Introduction

Employee skills and resources can in large be divided into two main categories:

The professional areas are often related to the world of logic, and therefore it is possible for most people to evaluate these using a grade scale. Employees with specific job functions and tasks can often times be evaluated based directly on their results or efficiency. It is much more difficult to evaluate the employee’s personal resources (soft values).

”He/she is creative!”

What exactly does it mean to be creative; is to get new ideas? - And all the time? Or perhaps to keep getting so many new ideas that you never have any of them become reality?

It can be the case with certain jobs, but when the term creativity is used the meaning might perhaps be one relative to the situation. A characterization of a person’s “creativity” (or other “soft” characteristics such as empathy or innovative skills) can be difficult to establish and visualize, in that it is an individual and therefore also subjective foundation that forms the basis of the assessment.

Therefore, it can be a good idea to have a profile of the employee made, to help visualize differences and similarities in the ways in which the employee perceives his/her own strengths and limitations, and how the manager perceives these. Such a profile can form the basis for a conversation about future work areas, tasks in which the employee would like to take part and especially also what “hidden resources” that can be utilized by the company through skill development.

You have an impression of your employees, but does it correspond with their own impression of themselves?

We all assess our fellow human beings, and we might also be aware that this assessment is a very subjective one, but it is still difficult to completely leave out feelings and past experiences of this assessment.

Many different forms of analyses used to describe people exist. Most of them assume that people can be described using certain types or combination of types, with starting point in the type studies of C. G. Jung.

Staff Resource Pro takes starting point in PARI Profile System™ *), which is based on the assumption that: People can, in their basic personality, encompass certain traits that can be described using certain types. But, if people are to become aware of and discover new aspects and possibilities, it is necessary to take individualism into account. This means that they cannot be described only using types.

Therefore, PARI Profile System provides an individual description
with more than 1.3 million possible combinations.

*) PARI Profile System™ is a system that describes people. The system reveals how the participant perceives him/herself, how others perceive the participant and perhaps the most interesting, where the differences and similarities lie, and thus what roles the participant plays in the game of life. The system contains profile descriptions of: Personality, behaviour, roles, intuition, communication, coaching and resource profiles. PARI Profile System has been on the market since 1994. For more information, go to the product PARI Profile System™