Căutare referințe cut-e

Nu avem un profil al clientului "tipic". cut-e furnizează soluții psihometrice online pentru diverse sectoare industriale și instituții publice din întreaga lume. Printre clienții noștri se regăsesc atât companii din Top 100, precum și companii mici și mijlocii. 

căutător de referință

căutător de referință

Rezultatele căutării

  • Logo Bank of Ireland

Reference Bank of Ireland

Soluție:
  • Dezvoltarea profesională
Detaliile proiectului:

Career development for senior managers

Client in:
Ireland
Industria:
Asigurări & Servicii financiare
Documente
by industry
  • Case study:
    Commerzbank
    Commerzbank
    Empowering staff to manage own skill development
    Human resources within Commerzbank has become increasingly important with high professionalism and supreme customer orientation as key distinguishing features.
  • Case study:
    Credit Suisse
    2013
    Credit Suisse
    Recruiting the best at Credit Suisse with cut-e
    Swiss Bank Credit Suisse receives many applications for the range of vacancies it promotes – from trainees to senior managers, and utilises a number of cut-e’s online assessment procedures to identify the very best applicants efficiently, and reliably.
  • Case study:
    HSH Nordbank
    HSH Nordbank
    Supporting a new leadership culture through feedback
    HSH Nordbank positions itself as a ‘bank for entrepreneurs’ and targets its services at the owner-run businesses in Germany. Across the banking industry, department heads are exposed to a range of ever-increasing demands.
  • Reference letter:
    SkoFIN
    2013
    SkoFIN
    Letter of reference in Czech
  • Case study:
    Sparkasse Nürnberg
    2015
    Sparkasse Nürnberg
    Assessment of managerial behaviour
    In line with corporate development aims, the company decided to launch a 360 degree feedback process for its managerial staff. During this project, Sparkasse Nuremberg made use of both the content and technical expertise of cut-e and the management consulting experience of von Rundstedt & Partners. The first 360 degree feedback process was to establish a base line for the systematic, personal development of each manager, both on the management board and on the first level of management.
  • Case study:
    Allianz
    2014
    Allianz
    Attractive and efficient sales selection
    The challenge: selecting sales staff from a large pool of applicants
  • Case study:
    Transcom
    2016
    Transcom
    Presentation from The Global Retail and Hospitality Talent Summit
    Should I stay or should I go? - Increasing the profitability at Transcom by focusing on retention in the selection of call centre workers
  • Case study:
    Commerzbank
    2012
    Commerzbank
    Presentation from cut-e networking event
    Integrated talent management at Commerzbank: tailored online solution for systematic succession planning
  • Case study:
    Credit Suisse
    2010
    Credit Suisse
    Presentation from cut-e networking event
    The use of online assessment in selection at Credit Suisse
  • Case study:
    Credit Suisse
    2015
    Credit Suisse
    Presentation from cut-e networking event
    Internals First - An approach to cultivate the internal labor market
  • Case study:
    R+V
    2013
    R+V
    Reshaping apprentice selection with customised online tests
    R+V upgrades the selection process for apprentices and trainees from traditional paper and pencil tests to pure online assessment.
  • Case study:
    Secure Payment Provider
    2014
    Secure Payment Provider
    Identifying better sales professionals for secure payment provider
    This case study outlines how a global secure payment provider is now able to identify those sales applicants who will generate up to nine times more profit from sales revenue than the low performers from analysing and optimising its selection process.
  • Case study:
    PwC
    2015
    PwC
    Presentation from cut-e networking event
    An innovative way to support employability skills in student recruitment
  • Case study:
    Crédit Agricole
    2015
    Crédit Agricole
    Faster access to better assessment information
    The challenge: managing and assessing fairly high volumes of applications
  • Case study:
    DNB
    2012
    DNB
    Presentation cut-e from cut-e networking event
    The DNB experience - identifying graduate potential
  • Case study:
    Volksfuersorge Generali
    2013
    Volksfuersorge Generali
    Presentation, cut-e networking event
    Decentralized recruitment process to hire successful insurance agents at Volksfuersorge Generali
  • Case study:
    Volksführsorge Generali
    2015
    Volksführsorge Generali
    Made-to-measure sales assessment at Volksfürsorge
    Volksfürsorge has 300 regional offices across Germany and they serve as regional contact points for clients and sales personnel. With such a decentralised organisation, consistency in the professional selection of sales staff was difficult maintain and so Volksfürsorge decided to standardise this process. This meant that any instrument used, would have to be implemented locally but in an efficient and user-friendly manner.
  • Case study:
    Secure Payment Provider
    2014
    Secure Payment Provider
    Improving Sales Manager Selection for a secure payment provider
    This case study outlines how a global secure payment provider faced the challenge of needing to predict those sales managers who are likely to lead high performing sales teams.
