Client Services: Human Capital Solutions
AIR experts apply research-based principles to develop and evaluate tools, systems, and programs to maximize the job performance of individuals, as well as to improve the overall functioning of their employers.
To support individual performance, our experts assist organizations in recruiting, selecting, developing, and training the human capital needed for organizational success.
To support employers in their quest to become high-performing organizations, AIR works to improve functioning through program evaluation, job definition/description, job design, tool and system development, and performance management.
We provide our public and private sector clients with unique insights and solutions, as demonstrated in the following areas:
Organizations are often faced with choosing employees from a large pool of applicants, at the pre-employment stage or at the promotion stage of the employee life cycle. AIR builds comprehensive employee selection systems, often based on our previously developed job analyses, competency models, and/or tests.
Today’s employees are supported by a variety of systems, including various tools and software. High quality design in these systems improves performance, reduces errors, and ensures acceptance by employees and other stakeholders. AIR supports organizations’ efforts to improve alignment of systems with function and the usability of those tools, as well as provide high-quality user documentation.
The legal and practical foundation of virtually every human capital system, from recruitment to selection to promotion, is the job analysis or competency model. AIR works closely with organizations to develop these products in a way that ensures they are comprehensive, seen as valid by stakeholders, and that they can be used by the diverse departments in an organization that are responsible for building, implementing, and evaluating these human capital systems.
Efforts to evaluate and improve both individual- and organization-level performance are some of the most important and most complex systems to develop. To be successful, performance management is approached from a systems perspective, includes input from stakeholders (e.g., employees, management, consumers), and is developed and evaluated against the organization’s stated mission and objectives.
To justify their existence, organizations typically want and need to verify that their programs are successful. AIR evaluates programs using a variety of methodologies such as pre- and post-test measurement and best practices analysis to help organizations verify that programs are achieving the desired results and that the expended resources are warranted.
The accurate assessment and documentation of the knowledge and skills of job applicants as well as existing employees is one of an organization’s most important responsibilities if it is to ensure quality and fairness. AIR builds tests based on job requirements and evaluates the assessments, pre-delivery, to ensure they are reliable and that valid decisions can be made about the test takers.
Training—long the cornerstone of an effective workforce—is evolving as organizations seek to improve job performance in a changing work environment as well as improve the return on what is often a considerable investment. AIR provides the full range of training services, including needs analysis, program/course design, development of curriculum, delivery of content, and evaluation of effectiveness.