Reach a useful starting point sooner
Use structured evidence to identify themes worth exploring while preserving space for the client’s context and priorities.
Coaches & mentors
Start development conversations with clearer evidence
Bring structured assessment into coaching, mentoring and development work to identify relevant themes, focus the conversation and make progress more concrete. You lead the professional relationship and decide how the evidence is used.
Make conversations more concrete
Connect reflection and professional judgement with clearly described assessment results and development themes.
Extend relevant insight into later work
Where appropriate and agreed, use the same assessment foundation across connected onboarding, coaching or development conversations.
Coaching roles
Choose the conversation you support
Use the role that best matches the professional conversations and development work you already lead.
Independent Coaches
Use structured evidence to identify worthwhile themes for coaching conversations while keeping the client’s context and priorities central.
Mentors
Use structured evidence to make mentoring conversations more concrete without replacing professional judgement or lived experience.
Coaching and Leadership-development Providers
Integrate structured assessment into leadership and broader development work where it helps frame useful reflection and follow-up.
Career and Transition Coaches
Use relevant assessment evidence to support career, transition, and early-role conversations where the agreed purpose makes that appropriate.
How the engagement works
The practitioner leads the conversation. HRP provides the structured evidence.
01
Define the purpose and role context
Clarify the development, mentoring, onboarding, mobility, or transition purpose and the relevant professional context.
02
Select the appropriate assessment and report
Choose the assessment and report that fit the use case, participant, practitioner role, and required authorization.
03
The participant completes the assessment
The participant completes the relevant assessment within the agreed delivery and data-handling process.
04
Review the structured evidence with agreed support
The practitioner reviews the report with the HRP support agreed for that service, report type, training, and authorization level.
05
The practitioner leads the conversation
The practitioner decides what becomes relevant for the conversation and any further work, using the evidence as one structured input rather than a prescribed conclusion.
The appropriate report, practitioner role and required HRP support depend on the use case, training and authorization.
Practitioner support
Practical inputs for focused development conversations
relevant strengths and development themes
motivational patterns and work preferences
behavioural tendencies relevant to the agreed purpose
possible tensions, risks, or areas to explore
themes for reflection and follow-up
These inputs are starting points for professional exploration. Their relevance is established in conversation with the participant and within the agreed purpose.
Session value
Use the report to improve the conversation, not replace it
A clearer starting point
Structured evidence gives the practitioner and participant a more grounded place to begin the conversation.
More focused questions
The report helps the practitioner ask better-targeted questions without replacing discovery, observation, or judgement.
Greater continuity between sessions
Relevant themes can carry into later sessions where the agreed purpose and professional context support that use.
Documented themes for reflection
The practitioner and participant can use documented themes to support reflection and agreed next steps over time.
Development evidence
Evidence-informed development conversations
Research supports coaching, mentoring and well-designed leadership development as meaningful contributors to learning, goal attainment, workplace skills and career development. HRP does not replace these professional processes. It provides structured evidence that can strengthen needs analysis, focus reflection and support more relevant follow-up.
Selected meta-analytic research
Workplace coaching
Jones, Woods & Guillaume (2016)Mentoring
Allen et al. (2004)Leadership training
Lacerenza et al. (2017)
Ways to use HRP
Add structured assessment to the way you already work
These are possible formats, not fixed packages every practitioner must offer.
Assessment plus professional session
Use an appropriate assessment and report as preparation for one focused professional conversation.
Leadership-development package
Integrate structured assessment into a broader leadership-development engagement led by the practitioner.
Onboarding or transition support
Use relevant assessment evidence to support reflection during a new role, career transition or early onboarding period.
Recurring development service
Use assessment at an appropriate point within a longer coaching, mentoring or development relationship.
Practitioner pathway
Start with support and develop capability over time
You can begin with one suitable client case and agreed HRP professional support. As your experience develops, the delivery model can be adapted following the training and authorization required for the relevant service and report type.
Supported first use
Agree the purpose, assessment, report and professional roles for one appropriate client engagement.
Guided practitioner use
Use the report within your work with the interpretation or review support agreed for that service.
Trained and authorized use
Where the required qualifications, training and authorization are in place, the practitioner can lead the agreed use of relevant HRP reports with defined HRP support.
Supported first case
Make the first client case concrete before expanding
A coach or mentor can begin with one supported client case. The practitioner leads the relationship, while HRP provides the agreed assessment evidence and support needed to make the first engagement usable in practice.
01
The client completes the appropriate HRP assessment
Choose the assessment and report that fit the agreed coaching, mentoring, onboarding, or development context.
02
HRP provides the report and agreed professional review/support
HRP provides the structured evidence, the relevant report, and the agreed review or support for that use case.
03
The coach or mentor structures the goals and sessions
The practitioner uses the evidence to focus goals, questions, reflection, and the next sessions without giving up professional judgement.
04
Professional-use and interpretation boundaries stay clear
The practitioner works within the agreed purpose, authorization, report boundaries, and participant consent process.
Partner example
Marijeta Kobetić, PhD
HRP Advisory & Implementation Partner
HRP works with experienced professionals who can help make supported use cases practical. Marijeta Kobetić is one example from that network, with relevant experience in mentoring and coaching support, onboarding, employee development, and helping organizations introduce and apply HRP evidence-based psychometric decision support.
- mentoring and coaching support
- onboarding
- employee development
- introducing and applying HRP evidence-based psychometric decision support
Commercial basis
Clear pricing for the HRP part of your service
HRP's published prices for organizations provide the reference point for assessment and included HRP support. Practitioner-specific terms reflect the agreed delivery model and professional support. The practitioner determines the price of any broader coaching, mentoring or development service.
Responsible use
Clear boundaries protect the practitioner and participant
- Assessment supports professional judgement.
- The report does not diagnose the participant.
- The report does not prescribe the conversation or development plan.
- Purpose, access, consent and professional roles must be agreed.
- Training and authorization requirements depend on the report and service.
- The practitioner remains responsible for the professional conversation.
Explore the fit
Explore how structured assessment could fit your practice
Start with one type of client, conversation or development engagement. We can examine the appropriate assessment approach, professional roles and whether a supported first case would make sense.
Make development conversations more concrete
Use structured assessment as evidence for the work you already lead.