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stones in a wate
The core of the Development Centre method is observation of participants’ behaviours through the lens of the key competences for a given position. It is one of the most efficient and reliable assessment methods. The assessment is a development tool.


  • high precision of assessment
  • objective, unprejudiced assessment of competences
  • opportunity for professional development and promotion
  • raising of participants’ awareness of their own strengths and weaknesses
  • precisely defining the competences that are key for the entire company and should be possessed by an employee/candidate for a given position
  • ability to observe individuals’ strengths and weaknesses that influence the functioning of the company and implementation of new tasks
  • identification of managers with the best competence profile
  • comparison of objective competence assessment and self-assessment
  • building of adequate development plans, taking into account participant expectations
  • significant improvement of competences of managers in areas diagnosed as weaknesses


  • planning of development and career paths
  • identification of strengths and areas requiring development
  • assessment of participants’ development potential

Training tailored for people whose everyday responsibilities include personnel selection and development.

Human resources, personal audit and assessment center concept - recruiter look for employee represented by icon.

hours of AC in 2017

AC participents in 2017


  • learning about the principles of designing and carrying out Assessment Centre projects
  • preparation for the role of assessor
  • session summary process – integration of findings, and feedback principles


  • preparation for the design and delivery of Assessment Centre sessions – definition of competences, assessment criteria, tools and project logistics
  • preparation for the design and delivery of Assessment Centre sessions – definition of competences, assessment criteria, tools and project logistics
  • categorisation and evaluation of behaviours
  • essentials of the role of an effective assessor
  • integration of findings, learning about feedback structure and procedures

Performance Management

Performance Management (managing effectiveness) is one of the most effective tools for establishing, monitoring and evaluating the implementation of goals. Goals resulting from an organisation’s strategy are cascaded to particular employees of the company in accordance with MBO principles. All goals are weighted, strictly defined in time, monitored and capable of being unequivocally evaluated. Performance management is also an important element of developing a company’s strategy, which permits continuous control over the effectiveness of that strategy.

Management by Objectives
Management by Objectives (MBO) is a management method that assumes that the most valuable asset of a company is a motivated, dedicated team of employees. This approach focuses on goals determined jointly by supervisors and subordinates, and on establishing measurement of the desired results and periodic evaluations of those results.

Management by Competencies
This evaluation system, based on competencies and objectives, is a perfect starting point for creating a coherent system for managing human resources. In creating a competency model, an organisation equips itself with tools that provide a basis for various activities, from hiring, through evaluation and remuneration, to planning development and career paths.
This evaluation system makes it possible to select employees based on an assessment of key competencies needed for future duties.

During a periodic evaluation of the competencies assessed at the time of hiring, development can be tracked. On the basis of the information obtained during an evaluation, a training plan can be prepared and a career path within the company projected.
Periodic evaluations are related to the remuneration system. Remuneration is strictly correlated with the evaluation of competencies, and therefore with meeting company targets and implementing company values, as well as with the personal achievements of each employee.

When decisions on promotions are being taken, employees are evaluated in terms of key competencies for the new position. This is very clear and transparent for the employee. The system and the idea of the system remain unchanged; all that changes is the evaluation of competencies.

This tool measures the attitudes of an organisation’s employees, identifying the most satisfying areas of work, as well as problematic areas and conflicts that may worsen the workplace atmosphere and reduce employee commitment.



  • measurement of employee attitudes
  • identification of factors that may influence employee satisfaction
  • identification of factors that may influence employee satisfaction
  • identification of factors that may influence employee satisfaction
  • identification of potential threats
  • zapobieganie sytuacjom konfliktowym;


  • higher employee satisfaction
  • better use of employee competences
  • identification of proper management instruments at all levels of the company
  • increased competitiveness
  • rationalisation of operating costs

An evaluation system is necessary for the proper management of human resources in any organisation. It enables employees to hear the opinions of their supervisors, and provides managers with information on the potential they have at their disposal (through competency evaluations) and the level at which team targets are being achieved (target evaluation).

