* Scientific quantification methodology to assist in various quantification exercises to determine gaps and in a focused manner develop
appropriate solutions, e.g.
* Determining the gap between required and actual intended value generation in relation to strategy.
* Quantification of design and structure to determine the required strength for positions, team construction and individuals.
* Scientifically based succession management with clear indicators of appropriate successors as well as time frame towards readiness.
* Determining team strength of insight to enhance the value generating prospects of the team (World 1st).
* Quantification of the work context (position) as well as people contextual insight to determine the degree of match or gaps.
* New interview methodology (Work Contextual Interview - WCI) to determine people's level and nature of contextual insight.
This is crucial information as success in work is highly dependent on the insight to understand and generate value in context. Not knowing
people's level and nature of insight to deal with context puts companies at risk as the wrong person my be expected to deliver in a position
beyond his/her contextual level of insight.
The methodology has been developed to allow the interviewing of people, "face-to-face" from
anywhere to anywhere in the world via internet based technologies.
* Highly innovative way of determining team strength (quantified) and team “personality” (executive to operational) to identify weaknesses and
obstacles to value generation of the team. This is supported by an innovative way of looking at individual work related personality
characteristics.
* A Handbook/Guide to develop Line Managers and HR in the principles underlying the Self-Sustainable Value Generating Organization.
(World 1st)
* “New pay principles" for a new world of work. (Potential World 1st).
appropriate solutions, e.g.
* Determining the gap between required and actual intended value generation in relation to strategy.
* Quantification of design and structure to determine the required strength for positions, team construction and individuals.
* Scientifically based succession management with clear indicators of appropriate successors as well as time frame towards readiness.
* Determining team strength of insight to enhance the value generating prospects of the team (World 1st).
* Quantification of the work context (position) as well as people contextual insight to determine the degree of match or gaps.
* New interview methodology (Work Contextual Interview - WCI) to determine people's level and nature of contextual insight.
This is crucial information as success in work is highly dependent on the insight to understand and generate value in context. Not knowing
people's level and nature of insight to deal with context puts companies at risk as the wrong person my be expected to deliver in a position
beyond his/her contextual level of insight.
The methodology has been developed to allow the interviewing of people, "face-to-face" from
anywhere to anywhere in the world via internet based technologies.
* Highly innovative way of determining team strength (quantified) and team “personality” (executive to operational) to identify weaknesses and
obstacles to value generation of the team. This is supported by an innovative way of looking at individual work related personality
characteristics.
* A Handbook/Guide to develop Line Managers and HR in the principles underlying the Self-Sustainable Value Generating Organization.
(World 1st)
* “New pay principles" for a new world of work. (Potential World 1st).
KontextIT World 1st and potential world 1st new processes/systems and other new developments
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