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Vitality, Assessment, Coaching

Vitality of workforce, assessment to select the right peopleKarelse Consultancy focuses on assisting companies with:

  • Vitality of the workforce by implementing programmes to keep people employable in a durable way.
  • Assessment to select the right people for a job-vacancy.
  • Coaching to develop employees.
  • Outplacement to take leave of an employee in a socially responsible way. A package in the form of money is nice, but this does not bring a new job closer. The outplacement of Karelse Consultancy focuses on finding a suitable job as soon as possible.

Karelse Consultancy assists companies to improve the vitality, employability and performance of their workforce.

As a Labor and Organization Psychologist with years of experience in applying assessment techniques and counseling employees, Gerard Karelse works for many organizations, profit and nonprofit ones, to enhance and improve the performance and employability of employees.

Assessment

Selecting the right people for a job-vacancy is done by applying psychological testing and assessment techniques in an established and proven method. In numerous studies the added value of this method is demonstrated.

Coaching

Job coaching entails, in principle, about eight discussions and an assessment, it takes about 6 months, including 1 or 2 follow-ups.

Recruitment, Development, Reducing Workforce

Recruitment

Giving selection advice (function aptitude test), based on job requirements or a competency profile determines the success rate of applicants. The individual assessment program provides information for the further development of the employee as well.

Development

Advising on the career opportunities for employees, conducting strengths and weaknesses analysis, management potential assessment and to give direction for the next career steps. Psychological tools and the assessment center method is used here. These assignments are often about the binding of employees to the organization and maintaining motivation and employability. Companies also turn to Karelse Consultancy to carry out development assessments that are part of the management development program.

Advising employers on employees who do not function properly, psychological assessment is usually good starting point.

Often a career advice is followed by a brief counseling period. Coaching can be useful in different situations. An employee who is not really ready for the function can, with targeted support, “pick up” his function. Similarly, job counseling can be necessary to reverse threatening dysfunction.

Reducing workforce

Advising employers in situations where the organization has to reduce its work force. This includes thought being given to a good way of enlisting outplacement agencies, or accompanying employees, in helping them find a new employer and develop tools that go with it (employability assessment). For individual “cases,” employers rely on the experience of Karelse Consultancy to ensure, employees who “threaten” to become superfluous are able to continue their careers elsewhere.

Stress Management

For managers and employees who are under long-term heavy workloads there is a risk of failure with a burnout. It is very important to recognize early signals that precede a “burnout,” and to know which employees are more at risk to be overwrought, so that it can be adjusted on time.

Karelse Consultancy will use its self-developed Stress Management Survey to know how the employee is doing. A structured interview, in combination with some psychological tests, show whether the employee is at risk, what causes a (potential) burnout and what intervention(s) or approach is needed to improve the situation. The findings and recommendations are reported in writing to the employee and good agreements are made regarding communication with physicians, and the superior personnel functionary concerned.

Burnout

For managers and employees who are under long-term heavy workloads there is a risk of failure with a burnout. It is very important to recognize early signals that precede a burnout and to know which employees are more at risk to be overwrought, so that it can be adjusted on time.

Karelse Consultancy will use its self-developed Stress Management Survey to know how the employee is doing. A structured interview, in combination with some psychological tests, show whether the employee is at risk, what causes a (potential) burnout and what intervention(s) or approach is needed to improve the situation. The findings and recommendations are reported in writing to the employee and good agreements are made regarding communication with physicians, and the superior personnel functionary concerned.

Outplacement

Organizations call on Karelse Consultancy if they want to take leave of an employee in a socially responsible way. A package in the form of money is nice, but this does not bring a new job closer. The outplacement of Karelse Consultancy focuses on finding a suitable job as soon as possible. Especially now, with the deteriorating work market, only intensive coaching can lead to success. Another feature of Karelse Consultancy’s approach is to use complete assessment tools for the first phase of the process (“Who am I, what do I want I and what can I do”), which consists of a personality assessment, an interest research and an identification of the most highly developed (behavioral) skills. Here, the candidate benefits of the long experience of a career and selection Psychologist, Gerard Karelse. In this role he indeed represents the interests of the employer because he sits on the other side of the table.

Gerard Karelse accompanies the candidate on the path to conquer a new job and to overcome the disappointments that are often inevitable. Job-hunting is the order of the day when there are “hits” with the business relationships of Karelse Consultancy. The candidate is introduced into the extensive network that Karelse Consultancy has built up over the past 25 years. Karelse Consultancy offers counseling programs for 6, 9 or 12 months and has built up a specific expertise to coach people with a technical background.

Coaching

Job coaching entails, in principle, about eight discussions and an assessment, it takes about one year, including the follow-up. Every job-coaching progress is different and therefore customized, meaning that the above is the starting point. After an informal open-ended conversation begins the identification of areas for development (or identifying the bottlenecks in the functioning). A concrete approach and a timetable is formulated.

