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People development

Our professed opinion about our own responsibility does not count for much. Our actual responsibility is shown through our behaviour.

Aleksander Zadel

Partner and director

Why Competo?

People are the company’s no. 1 competitive edge. Our cooperation with our partners rests on listening – we want to hear about their problems, identify its real causes and support them in creating more efficient and an employee-friendly culture.

  • Strong psychological underpinning that has proven its effectiveness in HR practices and organisations.
  • We listen and we hear, thereby addressing the client’s present challenges.
  • We walk the talk.

Model of organisational values

Competence models

Individual coaching

Training for internal coaches

HR Hackathon

Team building

Training: behavioural interview

Organisational climate measurement

Introduction of HR processes

Psychological assessment

Individual assesment centre

Team assessment centre

Individual development centre

Team development centre

Competency-based interview

Team onboarding

Team development

Outplacement / career programmes

Model of organisational values

Organizacijske vrednote so tiste, ki povezujejo med seboj različne zaposlene in s katerimi lahko krepimo njihovo pripadnost podjetju. Vendar pa opredelitev vrednot ni dovolj – ključno je, da jih zaposleni vsakodnevno zasledujejo pri svojem delu. Skupaj s podjetji tako izdelamo/pregledamo model organizacijskih vrednot in ga uskladimo z vizijo in poslanstvom podjetja. Na delavnicah z vodstvenim in strokovnim kadrom podjetja pregledamo ključne vrednote ter jim določimo vedenja, s katerimi se te vrednote kažejo pri delu preko vedenja zaposlenih. Namen delavnice je opredelitev prilagojenega nabora vedenj glede na potrebe podjetja.

 

Competence models

Izdelava kompetenčnega modela, ki je prilagojen specifičnim potrebam in delu podjetja, prispeva k sistematičnemu in učinkovitemu delu z zaposlenimi – vse od selekcije ustreznih kandidatov, merjenja kompetenc in sistematičnega razvijanja zaposlenih. Kompetenčni model se oblikuje na vsaj dveh 8-urnih delavnicah, kjer skupaj z vodstvenim in strokovnim kadrom podjetja določimo pomembne dejavnike uspešnosti in ključne kompetence za posamezna delovna mesta. Za nabor vseh kompetenc se opredeli opise in vedenja z namenom, da zaposleni kompetence lažje zasledujejo v praksi.

 

Individual coaching

Individualni coaching je namenjen razvoju osebnih in poklicnih potencialov posameznika z namenom, da udeleženci razvijejo ustrezno kondicijo, spretnosti za dosego ciljev in izboljšajo nivo kompetenc. Poteka osebno ena na ena (tj. coach in udeleženec), število srečanj pa se določi glede na dogovor z naročnikom.

 

Training for internal coaches

Za usposabljanje internih coachev želimo pridobiti zaposlene, pri katerih prepoznamo željo in hkrati potenciale, na podlagi katerih lahko razvijejo kompetence, pomembne za kakovostno izvedbo coachinga. Pred samim usposabljanjem skupaj s podjetjem oblikujemo profil internega coacha, kjer glede na potrebe podjetja opredelimo ključne potenciale in kompetence.

 

HR Hackathon

HR hekaton je metoda inoviranja HR praks in procesov, pri kateri sodelujejo talenti iz različnih oddelkov, različnih generacij, z različnimi znanji in izkušnjami. Cilj HR hekatona je poiskati čim več inovativnih rešitev za izzive, s katerimi se bodo podjetja srečevala pri kadrovanju v prihodnosti. Namenjen podjetjem, ki želijo narediti prvi korak k inoviranju HR praks in procesov, prevetriti obstoječe inovativne HR projekte in ki želijo naučiti in spodbuditi svoje zaposlene h kreativnemu razmišljanju.

Dober hekaton uspe, če so udeleženci kreativni, sodelovalni, polni energije, verjamejo v proces in  želijo uspeti ter imajo priložnost izražanja v spodbudnem okolju.

Team building

Vsak tim in vsako podjetje se razlikuje v tem, kakšni so zaposleni in na kakšen način se povezujejo kot tim. V ta namen naročnikom ne ponujamo vnaprej pripravljenih team buildingov, temveč izvedbo in vsebimo prilagodimo željam in potrebam naročnika – vsak pripravljen team building je unikaten in sestavljen iz personaliziranih nalog za izbrano podjetje/tim.

 

Training: behavioural interview

Kako lahko vemo, kako razvite so dejansko kompetence kandidata, ki se prijavlja na razpisano delovno mesto? S pomočjo vedenjsko-usmerjenih vprašanj, kjer kandidata sprašujemo po tem, kako se je vedel v različnih situacijah v bližnji preteklosti.

