Having and working with data will help you make important decisions more easily, saving time and budgets. We present a brief overview of digital and data services on this page. If you need any of these services described in more detail, please contact us. The digital and data services guarantor, Michal Hužva (michal.huzva@qedgroup.cz), will be happy to help you.

Isolation and Cooperation

Identify communication barriers

Using network analysis, we can identify situations where people are not communicating directly but through mediators, which slows down the flow of information. This inefficient transfer of information can lead to errors or misunderstandings.

Isolation of individuals or teams

Data can reveal which individuals or departments are isolated within the network, even though their involvement in corporate communications is strategically important. This problem often arises when key individuals do not communicate directly with those who influence their work.

Influential and overloaded hubs

Network analysis allows you to uncover influencers who ensure smooth communication and promote teamwork, but who may be overlooked in the day-to-day process. On the other hand, we also identify overloaded individuals who have too many tasks or interact with too many people, which can lead to burnout or a decline in effectiveness.

(Dis)engagement

Predicting turnover

On the basis of data analysis, we are able to predict the risk of employees leaving. We combine factors such as job satisfaction, non-completion of surveys, work environment and overall sense of meaningfulness of work.

Identification of stressors

We track the signs of cognitive and somatic stress, such as difficulty sleeping, fatigue or overload of work tasks. Employee health and well-being have a direct impact on their productivity and work performance.

Measurement of company culture

Company culture is a key element for the long-term sustainability of a company. Our analyses provide insight into how employees perceive the corporate environment, cooperation with colleagues and their managers.

Automating HR processes

Identifying learning needs

The automation system analyses the current knowledge and skills of employees and identifies areas where further training is needed. This helps companies target specific weaknesses or departmental requirements.

Evaluation of training effectiveness

Once the training or coaching is completed, the system automatically evaluates how effective the method was. By tracking the effectiveness of the training, we provide you with information on whether the development is meaningful for the employee in that area.

One-time analyses in key areas of performance management and HR processes

We will provide you with a clear data analysis of the efficiency of recruitment and employee development (recruitment time, new employee adaptation time, recruitment costs, internal procedures).

Text analysis with AI

Identification of key areas for improvement

Text analysis allows you to quickly map recurring problems or employee needs and recommend appropriate solutions. This helps to identify the most common development goals or areas for improvement.

Company values and strengths

AI can analyze how employees perceive the company's values, its culture and what they perceive as positives or negatives in the work environment. This helps management better understand what is working well and where changes might be needed.

Monitoring the response to changes

If a company is introducing new processes or changing its strategy, text analysis allows you to monitor how employees react to these changes and which aspects are positively or negatively received.

Recruitment efficiency

Screening tools

They act as a first step (a " rough filter ") in the selection of candidates. These tools help to effectively identify the most suitable candidates by measuring candidates' personal qualities, motivation, teamwork, adaptability and other factors that are key to successful integration into the company culture.

Competence measurement

We provide assessments and analyses focused on the professional knowledge and skills required for a specific job. This approach ensures that candidates have the required level of competence.

Output reports

Each candidate is evaluated based on the results of screening tools and other assessments. The results are presented in an easy-to-read format, allowing for quick comparisons and decision-making. The system generates recommendations for the next steps in the selection process.

Working models

Defining a new job role

When new job roles are created, it is often unclear what skills, knowledge and competencies employees should have for these positions. By collecting data and assessments from relevant people (e.g. managers, experts, colleagues) we are able to identify the key skills and competencies that are necessary for the role.

Definition of competences

The analysis makes it possible to check whether the individual questions actually correspond to the competences being tested, such as professional skills, teamwork or communication. This allows us to determine which questions are suitable for assessing a particular competence.

Company value models

Employee responses allow us to measure how well the company's values are implemented and how well they are embedded in daily work activities. This allows us to find out the true values of the company, which come from the employees themselves.

For more information you can contact the service guarantor Michal Hužva: michal.huzva@qedgroup.cz