01
Define the role context
Clarify the demands, priorities, and success conditions of the actual role.
Method
A structured method for better people decisions
HRP brings role context, abilities, motivation, and behaviors into one practical method for responsible decision and development support.
The HRP Method
The HRP method — four steps
02
Assess relevant person evidence
Collect the evidence needed for the pathway, purpose, and decision context.
03
Review adaptive person-work fit
Interpret the evidence in relation to the role, not as a static profile.
04
Support decision or development action
Turn the fit review into practical decision support, onboarding, or development action.
What HRP Brings Together
Three evidence layers, interpreted in the context of the role
HRP combines evidence about what a person can do, what sustains their motivation, and how they are likely to behave, then interprets that evidence in the context of the actual role.
Abilities
Cognitive evidence relevant to learning demands, problem solving, processing, comparison, and other role-relevant capability requirements.
Motivation
Work-values and motivational evidence about what is likely to sustain effort, engagement, and fit with the environment.
Behaviors
Behavioral evidence that helps explain how a person is likely to cooperate, adapt, communicate, and respond in context.
Employee Journey
One method, applied across the employee journey
The same evidence base can support different decisions and actions across the employee journey, subject to purpose, authorization, and interpretation boundaries.
Selection
Support hiring and finalist comparison with structured evidence tied to the actual role context.
Role onboarding
Help new-role support start from the demands of the role, the person’s strengths, and the conditions they need to succeed.
Manager-led development, coaching, and mentoring
Use the same evidence base to guide development conversations, support priorities, and coaching focus.
Internal mobility
Revisit role fit when responsibilities change, while keeping purpose, authorization, and interpretation boundaries explicit.
Why The Approach Is Different
Built for real use cases, not just test delivery
Focused assessment when detail matters
HRP can use focused cognitive modules when a more differentiated domain profile is needed for the role or pathway.
Broad screening when speed matters
FACS20 is a 20-minute broad standalone screening option and an alternative to the focused battery, not a default addition to it.
Reduced repeated-task exposure
Some HRP assessments generate different task variants across administrations, while others draw from large predefined item pools. Both approaches can reduce repeated-task exposure compared with repeating one identical fixed form, while repeated testing still requires cautious interpretation.
Asynchronous assessment with controlled review
TestAnywhere uses asynchronous proctoring so candidates can complete assessment at a suitable time and place. Captured evidence may be reviewed later by an authorized human reviewer, while automated flags do not independently determine misconduct or invalidate results.
Standards And Oversight
Controlled assessment delivery with defined responsibility
HRP's controlled assessment framework is designed for alignment with ISO 10667-2 and informed by ISO 10667-1 and ISO 30405.
Psychometric quality is overseen by doc. dr. Boštjan Bajec, who is responsible for the methodological quality of HRP's assessment instruments, norms, normalization, and interpretation content. Igor Ljubin and the HRP team are responsible for operational implementation, platform functionality, reports, controlled procedures, training materials, and client workflows.
Instrument-level reliability, validation findings, study context, and limitations are maintained in HRP's controlled validation evidence. Assessment evidence is one source among several and does not replace human judgment; AI-assisted work supports drafting, mapping, gap detection, and consistency review, while human review and approval remain mandatory.
Explore HRP's method in your context
Discuss how the method can support selection, role onboarding, development, or internal mobility in your context.