Collaboration and Research for Business Organizations

To ensure not only success today but also preparedness for a future filled with increasing uncertainty, unknowns, challenges, and complex or “wicked” problems, organizational resilience becomes crucial. More resilient organizations are not only capable of successfully confronting and overcoming challenges, and bouncing back after overcoming them, but they also learn from these experiences and strengthen their positions. One of the first steps toward greater resilience is assessing the current level of resilience. Our research acts as a kind of organizational immune system diagnosis, helping to evaluate resilience across seven elements at personal, group or departmental, and organizational levels. For this purpose, widely recognized and validated tools in the field of organizational research are applied, and the assessment can be calibrated according to current needs. Perhaps the most important part of the research is the interpretation of the results, applying them to the specific case of the individual organization. The findings can also be integrated with the results of previous studies conducted within the organization.

Upon summarizing the research results, a report is presented, accompanied by a results discussion session. During this session, insights and recommendations are shared, and participants are given the opportunity to personalize and apply them to their own situations. In cases where the session is organized separately for managers, there is also an opportunity to discuss a plan on how best to present the results to their respective departments or teams, as well as to consider what further actions should be taken.

The preliminary duration of the research project is 1-2 months.

When developing an employer branding strategy, organizations often rely on creative ideas proposed by agencies, but these are rarely based on research conducted within and outside the organization. In this study, we use quantitative and qualitative methods to determine what current employees value in the context of the employer and what target candidates are looking for. We also examine the differences in employer value propositions between employees and candidates. The study reveals which employer values should be emphasized in the employer branding strategy and communication. Additionally, we can investigate which communication channels should be focused on to effectively convey the employer value proposition to target candidate segments.

A report in PDF format is provided, revealing the research results. The report also includes guidelines on which employer values should be the focus of the employer branding strategy, along with recommendations for the employer communication strategy.

The preliminary duration of the research project is 2-3 months.

Successful recruitment of employees across various age groups is becoming increasingly important, especially in times of demographic changes and talent shortages. But what does an organization look like where both younger and older employees thrive? The goal of the Index of Employer Favorability for Mature Employees is to answer this question by identifying and assessing organizational practices that support and enhance the productivity, motivation, and well-being of mature-age employees. The index measures comprehensive organizational practices (e.g., age-inclusive leadership, job design, health management, etc.), and the results are used as a self-assessment tool to plan changes within organizations or evaluate changes already implemented. Additionally, it offers the opportunity to make comparisons with organizations in other European countries.

A report presenting the Index of Employer Favorability for Mature Employees, including a comparison of the index with other countries, detailed results across talent management areas (e.g., age-inclusive leadership, job design, health management, etc.), and recommendations for improvement.

The preliminary duration of the research project is 1.5-3 months (depending on the organization’s internal processes).