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Selection, retention and training based on objective measurement

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Reduction of fluctuations

When is the selection really expensive? If the candidate ends up not staying there!

Recruiting is often a lengthy, costly and resource-intensive process. Optimally, the newly employed workforce is quickly integrated into your new work environment, where you can work long-term and efficiently. This is a mutual benefit for both the employer and the employee.

That is why it is so disappointing that, despite the promising overall picture, the work style and adaptability of the selected workforce does not meet the company's ideas. In such cases, the organization can improve the skills of its employee with significant ongoing training, lasting up to months, but often, unfortunately, there is no alternative but to terminate the employment relationship permanently. Luckily, even during the trial period.

Once the resulting significant loss of resources and money has been posted, the recruitment process can only begin again, hoping that the previous counterproductive fiasco will not repeat itself. At the same time, finding and replacing a suitable workforce is much more difficult than before. Experts say replacing the skilled workforce is now much harder than intellectual!

Such early fluctuation can be the biggest enemy of efficiency. Therefore, regardless of the organizational structure, it is important to better screen candidates who have been proven to be suitable for the job during recruitment.

It can also help to know exactly the competencies and personality traits of an existing, well-proven workforce.

The efficiency and competitiveness of an organization is due to its active workforce. You can build your future on the secure potential of your workforce.

The common feature of these outstanding employees is:

  • the tendency for continuous improvement, motivation

  • flexibility, adaptability, integrity

  • adaptive work style and consistent work pace

These are all measurable values, but it is important that they are only measured together, holistically and objectively.

The abilities, skills and personality traits of prospective and existing employees provide a reliable forecast of the extent of their expected performance. The objective measurement method of PractiWork®  reveals its strengths and weaknesses and makes training and development recommendations based on it.

Assess your well-proven employees based on your abilities, skills, and personality traits so you can also define the requirements profile you need to look for in the future. Sign up for a free trial now!

PractiWork®  is a modern, complex system for measuring individual abilities, skills, and personality traits that are transversal, so they are essential in almost any job. PractiWork®  is a combination of custom hardware and special hardware and software designed to measure skills and collect data. The assessment methodology includes modern data analysis procedures such as different pattern recognition techniques and machine learning. PractiWork®  uses a holistic approach to characterize an individual and suggests the training that is most needed based on their abilities and skills.

Innovative software, target hardware and methodology for surveying and training the blue-collar workforce, which is one of the top 100 inventions in Hungary.

Key features:

  • Hardware and software designed for human measurement

  • Complex measurement of abilities, skills and personality traits for different jobs

  • Detailed and immediate profiles that show an individual’s strengths and areas for improvement

  • Fully customizable test batteries for different jobs

  • Objective measurement process

  • High validity and reliability

  • High level of personal data protection

  • The selection and evaluation process uses different MI-based solutions

  • Simultaneous measurement of 20 people at one site

  • It only requires 2 trained measurement managers at one site

  • Automated, easy-to-monitor measurement process with variable length

Surveyed characteristics

What can we learn about the potential workforce from PractiWork® measurements?

Psychomotor skills such as:

  • Targeting

  • Dexterity

  • Hand stability

  • Speed of response

  • Eye-hand coordination

Sensory abilities such as:

  • Visual debugging​


  • Mathematical rules, basic concepts

  • Hungarian language rules, vocabulary

  • Foreign language rules, vocabulary

  • Digital knowledge



Cognitive abilities such as:

  • Deductive thinking

  • Easy to follow

  • Detection accuracy

  • Detection speed

  • Inductive thinking

  • Ability to concentrate

  • Monotony tolerance

  • Working memory

  • Problem-solving skills

  • Seriality

  • Word recognition

  • Vigilancia​



Basic skills like:

  • Mathematical skill

  • Comprehension

Social skills such as:

  • Social intelligence

  • Active helpfulness

  • Conflict management

  • Social efficiency

Systems approach skills such as:

  • Decision making 

Is our employee has proved it?

The key to successful integration and effective performance without long-term physical and mental harm is the fit of the person and the job. In other words, the abilities and skills of the person must match the requirements of the job, and the job must meet the expectations of the person.

There is a need for a non-interventional, standardizable and automated measurement that can reveal cognitive, psychomotor and sensory abilities, skills and personality traits on a scientific basis.

A complex method and methodology with a hardware-software-brainware background are required to ensure a proper fit, to map strengths and weaknesses, and to be customizable to individual characteristics.

With the help of PractiWork® 's science-based methodology and its self-developed toolkit for data-based measurement, it is able to objectively measure the presence and extent of required competencies.

All this quickly: the PractiWork®  can efficiently measure up to 20 people simultaneously with 20 machines installed in a room, and the measurement itself requires no more than 2-3 hours.

According to pre-agreed requirements, the measurement can also take place at a company-designated room designated for PractiWork® experts. According to the process, we carry out both the competence measurement and the evaluation at the company's premises, with the required number of assets and the number of supervisors.

Various tools are available to examine different areas, including a multimedia, touch-screen compact training station, and peripherals specifically developed for measuring psychomotor skills.

PractiWork test tasks are arranged during the measurement process adaptive . This means that based on the quality of the responses to the task currently performed, the system will display challenges with the ideal difficulty level a. Regardless of whether the task in this way would be the second in the sequence. Not only does this allow for faster competency measurement,  de as you will be less likely to have two identical test batteries, you will not be able to inspire each other. This also avoided a factor that significantly compromised the fact of objectivity.

Result profiles

Based on our experience and the expectations of different organizations, we know what competencies may be needed for someone to perform well. In this way, we can determine the reference values that are causally related to the subsequent peak performance, and from this we can deduce the long-term performance.

The skills,  abilities and personality traits of existing employees can serve as a benchmark ideal for the competencies of those in the selection process. Based on the values of a consistently well-performing workforce, it is possible to determine exactly what are the benchmarks that can be a prerequisite for peak performance. In the first place, therefore, it is worthwhile to perform the complex competency measurement on a group of internal employees of a group of employees, _cc781905-5cde-3194-bb3b-136bad5cf58d -3194-bb3b-136bad5cf58d_born during a possible recruitment.

The results obtained for the examined values are presented in the form of a summary document for analysis. This includes:

  • Individual evaluation form supplemented with detailed textual analysis with evaluation of survey data (for all participants in the measurement)

  • Complex network analysis and diagnostics in visual form

  • Formulation of proposals for organizational development and structuring

  • Determining individual and group development (training) needs using individual assessments and cluster analysis

  • Development of individual and group development (training) strategy

In the light of the obtained results, it becomes reasonable:

  • Review of the applied labor selection procedure

  • Organizing the internal flow and redeployment of labor

  • Removing Barriers to Organizational Development: Organizational Development

  • Review of the internal evaluation system of the workforce

  • Compilation of the medium- and long-term internal human resource development (training) plan for the implementation of the human resource development (training) plan

Request our free  competency survey


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