Organizations
Help HR, hiring managers, people managers, internal coaches, mentors, and assessment experts move from selection into onboarding, development, and mobility with less disconnected work.
Making your life easier.
HRP helps you understand people, prepare important conversations, and know what to do next across selection, onboarding into the role, manager-led development, coaching, mentoring, and internal mobility.
How it helps now
Prepare better conversations and reduce guesswork.
What you receive
Reports, guidance, role questions, and professional support when needed.
What stays useful later
Relevant insight can support the next stage instead of starting again from zero.
Employee journey
Understand the person once. Use the insight again.
One assessment. Continuing value. Relevant insight can support selection, onboarding into the role, manager-led development, coaching, mentoring, and internal mobility without forcing you to start from zero at each stage.
You do not need to start again at every stage.
Help a person start successfully, whether they are new to the organization or moving into a different role.
Relevant insight still needs the right purpose, audience, and suitability for the next step.
1
Selection
After external selection
New to the organization, the role, or both
After internal mobility
Promotion, reassignment, or a materially changed role
2
Onboarding into the role
Role onboarding
3
Manager-led development / Coaching / Mentoring
HRP
Making your life easier.
4
Internal mobility
Loops back into onboarding into the role
Internal mobility leads back into onboarding into the role, not to a separate lifecycle stage.
How HRP makes your life easier
Less preparation, less uncertainty, clearer next steps.
HRP turns structured assessment insight into practical outputs for the work in front of you now, while keeping the same insight useful later.
Less preparation
Reports and guidance help you enter selection, onboarding, development, coaching, and mobility conversations with a clearer starting point.
Less uncertainty
Structured assessment insight helps clarify learning potential, motivation, behavior, and role-context fit before the conversation becomes guesswork.
Clearer conversations
Outputs translate evidence into practical discussion points, support conditions, manager actions, and follow-up questions.
One connected process
Selection insight can support onboarding into the role; onboarding insight can support development; development insight can support mobility and role-transition onboarding.
Professional support when needed
Complex, sensitive, or high-impact cases can be escalated for appropriate expert, psychologist, advisory, or HRP support.
Audience paths
Choose the path that matches your work
Each audience page acts as a role-selection hub and shows how HRP makes work easier now, what concrete output you receive, and how the same insight can help at the next stage.
Agencies & Job Portals
Make recruitment services easier to deliver now, then extend the same client relationship into onboarding and later support without building the whole infrastructure yourself.
Coaches & Mentors
Spend less time searching for the starting point and more time guiding practical coaching, mentoring, development, and transition conversations.
What HRP helps you understand
A practical view of the person in context
HRP does not reduce a person to a score. It organizes assessment insight around the questions people actually need to discuss.
Abilities
Learning potential, adaptability, and the capacity to meet changing role demands.
Motivation
What is likely to energize, sustain, or frustrate the person in a specific work context.
Behaviour
Work tendencies, reliability signals, communication patterns, and likely support needs.
Role context
How personal evidence compares with current expectations, transition demands, and future role needs.
Product outputs
Concrete outputs you can use in real work
Each output should answer a practical question, save work now, and stay useful later when the same person moves to the next stage in the employee journey.
Ideal Employee Profile
Used by
HR, hiring managers, assessment experts, executive search, coaching providers
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Question it answers
What does this role actually require from a person who needs to succeed here?
How it saves work
Less time arguing about vague role-fit assumptions.
Where it helps later
Keeps role-context expectations visible when selection turns into onboarding or development.
Candidate Profile Alignment
Used by
HR, hiring managers, agencies, executive search, assessment experts
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Question it answers
Where does this person align well, and what still needs closer discussion?
How it saves work
Less guesswork in finalist conversations.
Where it helps later
Relevant insight can shape early onboarding support after the hiring decision.
Selection and role-alignment reports
Used by
HR, hiring managers, agencies, assessment experts
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Question it answers
What practical person-role evidence should guide this decision conversation?
How it saves work
Less scattered interpretation across interviews, notes, and impressions.
Where it helps later
Useful points can carry into onboarding when they remain relevant and suitable.
Onboarding guidance
Used by
HR, people managers, agencies, mentors
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Question it answers
What should the manager prepare for this person as they enter the role?
How it saves work
Less reactive troubleshooting after friction appears.
Where it helps later
Early support themes can guide development, coaching, and mentoring whether the person arrived externally or through internal mobility.
