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CARiMan 

 The Internet Portal for Computer Aided Risk Management

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Ioanna and Sophia N. Triperina

Work and Organizational Psychologist (MSc.)

CleverCareer Partner  

omorythmos etaireia – O.E.

13-15 Diocharous str., Hilton Area

16121 Athens

Greece

Tel: +30.210.7298088

Fax: +30.210.7298089  

www.clevercareer.gr

ioanna.triperina@clevercareer.gr

 

 

 

Mission:
CleverCareer cares for the human factor at work. Therefore, it performs in the field of consulting, training, counseling, and research, for the development of career, human resource, and organizations, and in the development of special editions and tools for the support of this work.
Its methodology is characterized by valid measures, a systematic and complete approach, and targeted effectiveness, based on goals and criteria. Its function principles emphasize on ethics, true interest in people, and continuous improvement & quality.
We act preventively or in emergency situations, helping/facilitating individuals, groups, and organizations. We aim at improving performance, motivation, and adaptation of individuals, groups, and organizations. We also aim at upgrading services / products, at increasing employees' and customers' satisfaction, and at adding value to social and public recognition of projects.

 

Vision:
CleverCareer has long-term goals. We work on consolidating our position in the Greek and international market, as a pioneering and different company, which is not one more competitive consultancy, BUT a company caring for human work improvement. We want to be recognized as a dynamic company characterized by professionalism, reliability, high quality standards, systematic approach, expertise and updated know-how, effectiveness, flexibility, creativity, and innovation.

 

Structure:

Consulting Department (development of surveying projects, train the surveyors/consultants, applying surveys for organizational purposes: needs analysis, design, project management, execution, and evaluation)

Training and Development Department (training programmes development, train the trainer, applying training programmes in organizations: training needs analysis, design, organization, execution, and evaluation)

Counseling Department (development of counseling programmes, train the counselor, providing counseling services to individuals, groups and organizations: needs analysis, design, organization, application, and evaluation)

Research and Development Department (research design and application: applied research, action research, statistical analysis, scientific studies writing, construction and validation of psychometric tools, handbooks - guides and special editions development: written and electronic)

Administration (marketing, sales, editions, webpage/internet applications)

Network of collaborations: A valuable and reliable network of collaborators, allow us to provide complete services, cross-scientific, when needed, and worldwide.
We maintain reliable relations with external collaborators, specialized in: finance, information and communication technologies, social and human sciences.
We collaborate with educational organizations, research institutes, and other respectable institutions and centres all around Europe.
We collaborate with large private organizations and SMEs.

 

Basic services and products:

Four systems, named “CleverBUSINESS”, “TheSUCCESSclub”, “CleverTOOLS”, “e-HR Personal Coach”, include the following services and products:

Competencies (personal, interpersonal, managerial/business, and professional) Development, Team-building, Leadership Development, Development Centers, Stress Management, Performance Management, People Management, Change Management, Knowledge Management, Organizational Change and Development, Performance Appraisal Systems, Selection Systems, Psychometric Tools Development, Action Research, Program Evaluation, Climate Surveys, Team Climate Surveys, Occupational Stress Surveys, Satisfaction Surveys, Mystery Shopping, Cross-Cultural Research, Human-Computer Interaction, Computer Supported Cooperative Work, Computer Supported Cooperative Learning, Experiential Learning, Cognitive-Behavioral Counseling, Cross-Cultural Counseling, Employee Assistance Programs, Encouragement Groups, Career Counseling, Personal Coaching, Executive Coaching, Career Management, Motivation, Empowerment, Communication, Train the Trainer, Train the Counselor, Gender issues, Prevention of social and job market exclusion targeted at groups such as women, mentally retarded, mentally ill, long unemployed, refugees, immigrants, and disabled.