However, sometimes it is desirable to accompany the employee for a longer period, for example if he/she needs a longer change process and a sounding board. Experience shows that sometimes only one or two discussions are needed. However, the starting point is that within the stated timetable of one year the employee can continue on his/her own. If a longer route is needed, a different approach or solution is often more appropriate. If this is the conclusion of the inventory, this alternative is indicated and substantiated.

Karelse Consultancy’s approach distinguishes itself, among others, by first identifying, which areas of development can and cannot be coached. Obviously, for this a broad psychological knowledge is necessary.

The Karelse Consultancy method means that development goals are recognized and accepted by the employee and that he cooperates as much as possible in behavioral terms. After the coaching, evaluation usually takes place with the superior and the employee concerned.

The observation areas covered by Karelse Consultancy focuses, among others, on the development of people’s management skills, collaboration skills and dealing with pressure (see Stress Management). Also, employees are guided in accepting leadership (boss management). On this subject attention is given in the Career Management Workshop.

Assessment

To select the right people for a job-vacancy is done by applying psychological testing and assessment techniques in an established and proven method. In numerous studies the added value of this method is demonstrated. An assessment of the success rate of applicants is more than adding score-numbers on tests, it requires a long experience and a good knowledge of the Company of the client.

These tools can be used in different ways. A job aptitude test (“Does the candidate fit the position and our Company?”) starts with the proper identification of the job’s requirements. These serve to guide the research and the choice of tools.

A complete study, for example, for managerial positions, includes an interview, a capacity research, an extensive personality test and a study of behavioral skills. Obviously, in this example, the superior leadership skill of the candidate is tested with assessment exercises. For the assessment exercises senior and experienced role-players are used who have a HRM training background.

After compiling the function’s information, your candidate is invited for an individual assessment program. This program takes about one day to complete. Gerard Karelse is a N.I.P.   Psychologist, which means candidates must first be informed about the outcome of the investigation and that they must give permission for reporting it to the client.

The Karelse Consultancy philosophy is reflected in how candidates are treated, the reporting to and communication with the client. Starting-points are: transparency (with respect to the report as well), spending time on care, instruction and guidance of the candidates and gaining their acceptance. The assessment program is finally also a “showpiece” for the client.

Candidates are not confronted with other test participants and therefore need not wait for others. Furthermore, by the end of the day they are at informed about the results and the advice so they immediately know where they stand. For this, plenty of time is taken. Also, to explore more details of the study to give the candidate the opportunity to let off steam and comment. The after-talk is also intended to ensure candidates, regardless the outcome of the investigation, go home with a good feeling.

Career counseling

To carry out career counseling, Karelse Consultancy uses a wide range of tools of psychological tests, questionnaires and interest assessment exercises.

A career-counseling process is custom-made and begins with an interview of the employee and his / her superior and/or HRM staff.

A typical question is whether the employee can take the next career step, and what he/she needs in terms of coaching and training to be able to further develop. Such a development assessment should offer clear positive points for the organization that wants to invest in its employee.

Very challenging and entertaining assignments are to find out what next steps best suits the skills and interests of the employee. This is possible within and outside the organization and includes a career choice investigation. Karelse Consultancy helps school-dropouts in making a good study choices. Naturally here a good knowledge of the labor market is needed.

Advice on a career-process can in principle be completed in one day, but often some follow-up sessions are planned and the candidate gets homework assignments. The results are first discussed with your employee. Often a triangle conversation follows with a HRM superior of the employee; the results and recommendations are discussed.

CV Gerard Karelse

After studying psychology in Utrecht, and having worked as a psychologist in the Dutch Royal Air-force, Gerard Karelse joined the Philips Company Psychology Department in Eindhoven, Netherlands, in 1980. In this position he has been active in a broad range of Labor and Organization Psychology for several businesses’ sections. In this staff department, experience has been built up with selection and organizational research and guiding employees in training and individual counseling.

Gerard Karelse accompanies the candidate on the path to conquer a new job and to overcome the disappointments that are often inevitable. Job hunting is the order of the day when there are “hits” with the business relationships of Karelse Consultancy. The candidate is introduced into the extensive network that Karelse Consultancy has built up over the past 25 years. Karelse Consultancy offers counseling programs for 6, 9 or 12 months and has built up a specific expertise to coach people with a technical background.

In 1999, Gerard Karelse established himself in Eindhoven, Netherlands as an independent consultant. He operates from this office for several large and small organizations, in both, profit and nonprofit ones. He uses freelancers to carry out assessment missions and occasional colleagues for larger contracts.

The commitment to his work-field has found expression in lectures and publishing several articles in both newspapers and professional magazines on topics such as employability, the work market, outplacement and career development (see publications).