Manager guidance
Used by
People managers, internal HR, internal coaches
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Question it answers
What should I ask, support, watch, and follow up on in the next conversation?
How it saves work
Less time searching for the right opening and next step.
Where it helps later
Useful discussion themes can support later development and mobility conversations.
Coaching and mentoring guidance
Used by
Independent coaches, internal coaches, mentors, development providers
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Question it answers
Where is the best starting point for this development conversation?
How it saves work
Less preparation before sessions and fewer generic conversations.
Where it helps later
Development themes can inform internal mobility and new-role transitions.
Internal-mobility support
Used by
HR, people managers, psychologists, assessment experts
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Question it answers
What does this move require, and what support will make it easier?
How it saves work
Less uncertainty around transition planning.
Where it helps later
The same relevant insight can support onboarding into the role after internal mobility when it is still suitable.
Role-onboarding guidance
Used by
HR, people managers, mentors, mobility sponsors
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Question it answers
How should this person be supported in the new context from the start?
How it saves work
Less repeated rediscovery after a role change.
Where it helps later
Role onboarding feeds into continued manager-led development once the person settles into the changed role.
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Continuing value
One assessment. Continuing value.
HRP is built around a simple idea: understand the person once, then reuse the relevant insight responsibly as work changes. That continuity reduces repeated preparation and helps each stage start with better questions. When the purpose or role context changes, a new purpose-specific report, new participant information, updated profiling, additional assessment, or reassessment may still be required.
Selection supports onboarding
A selection report can highlight early support needs, likely adaptation patterns, and manager conversation topics after hiring.
Onboarding supports development
What you learn in onboarding can help shape manager-led development, coaching, mentoring, and follow-up support.
Development supports mobility
Development insight can clarify where a person may succeed next, what support they may need, and how to prepare a transition.
Mobility returns to onboarding
Internal mobility creates a new role context, so relevant insight may support onboarding into the role and continued development when it remains suitable.
Before HRP / With HRP
What changes in everyday work
HRP is valuable when it makes a real conversation, decision, or transition easier to prepare and easier to follow through.
Selection
Before HRP: Finalist discussions can depend heavily on interview impressions.
With HRP: Teams get structured person-role insight to support a more focused decision conversation.
Onboarding into the role
Before HRP: Managers often discover support needs only after friction appears.
With HRP: Early guidance helps managers prepare first support conversations for someone new to the organization, new to the role, or both.
Development
Before HRP: Development talks can stay broad or generic.
With HRP: Conversations start from clearer strengths, motivators, risks, and action points.
Internal mobility
Before HRP: Mobility decisions can miss the transition support a person will need.
With HRP: Existing insight helps plan role fit, development focus, and onboarding into the role after the move.
Methodological credibility
Scientific method, controlled delivery, human responsibility.
HRP combines assessment methodology, controlled documentation, defined responsibilities, and role boundaries so outputs can support people decisions without replacing human judgment.
Scientific methodology
Prof. dr. Boštjan Bajec
Scientific methodology overseen by prof. dr. Boštjan Bajec. The exact public title remains subject to explicit approval.
Operational implementation
Igor Ljubin and the HRP team
Responsible for platform functionality, reports, controlled procedures, training materials, and client workflows.
ISO 10667-2 alignment
Controlled assessment delivery with clear responsibility.
HRP's controlled assessment-delivery framework is designed for alignment with ISO 10667-2. Scientific methodology is overseen by prof. dr. Boštjan Bajec, while Igor Ljubin and the HRP team are responsible for operational implementation, platform functionality, reports, controlled procedures, training materials, and client workflows.
AI-assisted work is limited to requirement mapping, drafting support, gap detection, and cross-document consistency review. Human review and approval remain mandatory.
Easy to start
Start with one real case
Define role and purpose
Clarify the employee-journey stage, role context, intended use, and responsible participants before assessment outputs are used.
Participant completes assessment
Collect structured evidence about abilities, motivation, behavior, and role-context alignment through the approved process.
Receive practical outputs
Use the relevant report, manager guidance, coaching or mentoring guidance, onboarding notes, or transition guidance.
Use professional support where necessary
Escalate sensitive, complex, high-impact, or interpretation-heavy cases to appropriate expert or HRP-supported review.
Reuse relevant insight later
Carry forward what remains useful into onboarding into the role, development, internal mobility, role-transition onboarding, and continued support.
Make the next people conversation easier
Start with a concrete selection, onboarding, development, coaching, mentoring, or mobility case and define the output you need.