Organisational climate measurement

Organizacijska klima podjetja v veliki meri odraža, kako zadovoljni so zaposleni z različnimi vidiki delovnega okolja. Zadovoljni zaposleni pa so tisti, ki bolj učinkovito delajo, so inovativni in pomembno prispevajo k uspehu podjetja.

 

Introduction of HR processes

Vsako podjetje ima lahko učinkovito izdelano kadrovsko strategijo, ki omogoča zaposlovanje dobrih kandidatov, sistematično razvijanje zaposlenih in urejen proces odhoda iz podjetja. Pri postavljanju strategije svetujemo, pomagamo opredeliti posamezne korake in načrtovati ključne aktivnosti v okviru vseh treh procesov in jih prilagoditi potrebam in ciljem vašega podjetja.

Psychological assessment

Finding the right candidate to fill a specific position is highly important for the company. The application of psychological assessments helps optimise the quality of the selection process. The tests enable us to describe the candidate’s characteristics, regardless of their qualifications and experience, in a standardised and objective manner. In practice, psychological assessments are used as a means of predicting people’s behaviour. They are highly reliable and effective, because they comply with the following premises:

  1. Adults display traits that remain relatively stable over time.
  2. Personal traits differ between adults, affecting one’s conduct in the workplace.
  3. Different occupations demand different personal traits.
  4. Personal traits can be measured.

Individual assesment centre

Because the chosen candidate will help shape the future of the entire company, the selection process for head positions should receive your undivided attention. The individual selection assessment centre provides first-rate methods to ensure the best candidate is chosen. What makes this procedure highly reliable is the integration of various selection approaches (e.g. interviews, role play) and objective evaluations by independent observers. Our evaluation of the candidate’s performance at an interview can often be biased, as the candidate can impress us with their preparation or our appraisal is skewed by errors such as the halo effect.

Team assessment centre

Because the chosen candidate will help shape the future of the entire company, the selection process for head positions should receive your undivided attention. The team assessment centre provides first-rate methods to ensure the best candidate is chosen. What makes this procedure highly reliable is the integration of various selection approaches (e.g. interviews, role play) and objective evaluations by independent observers. Our evaluation of the candidate’s performance at an interview can often be biased, as the candidate can impress us with their preparation or our appraisal is skewed by errors such as the halo effect.

Individual development centre

Although business mandates a good knowledge of the market, the competition, and the needs of clients, it is far more pivotal to have an intimate knowledge of self. Our individual development centre employs methods that enable an efficient and objective analysis of the employees’ competencies and capability. The findings form a solid bedrock for future growth with projects like talent management, succession systems, change management, etc. A development centre that is properly constructed can predict an individual’s behaviour in pre-structured situations in a systematic and objective manner.

Team development centre

Although business mandates a good knowledge of the market, the competition, and the needs of clients, it is far more pivotal to have an intimate knowledge of self. Our team development centre employs methods that enable an efficient and objective analysis of the employees’ competencies and capability. The findings form a solid bedrock for future growth with projects like talent management, succession systems, change management, etc. A development centre that is properly constructed can predict an individual’s behaviour in pre-structured situations in a systematic and objective manner.

Competency-based interview

When choosing candidates, bias can often creep in without us noticing. An elaborate structure of the selection interview prevents us from making errors in appraisal. A competency-based interview is an approach that guarantees objectivity and reliability during the selection process. It focuses on the individual’s past behaviour, which is the best-known predictor of future behaviour.

We tend to form an opinion about a candidate the moment they first walk in the door. This first impression persists throughout the interview, leaving an important mark that may affect our decision about the candidate’s suitability. What is more concerning is that we are rarely aware of the bias present in such situations.

Team onboarding

Finding the right person to take up the post is only the first step to success. The first 90 days are key in determining whether the new employee will acclimate smoothly to a work environment with its own dynamics and procedures. Team onboarding helps the new member and the rest of the team to cultivate a fruitful collaboration. One of the many advantages of a well-structured onboarding programme is that it integrates the employee into a new workplace in a cost-efficient way.

Team development

Teamwork is an important ingredient of modern day employment. Research suggests that the time devoted to teamwork has increased by 50 percent in the last two decades. Companies need to adapt to these trends and learn how to collaborate efficiently in order to succeed in a complex global market.

A number of studies have identified the advantages of teamwork development at the workplace. Among these are:

  • Quick identification of errors: when working as a team, employees notice mistakes faster and find better solutions.
  • Excellent outcomes: teamwork produces better outcomes, while employees report higher levels of job satisfaction.
  • High profitability: close collaboration between employees helps drive a company’s profitability.

