it becomes possible to analyze;

about the candidate.

4) Preparation of Simulation/Design Studies for Candidate Evaluation
Simulation/Design Studies which are prepared privately for the company and the position are used to evaluate candidates.

5) Preparation of Candidate Evaluation Forms;
Preparing a form on which the observer can take notes and write scores during the evaluation process.

6) Preparation of the Observer:
Top managers & managers are expected to join the ‘Evaluation Center’ process. Here, the aim is also to evaluate the candidate’s appropriation to firm’s culture expect from his/her competencies. Before that, we and top management come together to be all of one mind about the aim and methodology of the process.

The steps below will be elected and organized according to the needs & expectancies.

1) Simulation
Simulation is establishing a job-like environment according to the firm and position. Here, candidates are expected to solve the given problem by using their competencies, behavioral and positional abilities while the observer is evaluating the process.

2) Design Games
Design games are using the materials which are expected to create a meaningful whole according to a specific aim. This design process includes the evaluation of competency, behavior and job abilities of the candidate.

3) Case Study
Case Study is the process in which candidates are expected to evaluate and decide on some structured events by using their competency, behavioral and positional abilities. In this step, candidates are evaluated according to the criteria, set before by the consultants.

Establishment of Competency Based Performance Management System
According to the company’s needs and future plans, our service in that step includes;

• Establishment of the Competency Model
• Establishment of Management by Aims System, if necessary
• Preparation of Management System Guide
• Design of the Forms/Screens that are going to be used
• Trainings of User
• Taking Corrective / Preventive Steps      

This step may be implemented totally or necessary support can be given when necessary.

Establishment of the Advice System
In order to support contribution of employees that is well known to be really effective;

• Taking the employees’ ideas
• Evaluating those ideas
• Taking action about the applicable ones
• Rewarding the ideas which has been contributed to the well being of the firm
• Establishment of the system which will enable a healthy communicative process with the employees

Restructuring the Human Resources Department
This process includes the improvement/establishment of the Human Resources Function within the firm, which will serve in the most effective way according to the future plans, vision and aims of the firm. In order to restructure that, steps below may be implemented;

• Analyzing and reporting the status quo of the present Human Resources Department
• Improvement/establishment of the Human Resources Function
  • Recruitment and Placement
  • Training Improvement
  • Wage Management
  • Performance Management
  • Inside Communication
    
    

Job Evaluation & Fee Management
One of the strongest tools of Human Resources Systems in order to provide employee motivation and especially establishing a ‘fair management’ is a fee system which is approved by employees. According to that, the most appropriate job evaluation method for the firm’s needs and policies is established. Then a committee is set up to form a wage system according to the job value at first and in addition, market, industry, management and employee expectations. Below steps may be taken;

— Understanding the needs and expectancies of top management
— Evaluating the present fee system
— If the organization’s structure and job definitions are not enough or not exist anyway, improvement or restructuring them.
— Establishing the Job Evaluation Committee and training them
— Calculating the job values according to the most appropriate job evaluation method.
— Determining the fee grades by establishing the most appropriate fee system
— Planning the budget and transition process to this new fee system according to the aim desired to achieve, market, sector and present fee information.
— Implementation of the plan

Evaluation / Improvement Center
This process aims to evaluate the present staff and personnel to be promoted; determine the strong and developing aspects of employees; define the training and improvement requirements and determine the potential. In order to implement that, below steps are taken;

— Personality Inventories
— Ability Tests
— Case Studies
— Team Working
— Individual Presentation
— Role Play
— Job Simulations
— Competency based interview methods

Training and Improvement Management
Preparing the periodical / annual and long term training and improvement plan according to training needs determined. Planning is made according to the analysis made in terms of the organization, job and individual and also to the future plans and aims of the company.

Through that step;
- Aim of organization, job and individual analysis
- Determining the status quo in terms of the basic competencies and critical achievement factors
- Focus group studies for the needs and expectancies of employees
- Preparing the training and improvement plan
- Establishing the systems with which one can monitor the results of training and improvement studies
- Calculating and reporting the return rate of the investment