Reduce decision risk
Compare people against role requirements with clearer evidence than interviews or broad scores alone.
For organizations
Turn better people evidence into measurable business value.
HRP helps organizations reduce people-decision risk, focus onboarding and development, and use relevant assessment insight across selection, internal mobility, coaching, and mentoring. Start with candidates or with the people already in your organization.
Enterprise-ready people assessment
Four outcomes organizations buy HRP to improve
HRP combines broader evidence, practical outputs, and governed delivery so organizations can make better people decisions without creating unnecessary operational complexity.
Reduce repeated HR work
Carry relevant insight into the next stage instead of rebuilding the same context after every decision.
Focus onboarding and development
Turn assessment evidence into practical priorities, questions, and support actions through purpose-specific reports.
Fit enterprise delivery requirements
Run multilingual, reviewable assessment workflows with governed access, local evidence, and integration options.
Use cases
Four ways HRP can create business value
Start where the business need is most immediate, with candidates or existing employees.
01
Selection
Make better selection decisions with clearer role-relevant evidence.
Use structured insight into abilities, motivation, workplace behaviours, and role alignment to compare candidates against real work demands.
What this supports next
Relevant insight can continue into onboarding instead of restarting the conversation after the hiring decision.
02
Onboarding and development
Focus onboarding and development on the priorities that matter most early.
Carry relevant assessment insight into first conversations, role expectations, support priorities, and practical manager guidance.
What this supports next
The same evidence can then support more focused development conversations once the person is established in the role.
03
Mentoring, coaching, and leadership development
Support development conversations with clearer themes, questions, and next steps.
Use purpose-specific reports and support to define clearer development themes for managers, mentors, coaches, and leadership conversations.
What this supports next
Relevant insight can also support later transition planning, role changes, or internal mobility when the new context is materially different.
04
Internal mobility
Evaluate alignment with a new role and prepare the transition before moving a successful employee into substantially different demands.
Compare the person with the new role context, review transition risks, and define manager and employee guidance before the move.
What this supports next
Transition insight can continue into role onboarding, development priorities, and support conversations for the new position.
Expert-supported situations
Extra support for higher-stakes decisions
selection finalists where consequences are substantial
succession decisions
replacement planning
sensitive internal mobility decisions
cases requiring additional assessment, profiling, or expert interpretation
Decision support, not decision replacement
Assessment evidence is one source among several.
Final employment and development decisions remain with the client.
Reports should be used for their intended purpose.
Expert interpretation is required where the use case or report type requires it.
Automated outputs do not independently determine suitability, misconduct, promotion, or rejection.
Only 12% of employees strongly agree that their organization does a great job of onboarding.
HRP helps managers begin with clearer individual priorities, practical conversation themes and relevant support actions instead of giving every new hire the same generic start.
Gallup workplace research. Source
Across the employee journey
Understand the person once. Use relevant insight in the next relevant conversation.
A well-governed assessment foundation can support more than one isolated HR decision. Relevant evidence may inform selection, onboarding, development, coaching, mentoring, or internal mobility when it remains appropriate to the purpose, role context, recency, authorization, and permitted use of results.
The shared evidence foundation supports continuity, while interpretation and reporting still change according to the current purpose and authorized use. Where the context changes materially, additional profiling, further assessment, or reassessment may still be needed.
One insight.
Continuing value
across the
employee journey.
Support focused growth and development
Start where support is needed. The journey does not have to begin with selection.
Internal HR programme
Better people decisions start in HR
HRP assessments and standard reports are free globally for people working in, or being selected for, an organization's internal HR/People function. Use them for selection, onboarding, development, mentoring and coaching, leadership development, or internal mobility.
Eligibility and conditions apply.Measurable business value
A small improvement can cover the investment.
HRP does not guarantee a fixed outcome. The examples below use published research, transparent break-even logic, and organization-specific assumptions so each client can evaluate potential value using its own costs, process, and decision risks.
Potential value may come from reduced decision risk, less repeated work, more focused onboarding and development, and lower transition risk.
Research context
Published utility research helps explain why relatively small gains in selection validity can matter economically at organization scale.
“The gains from increasing the validity of hiring methods can amount over time to literally millions of dollars.”