  • Case study:
    Crédit Agricole
    2015
    Crédit Agricole
    Presentation from cut-e networking event
    Optimized use of online assessments via the integration with an ATS
  • Case study:
    PwC
    2015
    PwC
    Providing feedback in a project-based organisation
    PwC in Germany, Austria and Switzerland carries out a 360-degree feedback process every two years in which all of the 1,200 managers based in that area participate. As part of this, there are two key challenges PwC faces: who provides the feedback – and how to make it relevant?
  • Case study:
    Crédit Agricole
    2013
    Crédit Agricole
    enhances graduate recruitment
    Crédit Agricole has adopted a range of cut-e aptitude tests to improve the hiring of trainees, apprentices and young graduates.
by solution
  • Press release:
    Morgan Advanced
    2014
    Morgan Advanced
    Irish Psychometric Assessment Company Continues Impressive Growth
  • Case study:
    Commerzbank
    Commerzbank
    Empowering staff to manage own skill development
    Human resources within Commerzbank has become increasingly important with high professionalism and supreme customer orientation as key distinguishing features.
  • Press release:
    EADS/ Airbus
    2009
    EADS/ Airbus
    Major International Contract for Loughrea, Co Galway Company
    cut-e Group signs €200,000 Contract for Online Selection Assessment Systems with EADS Group - Makers of Airbus and Eurocopter
  • Case study:
    Dell
    Dell
    Improving sales competence at Dell
    Working together, Dell and cut-e create an assessment and interview process to predict professional and profitable sales behaviour.
  • Case study:
    Azelis
    Azelis
    Understanding management capability through audit
    After a fundamental restructuring of its top management tier, the HR director of Azelis Group recognised the need for a comprehensive Management Audit of the entire management team. With almost 30 locations across the world, Azelis ranks among the top distributors within the chemical industry.
  • Case study:
    Credit Suisse
    2013
    Credit Suisse
    Recruiting the best at Credit Suisse with cut-e
    Swiss Bank Credit Suisse receives many applications for the range of vacancies it promotes – from trainees to senior managers, and utilises a number of cut-e’s online assessment procedures to identify the very best applicants efficiently, and reliably.
  • Case study:
    HSH Nordbank
    HSH Nordbank
    Supporting a new leadership culture through feedback
    HSH Nordbank positions itself as a ‘bank for entrepreneurs’ and targets its services at the owner-run businesses in Germany. Across the banking industry, department heads are exposed to a range of ever-increasing demands.
  • Case study:
    Axel Springer
    2013
    Axel Springer
    Successful launch of a 180° management feedback process
    The challenge: feedback process to define management profiles and integrate values and an open feedback culture
  • Reference letter:
    CEZ Czech
    2009
    CEZ Czech
    Letter of Reference in Czech
  • Reference letter:
    ISG personal management
    2003
    ISG personal management
    Letter of reference in Czech
  • Reference letter:
    PeopleGate s.r.o.
    2013
    PeopleGate s.r.o.
    Letter of reference in Czech
  • Reference letter:
    SkoFIN
    2013
    SkoFIN
    Letter of reference in Czech
  • Reference letter:
    Nanyang Business School
    2014
    Nanyang Business School
    Testimonial for cut-e Singapore
    cut-e Consulting Singapore succesfully provided online leadership self-assessment for around 75 MBA students as part of a module on "Leading People Globally" for Nanyang MBA.
  • Case study:
    EDP
    2015
    EDP
    Presentation from cut-e networking event
    New Global Energy - Tracking Young Talent
  • Case study:
    EADS
    EADS
    EADS takes off with cut-e
    Faced with the challenge of selecting the best candidates from a large number of graduate applicants, and knowing that they needed the experience of external providers, EADS looked to cut-e and the consultancy company Mannaz to support their recruitment process.
  • Case study:
    Axel Springer
    2012
    Axel Springer
    Presentation from cut-e networking event
    Know thyself: Leadership feedback as a development tool
  • Case study:
    Dell
    2012
    Dell
    Presentation from cut-e networking event
    Creating a Europe wide online assessment and interview process that predicts professional and profitable sales behaviour
  • Case study:
    Commerzbank
    2012
    Commerzbank
    Presentation from cut-e networking event
    Integrated talent management at Commerzbank: tailored online solution for systematic succession planning
  • Case study:
    Credit Suisse
    2010
    Credit Suisse
    Presentation from cut-e networking event
    The use of online assessment in selection at Credit Suisse
  • Case study:
    Credit Suisse
    2015
    Credit Suisse
    Presentation from cut-e networking event
    Internals First - An approach to cultivate the internal labor market
  • Case study:
    Dell
    2015
    Dell
    Presentation from cut-e networking event
    Driving Productivity Through Assessment & Selection
  • Case study:
    PwC
    2015
    PwC
    Presentation from cut-e networking event
    An innovative way to support employability skills in student recruitment
  • Reference letter:
    Toyota Peugeot Citroën Automobile Czech
    2012
