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OTP Topscore® – Support in the HR selection process

  • 0 comments/
  • 9. June 2023

Selecting the right candidate for a position is crucial for the success of a company. Miscasts are costly and unnecessary investments. As a neutral and professional partner who understands the challenges of the organization and the importance of the position to be filled, we support our clients in the selection process of submitted applications. 

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  • Under : Career Management, Outplacement

Spouse program: our service for “expats”

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  • 5. June 2023

In the case of an expatriation, the issue of the spouse’s employability often poses a challenge. For most spouses of expatriates, the question of continuing their professional career becomes a central issue upon their arrival in Switzerland.

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  • Under : Career Management, Change Management

Career management: retaining specialists by offering an internal development

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  • 6. April 2023

The mission

We have been mandated by a Group active in the energy sector and present throughout Europe. This group is a leading provider of energy services in Switzerland. Read More

  • Under : Career Management

Comparability based on a neutral assessment

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  • 4. April 2023

The comparison between internal and external candidates brings various challenges when recruiting for a position. Strengths as well as weaknesses of internal candidates are known and documented due to experiences made and results achieved during their period of employment up to internal assessments. Read More

  • Under : Assessment, Career Management

Employee development: Assessment with the OPQ32 personality test

  • 0 comments/
  • 22. February 2023

The customer situation: “From service to customer advice”.

With the increasing complexity of IT systems, the job of IT service technicians in contact with customers is changing fundamentally. In service, social and communication skills, in addition to technical know-how, are becoming more and more important for the company’s business success. 

One of OTP’s customers, an IT firm, planned to promote its highly qualified service specialists by professionalizing their customer service skills.

Background: Because this company’s service technicians work with complex e-commerce systems, the “just be friendly all the time” approach to service is not sufficient. Customers increasingly need proactive advice on how to get the most out of the systems. In challenging situations – malfunctions, time delays, system failures, customer anger – the service technicians should also be able to communicate in a professional manner so as not to create problems for further the cooperation with the customers.

The IT company wanted the IT technicians to have command of the communication tools needed to actively shape a positive customer relationship in the scope of their service activity. This includes a customer-focused and benefit-oriented argumentation, taking a de-escalating approach in crisis situations, and binding the customer to the service provider through a professional approach in discussions and presentations. 

 

The OTP program: starting with an individual assessment of the situation

The “Consulting Competence” training program, developed by OTP, comprises various modules that extend over six months. The first step is an individual competence-oriented assessment of the participants. Then, the various aspects of consulting competence are trained and practically applied based on theoretical background information and exercises.

The assessment is the basis and the key for the learning process in the training program. The behavioral styles of the participants are analyzed, and a forecast is made of how their behavioral characteristics will affect the desired consulting activity in IT service. This gives a picture in which competencies the participants have their strengths and in which they would need special support from the training program (e.g., through exercises in the seminar, through personal feedback, and through coaching). 

 

Tool for the assessment of the current situation: OPQ32

The assessment tool used by OTP is the digital test OPQ32 (“Occupational Personality Questionaire”). This test evaluates 32 personality traits in three personality dimensions that provide information about individual work behavior. The high accuracy of this assessment tool is internationally recognized.

The test consists of 107 questions measuring 32 specific personality traits. There are no right or wrong answers. Traits that are desirable for some tasks and positions may be detrimental for others.

The OPQ32 gives companies insight into how aspects of employees’ individual behavior affect their performance on the job. In the context of human resource development, the test can be used for a wide variety of objectives, whether it is to align the internal career promotion (as in the present case), for internal career management, for evaluating the talent pool, or for evaluating applicants as part of an assessment.

 

Personality dimensions of the OPQ32

The analysis of the OPQ 32 is focused on the following three dimensions:

Interpersonal Behavior
Enforcement convincing, leading, direct, independent
Contact sociable, eager to contact, self-confident
Empathy restrained, cooperative, caring
Thinking Style
Analysis data-oriented, critically evaluating, behavior-oriented
Flexibility Traditional, conceptual, innovative, looking for variety, willing to adapt
Structure Forward thinking, detail oriented, conscientious, follows rules
Emotion and Motivation
Selfmanagement Forward thinking, detail oriented, conscientious, follows rules
Motivation Dynamic, competitive, success-oriented, decisive

 

Outcome of OPQ32 use: Individualized learning. 

The assessment at the start of the training program was first analyzed with all participants in one-hour individual meetings. In this analysis, the participants were encouraged to focus on their strengths and weaknesses. They determined individually in which areas they personally saw a particular need for learning. For her part, the training leader and coach was able to use this exchange to determine for each participant the specific learning objectives that needed to be worked on in the training and the individual coaching.

In particular, the OPQ32 analysis made it possible to track and reflect the continuous progress and results of each participant over the course of the training and coaching – e.g., professionalization of presentation skills. Using specific checklists for the different areas of competence – presentation, rhetoric, consultative selling, conflict management, leading discussions, understanding of business roles – the personal learning progress was determined in a before-and-after analysis and future learning areas were identified. In addition, it was also possible to determine the specific strengths of each participant in respect to his or her approach to the customer.

Last but not least, the test results of the OPQ32 also gave the supervisors the opportunity to evaluate on site with the customer the work of their collaborators in the ongoing appraisal meetings and to define goals for employee development.

Overall, working with the OPQ32 test tool proved to be extremely fruitful for the IT company, its employees and managers. For its part and on the basis of many years of work with personality assessment, OTP was able to open up another interesting use of this job-related personality test as part of the training program.

  • Under : Assessment, Career Management, Coaching, Training

OTP TOPSCORE® – Recruitment of managers and technical specialists

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  • 14. December 2022

We put our experience of 30 years of successful HR consulting at your disposal for your search for new collaborators. Our competence and experience form the basis of our holistic consulting offer in today’s challenging search.

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  • Under : About OTP, Career Management

Retirement Seminars – Preparing for the New Phase of Life

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  • 14. November 2022

In most companies in Switzerland, around 4% of employees leave the company each year as retirees and thus enter a new phase of life. Retirement changes their lives fundamentally – for the next 20 years on average. Read More

  • Under : About OTP, Career Management, Training

Retention powered by career management with OTP

  • 0 comments/
  • 26. October 2022

In the current state of the labor market, with the “war for talents” for skilled workers and junior staff, the optimal use of human resources is an important success factor. Lack of mobility of employees within the company is a frequent reason why talent is not optimally deployed. Our career management can be an important building block here by providing tools and coaching to help employees determine where they stand, for self-reflection and for development prospects, thus creating the basis for internal mobility. Read More

  • Under : Career Management

Social Media – the professional approach

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  • 6. December 2016

What makes social media “the” tool for networking?

Networking, communicating with others, has always been one of the key specificities of human beings, driven by the need to learn from others and to share our own learnings with our environment.Read More

  • Under : Career Management, Outplacement

Career Management – Opportunity or threat for the employer?

  • 0 comments/
  • 24. August 2016

Eine kürzlich durchgeführte weltweite Studie von Kelly Global Workforce Index mit 122,000 Befragten hat ergeben, dass

  • 48% der Mitarbeitenden in ihrem aktuellen Job nicht zufrieden sind,
  • 55% der Mitarbeitenden einen besseren Job suchen und
  • 63% sagen, ihr direkter Vorgesetzter hat einen direkten Einfluss auf ihre Arbeitszufriedenheit.

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  • Under : Career Management

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OTP Aarau (Buchs)
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Tel +41 44 444 50 15
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