It is also a tool for building competitive advantage. A company can get an edge on its competitors only when its business goals are being strictly implemented by its employees. And objective measurement of this comes from a properly constructed evaluation system.

The effectiveness of the evaluation system is determined by:

  • a clearly formulated goal that evaluation results are to serve
  • evaluation criteria and techniques appropriate to the goal
  • universality of evaluation, that is, a uniform policy towards all employees
  • subject to evaluation
  • clarity, transparency and lack of ambiguity in the criteria chosen
  • reflection of the specific nature of the business
  • understanding and acceptance of the system.

The goal of implementing the evaluation system:

  • to increase the effectiveness of work
  • to motivate and develop employees
  • to take decisions on promotions, dismissals and remuneration.

We offer support with:

  • conducting information and implementation training and workshops
  • analysing the current evaluation system and identifying ways it can be modified
  • preparing assumptions and implementing an evaluation system (procedures, questionnaires, evaluation interviews)
  • connecting evaluations with the remuneration system

Competence-based management is an element of human resources management strategy. The guiding principle is a conviction that human competences have fundamental significance for an organisation’s ability to achieve its goals. A company must build its competitive advantage constantly, throughout its life-cycle. Thus, competences are inextricably linked with the organisation’s vision, strategy and values.
A correctly defined competence model is the key success factor in subsequent projects related to human resources management.

A competence model is useful for:

  • recruitment and candidate selection
  • employee evaluation (periodic appraisals)
  • skill audits
  • effective feedback
  • identification of employee potential
  • creating reserve staff and succession planning
  • promotions and shifts within the organisation
  • employee training and development

Employee benefits from competence model implementation:

  • competence and skill management
  • development possibilities in line with company strategy and employee expectations
  • higher motivation for self-improvement
  • transparent criteria for evaluation and expectations

Are you looking for support in managers and higher level specialists recruitment, but you don’t know how to find proper candidate? We offer full support in recruitment in many sectors. We guarantee high efficiency and work quality, which is effect of long and varied experience. We try our best to end the project with success.

  • With each project and client, we tailor our services individually to make sure we meet each employer’s unique goals. Apart from offering a complete recruitment process, we can deliver database analysis, or assessment of a chosen group of candidates.
  • We remain in constant touch with our clients, ensuring clear, seamless communication based on regular reporting.
  • Projects are guided by the duet of experienced consultant and researcher
  • We respect you time – we recommend candidates, who fulfill the profile, are interested in offer and we have their recomendations. You can be sure, that you will get perfect candidates with us.
  • We place a great deal of attention on our clients’ image and employer branding.
  • Our consultants have many years of experience and broad knowledge in the sector which makes them perfect advisors along the whole recruitment process.
  • We play fair, always acting according to our code of ethics.

We approach each project individually, offering a range of candidate-acquisition methods.

Direct search

BIGRAM Database

Consultant’s network

Social media


To find out how our Recruitment department can contribute to your success, please contact:

ph.: +48 (22) 646 94 94, +48 605 093 433

Michał Sulis

Business Development Manager


  • 7 Cybernetyki Str.,
    00-001 Warsaw
  • +48 (22) 646 94 94
  • bigram(at)bigram.pl


  • 35 Towarowa st.,
    61-896 Poznan
  • +48 (61) 850 13 73
  • bigram.poznan(at)bigram.pl


  • +48 (61) 850 13 73
  • bigram.wroclaw(at)bigram.pl


  • 9 Pawia Str.,
    31-154 Cracow
  • +48 695 500 922
  • bigram.krakow(at)bigram.pl

Do you have questions about cooperation?

Contact us via e-mail


Contact info

Bigram SA

Cybernetyki 7

02-677 Warszawa

Email: bigram(at)bigram.pl

Tel: +48 (22) 646 94 94

Meet our team.

BIGRAM. Search Career HR.

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Global meeting IIC Partners Executive Search

In October, we hosted a global meeting of renowned international IIC Partners Executive Search network. BIGRAM is a an exclusive partner in Poland and a member of IIC since year 2000. / www.iicparners.com / . We welcomed over 110 partners and consult...
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