However, the effectiveness of HR development tools is only as good as the process in which they are embedded. Potential analyses, employee interviews and surveys and 360-degree feedback processes always serve as vehicles for discussing development paths and structuring the associated conversations, thoughts and ideas. This allows self-reflection, feedback and conflict culture to be sustainably established throughout the company.

Tools are used to pinpoint, develop and promote the strengths of the organization and its employees. In order to derive maximum benefit and effectiveness from tools and methods, they need to be integrated into a holistic process. Promoting and fostering the strengths of organizations and employees is more effective than compensating for weaknesses.

hrdiamonds can support you in finding the right tool for your problem and in setting up an inclusive holistic process that helps you to maximise your (employees') potential - efficiently, meaningfully and sustainably.

PERMA-Lead® - Positive Leadership
PERMA-Lead® is an evidence-based Positive Leadership concept developed by Dr. Markus Ebner and his team and based on recent studies and field-tested tools from around the world. The starting point for the principle of Positive Leadership is positive psychology. The question addressed here is: What should leadership be based on? The answer: on strengths, not on weaknesses. Positive Leadership is a leadership approach in which managers focus on the individual strengths of their employees, helping them to flourish and reach their highest potential.

More information: www.perma-lead.com

Strengths Compass
The "Stärkenkompass" (engl. "strengths compass") facilitates the strengths-oriented deployment of employees and increases mutual appreciation within the team. Torben Schacht is the founder and managing director of the “Stärkenkompass”. The Strengths Compass was made for managers and people who work together in teams. The Strengths Compass uses peer feedback to make resources visible and to develop them in a targeted way. It leads people, teams and companies to higher performance, better cooperation and more satisfaction. Coaches, trainers and consultants use the tool to achieve more more quickly and easily.

More information: www.staerkenkompass.de

CAPTain
CAPTain is a work-related, computer-aided online analysis for the objective, differentiated recording and description of actual, success-relevant behavioral patterns in a professional context. Behavioral patterns are learned over the course of a lifetime and then remain relatively stable and constant. However, they can be changed and developed by adapting to specific environmental requirements. If the behavior changes permanently, e.g. due to personnel development measures or a job change, this is recorded by CAPTain. CAPTain describes actual behavior (psychometric test, not a self-assessment questionnaire), makes personnel decisions objectifiable, can be integrated into existing procedures (assessment center, hearing, development center) and is always “state of the art” thanks to ongoing adaptations to current research findings.

More information: www.captaintests.com

EQ-i 2.0®
The EQ-i 2.0® is a web-based profile test for mapping emotional competence. Emotionally competent individuals are more successful because they are better able to understand and deal with socially complex situations. Emotional intelligence helps us to master everyday challenges, e.g. dealing with stressful phases or making decisions. Knowing one's own EQ-i® profile makes it possible to reflect on and further develop one's own potential in a structured way.

More information: storefront.mhs.com/collections/eq-i-2-0

360°-Feedback
360° feedback is a method of obtaining work-related feedback from different perspectives. In addition to self-assessment, participants receive feedback from relevant others. By including several relevant perspectives, the feedback does justice to the variety of roles the participants play in their daily work. Participants receive a complete picture of their individual work behavior, which serves as a basis for their further development. 360° feedback promotes a participative approach to leadership culture and HR work, creates an objective basis for communication about the strengths and weaknesses of a person/leader, and supports the feedback recipient's ability to self-reflect.