Finalist selection
Selection and onboarding
Employee development
Internal mobility
From role requirements to reports
Deeper evidence becomes purpose-specific reports
HRP connects role requirements with broader evidence so reports stay tied to the real decision instead of becoming one generic profile for every use case.
That is why the same assessment foundation can support selection, onboarding, development, mentoring, coaching, leadership development, and internal mobility through different outputs and guidance.
- Role requirements can be structured using O*NET occupational information and the organization’s own priorities.
- Assessment priorities are matched to the decision context instead of forcing one generic profile into every case.
- Purpose-specific reports support selection, onboarding, development, mentoring, coaching, and internal mobility.
- Where the situation requires it, additional profiling or authorized interpretation can sharpen the role-to-report path.
What you buy
Start with HRP Start.
HRP Start is a low-commitment way to begin with candidates or existing employees. It includes two assessments, the available standard report sets, and two hours of professional support for the business situation that matters now.
Use that capacity for comparing two finalists, preparing onboarding, supporting development, coaching, mentoring, or informing a role transition. There is no need to wait for a live recruitment case before starting.
The package provides two assessments and the included support capacity. It does not include four separate engagements at the same time.
Selected market price
590 EUR
Currently shown for Slovenia.
- 2 HRP assessments
- Available standard report sets
- 2 hours of expert support
Clear and predictable pricing
HRP publishes recommended retail prices for organizational end clients. The final scope and price depend on the selected package, number of assessments and any agreed professional support.
Implementation support
A first HRP case can stay focused and practical
Organizations do not need a full rollout to begin. One supported case can make the process, the outputs, and the internal roles concrete before broader implementation decisions are made.
01
Choose one suitable organizational case
Start with one selection, onboarding, development, or internal-mobility case where better evidence can improve the next decision or conversation.
02
Configure the HRP assessment and outputs
HRP provides the assessment infrastructure, role-relevant reports, and the agreed professional review or support for the case.
03
Use the outputs with the nominated internal participants
The organization’s nominated user, manager, or HR lead uses the outputs within the agreed report and interpretation boundaries.
04
Expand only when the first case proves useful
A first implementation can remain deliberately small before the organization extends HRP into broader onboarding, development, or recurring decision workflows.
Partner example
Matic Kadliček, univ. dipl. psih.
HRP Advisory & Implementation Partner
HRP's leading implementation partner in Slovenia
HRP implementation can be supported through an experienced advisory and implementation network. In Slovenia, this includes Matic Kadliček, who supports evidence-based talent decision support, onboarding, employee development, and broader organizational implementation.
- evidence-based talent decision support
- onboarding
- employee development
- organizational implementation
What you are buying
Assessment capacity
The package quantity shows how many people can complete an HRP assessment.
Report sets included
Each completed assessment includes the available standard report sets. The client uses the reports relevant to the current purpose.
Professional support
Support hours are a package balance used for interpretation, preparation, onboarding, development, coaching, mentoring, mobility, or other authorized use-case support. They do not renew automatically.
HRP professional certification
Combines structured training and authorization for one named user to use HRP independently within defined report and interpretation boundaries.
New-client demos
Eligible new clients may receive up to two internal HR-team demo assessments for learning the HRP process and reports. Demo assessments are not for selection or other employment decisions.
One assessment. Continuing value.
An HRP assessment can provide the standard report sets needed for different stages of the employee journey. The client uses the reports relevant to the current purpose. A later use case does not automatically require a new assessment, although updated role context, additional assessment, or reassessment may be needed where circumstances have changed.
Market selector
Country selection changes the locally adapted price, not the package structure or included report-set principle.
Showing prices for: Slovenia. Prices are locally adapted for the selected market. All listed prices are recommended retail prices.
HRP Start
Best for
The final two candidates, a new hire and their manager, or two people in a development, coaching, mentoring, or mobility use case.
590 EUR
Upgrade to HRP Professional: 590 EUR
- 2 HRP assessments
- 2 hours of expert support
- Additional HRP assessment: 250 EUR/person
- Additional expert support: 130 EUR/hour
Recommended first step
HRP Professional
Best for
Organizations planning recurring HRP use with more assessment capacity, support, and one trained client-side professional user.
