Realising the lack of focus on soft skills witnessed in the corporate world, HR@ Work Company was created in 2000 in order to fill that gap.
HR@Work offers services such as recruitment, assessment, development and wellness consultancy to organisations.
Account manager of HR@Work, Coen Walsh, who holds an M.A in Industrial Psychology, works alongside other qualified psychologists to empower individuals on a personal and career level.
“After realising the need for soft skills consultation, HR@ Work Company was created in April 2000. A lot of people focus more on job profiling and experiences of workers but ignore to look at the deep feelings of people in the organisation,” Walsh points out.
Soft skills are defined as personal attributes that enhance the individual’s interaction, job performance and career prospects. It is a sociological term relating to a person’s Emotional Intelligence Quotient (the cluster of personality traits, social graces, communication, language, personal habits, friendliness and optimism that characterise one’s relationships with other people).
Organisations tend to focus more on promoting hard skills (excelling at a certain task in the workplace), thus forgetting that there is a need of looking at intangible traits such as their workers emotions and inner strengths which are broadly applicable to both in and outside the workplace, says Walsh.
Soft skills play a vital role in professional success; they help one to excel in the workplace and their importance cannot be denied in this age of information and knowledge.
Hence, HR@Work Company consults with various companies on how to enhance their soft skills systems.
Although the company initially focused on that area, it has grown into an HR consultancy company which deals with enhancing performance at work as well as finding one’s inner strengths and career path, especially for graduates.
“We have rebranded our company into including four more sectors: recruitment, assessment, development, wellness,” Walsh explains.
HR@Work acts as an employment agency which identifies the right people for certain positions within a particular company. As Walsh points out, they use various technologies enabling them to meet the commercial dynamics of a fast moving and ever changing business world.
Walsh adds that development is currently one of their drives as they strive to train workers on operational level to enhance their leadership skills within their company.
He also emphasises the fact that there seems to be a lack of executive coaching which focus on business coaching and individual goals.
In this regard, his colleague Siegfried Lange (Psychological Counsel) offers executive coaching which works on personal growth within the organisation; career coaching preparing a worker to be more effective in the corporate environment; as well on industrial coaching and team coaching.
HR@Work has consulted with companies such as Namfisa, Nepam, NamibRe and Swakop Uranium for company development, assessment or wellness.