The consultants at HRDUSA.COM are business people who are also psychologists. This combination of "people expertise" and "business expertise" allows us to bring you those best practices that WORK IN YOUR PARTICULAR COMPANY.

We get to know your organization, how it works and develop and understanding of your people. We help you shape your organization into the kind of company YOU WANT.

Best of all -- we stay with you until the job is finished. We do not make recommendations to you and walk away. We are change agents who stand beside you as the changes are made -- helping you make corrections when necessary.

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What IS an Organizational Psychologist?

An organizational psychologist is a person who uses the combined knowledge of people, business, management, assessment and organizational change to help businesses (and other organizations) work more effectively.

Organizational psychologists differ from many other psychologists in a number of key ways. They work in the client's world - away from their offices and universities. While there are organizational psychologists who do only teaching and research, many organizational psychologists are applied consultants who do their work at their clients' offices. They work with individuals, small and large groups and entire organizations -- always with the same general goal: to improve the effectiveness of the client organization in achieving its goals. The organizational psychologists is typically:

1. A "PEOPLE EXPERT" - Like most psychologists, an organizational psychologist is someone who has earned a Ph.D. in the study of behavior, what it means and how to change it. He has learned to "read people" more quickly and more accurately than most and develop insight into why people behave as they do. He uses this insight to develop ways in which people can change that behavior if they wish to function more effectively.
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The CEO's Bill of Rights

Everyone seems to be concerned about the rights of employees ---and they should be! However, the CEO is the person taking huge risks and also has rights. Here is a sample of those things that the CEO should get from his organization. Read more ...

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CEOs tell me --- " We're doing fine, but..."

"Turnover is costing us a fortune! -- We need to select people more effectively. Read more ...

"I think we can do better. I'm not even sure how to describe a company that is consistently "at the top" of its game."Read more ...

"My VPs are all great individually, but we don't seem to work together well." Read more ...

"I get the feeling that our people are not as ___________ as they should be."  (Fill in the blank with: intelligent, aggressive, motivated, flexible, etc.)." Read more ...

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When do you call In a professional for a candidate assessment?

This is an important question that is typically asked in a tone that sounds like, "When should the company buy Lamborghinis for every manager?". One-on-one assessment is not cheap, but it costs a tiny fraction of the cost of a hiring mistake. Because it is clearly cost effective, only the needs of the situation need be taken into account.

There are really only three questions that need be considered. If the answer to any of them is "Yes" -- professional assessment is appropriate: Read more ...

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