1,180 EUR
Upgrade to HRP Scale: 1,770 EUR
- 4 HRP assessments
- 4 hours of expert support
- HRP professional certification for 1 client-side user
Standalone price: EUR 1,390 — included
This is an organizational launch package. The included certification is available to a nominated user of the purchasing organization and is not a standalone individual enrolment.
- Additional HRP assessment: 250 EUR/person
- Additional expert support: 130 EUR/hour
HRP Scale
Best for
Organizations planning broader or recurring HRP use across teams, roles, or multiple use cases, with three trained client-side professional users.
2,950 EUR
- 10 HRP assessments
- 10 hours of expert support
- HRP professional certification for 3 client-side users
3 certifications included — total standalone price: EUR 4,170
- Additional HRP assessment: 250 EUR/person
- Additional expert support: 130 EUR/hour
HRP Enterprise
Best for
Organizations, portals, agencies, or partner networks needing custom volume, support, roles, or commercial arrangements.
Custom
- Custom assessment volume
- Expert support and HRP professional certification options
- Configured user roles and partner delivery models
- Flat-fee arrangements where appropriate
How package upgrades work
When you upgrade, unused support hours carry over and the upgrade adds its included hours to your remaining balance. Included support hours do not renew automatically.
Custom reports and tailored outputs
Standard HRP assessments already include the available standard report sets for selection and role alignment, and for role onboarding and development. If a client needs custom reports, tailored summaries, internal templates, or a different report format for a specific process, this starts as a separate setup project.
Custom report setup starts at 2,000 EUR + 100 EUR/hour for additional content, methodological or technical adaptation.
Custom report setup does not change report-use or interpretation boundaries. Reports support human judgment and structured conversations; they do not represent automated employment decisions.
Prices do not include VAT or applicable taxes.
Demo assessments are for learning the HRP process and reports. They must not be used for selection or other employment decisions.
HRP reports support human judgment and structured conversations; they do not represent automated employment decisions.
Governed enterprise delivery
Built for governed, multilingual HR environments
HRP combines governed assessment process, multilingual delivery, practical digital administration, and enterprise-readiness features that matter in procurement-heavy environments.
That includes controlled delivery, local evidence where relevant, authorized human review where required, and integration options for organizations that need HRP to fit existing systems and security expectations.
- HRP’s controlled assessment framework is designed for alignment with ISO 10667-2 and informed by the client-side principles of ISO 10667-1.
- Clear responsibility boundaries and multilingual delivery
- Asynchronous completion, local norms, Automated Item Generation (AIG), and authorized human review where relevant
- Customer-specific HR-system integration options agreed for each implementation
- Customer-specific integration experience includes SAP SuccessFactors and Cornerstone, supported by specialist implementation partners
- Support for regulated and procurement-heavy organizational environments
References
Used by organizations across industries
Customer references show how HRP has supported selection, onboarding, development, and broader HR decision-making in varied organizational environments.
Ask us about relevant references for your industry or use case.
Purchase questions
Practical questions buyers usually ask first
Do we need a live recruitment process to start?
No. Organizations can start with selection, onboarding, development, mentoring, coaching, leadership development, or internal mobility, depending on the immediate business need.
Can one assessment support later employee-journey stages?
Yes, when the later purpose, role context, recency, and interpretation boundaries still fit. A new context may still require updated profiling, additional assessment, or reassessment.
When do we need expert support or interpretation?
Use expert support where the report type, decision stakes, or sensitivity of the case requires it, especially for consequential selection, succession, replacement, or mobility decisions.
What happens to support hours when we upgrade?
When you upgrade, unused support hours carry over and the upgrade adds its included hours to your remaining balance. Included support hours are a package balance and do not renew automatically.
What does HRP Professional certification enable?
HRP Professional certification combines structured training and authorization for one named user to use HRP independently within defined report and interpretation boundaries. It gives the user a recognizable HRP-specific professional credential while increasing the organization’s internal capability and reducing reliance on external support. It remains limited to the defined HRP scope, report boundaries, and authorized use cases.
How does the free internal-HR programme fit with paid packages?
The free programme covers standard HRP assessments and standard reports for eligible internal HR/People roles. Commercial packages still apply where organizations need broader delivery, expert support, training, integrations, or additional services.
Start with the decision or conversation that matters now
HRP can support one immediate use case or help your organization build continuity across selection, onboarding, development, and internal mobility.