Outplacement / career programmes

Competo believes that taking care of employees during all stages of their employment, even at the time of redundancy, is what makes a company successful. Outplacement is a support service that a company offers to its employees, when they are made redundant for a variety of reasons. By organising group or individual career workshops, the company actively supports the departing employees to find new job opportunities.

When the only constant in life is change, it is essential that a company is adaptable when managing its workforce. The way in which the company handles changes and staffing reorganisation significantly affects their reputation in the eyes of the staying employees and future candidates on the employment market.

Model of organisational values

Organizacijske vrednote so tiste, ki povezujejo med seboj različne zaposlene in s katerimi lahko krepimo njihovo pripadnost podjetju. Vendar pa opredelitev vrednot ni dovolj – ključno je, da jih zaposleni vsakodnevno zasledujejo pri svojem delu. Skupaj s podjetji tako izdelamo/pregledamo model organizacijskih vrednot in ga uskladimo z vizijo in poslanstvom podjetja. Na delavnicah z vodstvenim in strokovnim kadrom podjetja pregledamo ključne vrednote ter jim določimo vedenja, s katerimi se te vrednote kažejo pri delu preko vedenja zaposlenih. Namen delavnice je opredelitev prilagojenega nabora vedenj glede na potrebe podjetja.

 

Competence models

Izdelava kompetenčnega modela, ki je prilagojen specifičnim potrebam in delu podjetja, prispeva k sistematičnemu in učinkovitemu delu z zaposlenimi – vse od selekcije ustreznih kandidatov, merjenja kompetenc in sistematičnega razvijanja zaposlenih. Kompetenčni model se oblikuje na vsaj dveh 8-urnih delavnicah, kjer skupaj z vodstvenim in strokovnim kadrom podjetja določimo pomembne dejavnike uspešnosti in ključne kompetence za posamezna delovna mesta. Za nabor vseh kompetenc se opredeli opise in vedenja z namenom, da zaposleni kompetence lažje zasledujejo v praksi.

 

Individual coaching

Individualni coaching je namenjen razvoju osebnih in poklicnih potencialov posameznika z namenom, da udeleženci razvijejo ustrezno kondicijo, spretnosti za dosego ciljev in izboljšajo nivo kompetenc. Poteka osebno ena na ena (tj. coach in udeleženec), število srečanj pa se določi glede na dogovor z naročnikom.

 

Training for internal coaches

Za usposabljanje internih coachev želimo pridobiti zaposlene, pri katerih prepoznamo željo in hkrati potenciale, na podlagi katerih lahko razvijejo kompetence, pomembne za kakovostno izvedbo coachinga. Pred samim usposabljanjem skupaj s podjetjem oblikujemo profil internega coacha, kjer glede na potrebe podjetja opredelimo ključne potenciale in kompetence.

 

HR Hackathon

HR hekaton je metoda inoviranja HR praks in procesov, pri kateri sodelujejo talenti iz različnih oddelkov, različnih generacij, z različnimi znanji in izkušnjami. Cilj HR hekatona je poiskati čim več inovativnih rešitev za izzive, s katerimi se bodo podjetja srečevala pri kadrovanju v prihodnosti. Namenjen podjetjem, ki želijo narediti prvi korak k inoviranju HR praks in procesov, prevetriti obstoječe inovativne HR projekte in ki želijo naučiti in spodbuditi svoje zaposlene h kreativnemu razmišljanju.

Dober hekaton uspe, če so udeleženci kreativni, sodelovalni, polni energije, verjamejo v proces in  želijo uspeti ter imajo priložnost izražanja v spodbudnem okolju.

Team building

Vsak tim in vsako podjetje se razlikuje v tem, kakšni so zaposleni in na kakšen način se povezujejo kot tim. V ta namen naročnikom ne ponujamo vnaprej pripravljenih team buildingov, temveč izvedbo in vsebimo prilagodimo željam in potrebam naročnika – vsak pripravljen team building je unikaten in sestavljen iz personaliziranih nalog za izbrano podjetje/tim.

 

Training: behavioural interview

Kako lahko vemo, kako razvite so dejansko kompetence kandidata, ki se prijavlja na razpisano delovno mesto? S pomočjo vedenjsko-usmerjenih vprašanj, kjer kandidata sprašujemo po tem, kako se je vedel v različnih situacijah v bližnji preteklosti.

Organisational climate measurement

Organizacijska klima podjetja v veliki meri odraža, kako zadovoljni so zaposleni z različnimi vidiki delovnega okolja. Zadovoljni zaposleni pa so tisti, ki bolj učinkovito delajo, so inovativni in pomembno prispevajo k uspehu podjetja.

