Human Resource Analysis

Committed and satisfied employees are the key to satisfied clients. Human Resources Analysis (HRA) is a sophisticated research tool for complex company climate analysis.

HRA offers:

  • overall situation and general attitude of employees within the particular organization,
  • independent view on employee attitudes and their evaluation,
  • information about employees satisfaction and commitment,
  • deep understanding of employees motivation,
  • detailed analysis of specific employees segments,
  • ways to strengthen employees commitment, their performance and company prosperity.

HRA can be applied in a way that exactly corresponds to the company situation. All in accordance with company capabilities and preferences.

What HR Managers need to know?

  • Information on employees’ satisfaction and loyalty.
  • Information on their preferences and motivation.
  • Information enabling to manage diverse employee units.

HRA provides information, that allow company management to design effective programs, apply focused approaches and tools wchich lead to improved employee and company performance.


In the long run, studies show that an employee’s performance depends not only on their satisfaction, but is influenced mainly by their commitment to their work and to their employer. Depending on the commitment it is also easier to predict the future employees’ behaviour. HRA allows segmenting the employees into four strategically different groups.

  • Careerists – valuable, dedicated to their job, efficient, but uncommitted to the company.
  • Loyalists – loyal to the company, supportive and promoting the company, less excitement and dedication to their job tasks.
  • Passengers – lack dedication to their job and are not devoted to their company. These people may complain.
  • Leaders – involved and committed to both job and company, most valuable company asset.

Key Areas

HRA maps out a correlation between chosen key areas and commitment not only for the company as a whole but also for individual groups or units. Results enable to understand how employees perceive their company, company management, immediate superiors and their job. The interview scheme covers the following topics:

  • communication and information,
  • duties,
  • internal environment,
  • education,
  • system of rewards,
  • work conditions,
  • company management,
  • total satisfaction with the work.

SWOT Analysis

Employees’ attitudes findings in particular areas are important, but insufficient for managers’ decision-making. HRA by the help of a statistic analysis assess a real importance of the monitored factors.

  • Main pillars – highly important, positively perceived by the employees.
  • Accepted background – factors of low importance showing high degree of employee satisfaction.
  • Acceptable deficits – rather unimportant, negatively perceived factors.
  • Hidden dangers – highly important, negatively perceived by the employees.