    Toyota Peugeot Citroën Automobile Czech
    Letter of reference
  • Reference letter:
    Henkel Adhesive Technologies
    Henkel Adhesive Technologies
    Letter of reference in Czech
  • Reference letter:
    Hyundai Motor Czech s.r.o.
    Hyundai Motor Czech s.r.o.
    Letter of reference in Czech
  • Case study:
    Rochus Mummert
    2015
    Rochus Mummert
    Selecting European scholarship students
    The Rochus and Beatrice Mummert Foundation, set up by the Robert Bosch Foundation. Its aim is to support and develop Eastern European managers as they complete their Masters degree. It looks to develop ‘excellent’ managers who can then play a key role in making their organisations forward-thinking and competitive. This, in turn, contributes to the economic health and stability of their home countries and supports the political security of Eastern Europe.
  • Case study:
    Zwick/Roell
    Zwick/Roell
    Selecting service technicians internationally
    Zwick/Roell sought to align its recruiting processes across the 56 countries in which it operates, with those of its headquarters in Ulm, Germany. Due in part to the wide range of assessment languages offered by cut-e, Zwick appointed cut-e to help it develop a series of selection assessments.
  • Case study:
    Manpower
    2010
    Manpower
    National level job coaching: getting back to work
    When the financial crisis affected the Swedish labour market with more people looking for jobs, the Swedish Public Employment Service contracted Manpower to support the efforts to find people work.
  • Case study:
    Deutsche Telekom
    Deutsche Telekom
    Taking responsibility for personal growth through self assessment
    As many players in the telecommunications market, the German Telekom has to cope with constant change processes that create many new challenges for the client’s employees, as well as a lot of uncertainty and concern regarding their personal and professional development.
  • Case study:
    Deutsche Telekom
    2010
    Deutsche Telekom
    Presentation from cut-e networking event
    Integrating online assessment in the selection process at Deutsche Telekom
  • Case study:
    Manpower
    2010
    Manpower
    Presentation from cut-e networking event
    Innovative use of assessment by consultancies for corporates
  • Case study:
    PwC
    2015
    PwC
    Providing feedback in a project-based organisation
    PwC in Germany, Austria and Switzerland carries out a 360-degree feedback process every two years in which all of the 1,200 managers based in that area participate. As part of this, there are two key challenges PwC faces: who provides the feedback – and how to make it relevant?
by country
  • Case study:
    Musgrave
    2012
    Musgrave
    Presentation from cut-e networking event
    Intelligent graduate assessment design engaging the business and candidates through context-relevant exercises
  • Case study:
    Electricity Supply Board
    2010
    Electricity Supply Board
    Presentation from cut-e networking event
    Securing the future engineering needs of ESB: the selection and education of apprentices to attain professional engineer qualifications
  • Case study:
    Vodafone Romania
    Vodafone Romania
    Vodafone drives change with 360 degree feedback
    Vodafone Romania needed to align to the Vodafone Group talent management strategy and chose cut-e as the provider to support in a 360° feedback process with over 5000 raters.
  • Case study:
    Aer Lingus
    2015
    Aer Lingus
    Presentation from Aviation Summit 2015
    Something We’re Proud of! Aer Lingus Cadet Selection.
  • Case study:
    easyJet
    2015
    easyJet
    Presentation from Aviation Summit 2015
    Recruiting cabin crew, pilots and graduates at easyJet.
  • Case study:
    Aer Lingus
    2012
    Aer Lingus
    Presentation from cut-e networking event
    Using online assessment tools within Aer Lingus to predict behavioural fit in cadet airline pilots and engineering technician apprentices
  • Case study:
    easyJet
    2015
    easyJet
    Presentation from Aviation Summit 2015
    Security - Protecting our people, our brand and our current Threats
  • Case study:
    easyJet
    2014
    easyJet
    Retaining the competitive edge
    Retaining the competitive edge at easyJet has a number of important components: identifying the right candidates, optimising the speed of the process, offering realistic job previews, obtaining strong metrics, built into a refined process.
  • Case study:
    easyJet
    2013
    easyJet
    Presentation from cut-e networking event
    Achieving process efficiency, quality of hire and return on investment when recruiting cabin crew, pilots and graduates at easyJet.
  • Case study:
    easyJet
    2010
    easyJet
    Presentation at cut-e networking event
    Use of external & internal selection systems to predict success in customer-facing staff and managers
  • Case study:
    PwC
    2015
    PwC
    Presentation from cut-e networking event
    An innovative way to support employability skills in student recruitment
  • Case study:
    PwC
    2015
    PwC
    Providing feedback in a project-based organisation
    PwC in Germany, Austria and Switzerland carries out a 360-degree feedback process every two years in which all of the 1,200 managers based in that area participate. As part of this, there are two key challenges PwC faces: who provides the feedback – and how to make it relevant?