 

Introduction of HR processes

Vsako podjetje ima lahko učinkovito izdelano kadrovsko strategijo, ki omogoča zaposlovanje dobrih kandidatov, sistematično razvijanje zaposlenih in urejen proces odhoda iz podjetja. Pri postavljanju strategije svetujemo, pomagamo opredeliti posamezne korake in načrtovati ključne aktivnosti v okviru vseh treh procesov in jih prilagoditi potrebam in ciljem vašega podjetja.

Psychological assessment

Finding the right candidate to fill a specific position is highly important for the company. The application of psychological assessments helps optimise the quality of the selection process. The tests enable us to describe the candidate’s characteristics, regardless of their qualifications and experience, in a standardised and objective manner. In practice, psychological assessments are used as a means of predicting people’s behaviour. They are highly reliable and effective, because they comply with the following premises:

  1. Adults display traits that remain relatively stable over time.
  2. Personal traits differ between adults, affecting one’s conduct in the workplace.
  3. Different occupations demand different personal traits.
  4. Personal traits can be measured.

Individual assesment centre

Because the chosen candidate will help shape the future of the entire company, the selection process for head positions should receive your undivided attention. The individual selection assessment centre provides first-rate methods to ensure the best candidate is chosen. What makes this procedure highly reliable is the integration of various selection approaches (e.g. interviews, role play) and objective evaluations by independent observers. Our evaluation of the candidate’s performance at an interview can often be biased, as the candidate can impress us with their preparation or our appraisal is skewed by errors such as the halo effect.

Team assessment centre

Because the chosen candidate will help shape the future of the entire company, the selection process for head positions should receive your undivided attention. The team assessment centre provides first-rate methods to ensure the best candidate is chosen. What makes this procedure highly reliable is the integration of various selection approaches (e.g. interviews, role play) and objective evaluations by independent observers. Our evaluation of the candidate’s performance at an interview can often be biased, as the candidate can impress us with their preparation or our appraisal is skewed by errors such as the halo effect.

Individual development centre

Although business mandates a good knowledge of the market, the competition, and the needs of clients, it is far more pivotal to have an intimate knowledge of self. Our individual development centre employs methods that enable an efficient and objective analysis of the employees’ competencies and capability. The findings form a solid bedrock for future growth with projects like talent management, succession systems, change management, etc. A development centre that is properly constructed can predict an individual’s behaviour in pre-structured situations in a systematic and objective manner.

Team development centre

Although business mandates a good knowledge of the market, the competition, and the needs of clients, it is far more pivotal to have an intimate knowledge of self. Our team development centre employs methods that enable an efficient and objective analysis of the employees’ competencies and capability. The findings form a solid bedrock for future growth with projects like talent management, succession systems, change management, etc. A development centre that is properly constructed can predict an individual’s behaviour in pre-structured situations in a systematic and objective manner.

Competency-based interview

When choosing candidates, bias can often creep in without us noticing. An elaborate structure of the selection interview prevents us from making errors in appraisal. A competency-based interview is an approach that guarantees objectivity and reliability during the selection process. It focuses on the individual’s past behaviour, which is the best-known predictor of future behaviour.

We tend to form an opinion about a candidate the moment they first walk in the door. This first impression persists throughout the interview, leaving an important mark that may affect our decision about the candidate’s suitability. What is more concerning is that we are rarely aware of the bias present in such situations.

Team onboarding

Finding the right person to take up the post is only the first step to success. The first 90 days are key in determining whether the new employee will acclimate smoothly to a work environment with its own dynamics and procedures. Team onboarding helps the new member and the rest of the team to cultivate a fruitful collaboration. One of the many advantages of a well-structured onboarding programme is that it integrates the employee into a new workplace in a cost-efficient way.

Team development

Teamwork is an important ingredient of modern day employment. Research suggests that the time devoted to teamwork has increased by 50 percent in the last two decades. Companies need to adapt to these trends and learn how to collaborate efficiently in order to succeed in a complex global market.

A number of studies have identified the advantages of teamwork development at the workplace. Among these are:

  • Quick identification of errors: when working as a team, employees notice mistakes faster and find better solutions.
  • Excellent outcomes: teamwork produces better outcomes, while employees report higher levels of job satisfaction.
  • High profitability: close collaboration between employees helps drive a company’s profitability.

Outplacement / career programmes

Competo believes that taking care of employees during all stages of their employment, even at the time of redundancy, is what makes a company successful. Outplacement is a support service that a company offers to its employees, when they are made redundant for a variety of reasons. By organising group or individual career workshops, the company actively supports the departing employees to find new job opportunities.

When the only constant in life is change, it is essential that a company is adaptable when managing its workforce. The way in which the company handles changes and staffing reorganisation significantly affects their reputation in the eyes of the staying employees and future candidates on the employment market.