 

Contribution to CARiMan:

B.4.2. Programme for jointly executed research activities

CleverCareer (CC) can be integrated in the already defined JPA:

UI: User interface

B.4.3. Activities to spread excellence

CleverCareer (CC) can be integrated in the already defined JPAs:

D3: Dissemination and exploitation                   and

D5: Advanced Training System for Emergence Management

 

Our contribution can be labeled as “CSCW” Computer Supported Cooperative Work, and it may include four workpacages: 4 WP-manager = CleverCareer.

 

Computer Supported Cooperative Work (CSCW) is a younger field than Human Computer Interaction (HCI) [research started in 1984] and it is related to human-human interaction with technology relegated to a mediating role. CARiMan, as a special and sophisticated IT application, integrates the characteristics of a computer supported cooperative work application. CleverCareer’s contribution to the CARiMan Network of Excellence intends to explore the special needs that individuals, groups, and organizations have for technology support so as designers to design computed aided risk management systems and applications that fit these needs. CleverCareer intends to identify how CARiMan changes the job tasks of a risk manager and what are the consequences on him and other people affected, so as to help people and designers / mediators adapt to changes. CleverCareer intends to train people in organizations to use IT applications, like CARiMan, appropriately for their and common interest. CleverCareer intends to help organizations to develop a culture able to favor the effective use of CARiMan.

 

CleverCareer holds the psychosocial perspective of the CARiMan Network of Excellence.

Nowadays the image of computers is used to enhance the personal power and control over work. Computerisation of work presents a particularly valuable opportunity for workforce to pursue power, in terms of dominance and effectiveness. However, despite the popular promotion of computers as being “user friendly”, the reality for many users is quite different. In fact most of the people believe that the technology is complex, often difficult to apply and requires training and technical support. Approximately 85% of the working people are hesitant or reluctant to ICT applications, and 45% suffer from what is known as “technophobia” or “technostress” (Brosnan, 1998). Most of those people deny the psychosocial success of the information and communication technology, and they think that it is limited to scientific success. Opposing impressions exist: 

“IT strengthens peoples’ abilities at work” – “Different abilities are needed at work”.

“IT eliminates some jobs” – “New jobs make their appearance”.

Information revolution drives to the reconsideration of human needs’ service and human adaptation, like industrial revolution did in the past. 

 

CleverCareer suggests that:

1. Information and communication technologies are going to gain full success of their applications (eg. CARiManS) when researchers/scientists/experts/professionals/designers/mediators are given all the necessary information and support to understand people at work (and at risk) and their work tasks, so as to be able to understand human needs at work (and at risk), so as to develop systems according to those needs.

2. Organizations and people at work (and at risk) are going to effectively achieve their objectives of high performance and wellbeing, when they are given all the necessary information and support, so as to be able to be successfully adapted to IT changes (like CARiManS), that is to the new systems’ requirements, that is to the new competencies needed.

Needs analysis:

1. Sample: Risk managers:

When to measure: Prior to computer systems’ design.

What to measure: Individual differences (gender, age, special needs), cognitive abilities, time and space use, computer knowledge and attitude, decision making, fault finding, problem solving, communication skills etc.

How to measure: observation of natural behaviour, surveys, case studies – using advanced statistics.

2. Sample: Organizations (health care, civil protection, natural disasters / environmental, industry, service):

When to measure: Prior to computer systems’ design.

What to measure: structure, groups behaviour, groups structure, groups size, groups interaction, climate and culture, ergonomic factors, stress factors etc.

How to measure: observation of natural group behaviour, surveys, case studies – using advanced statistics.

0. The results will be provided in the form of a report to technology designers, organizations/agencies providing the technology services (mediators).

Aim: To understand human and organizational needs at risk, so as to develop systems and services according to those needs.

 

Application evaluation:

1. Sample: Risk managers:

When to measure: When doing computer aided risk management.

What to measure: Individual differences (gender, age, special needs), cognitive abilities, time and space use, attitude towards computer aided RM, decision making, fault finding, problem solving, communication skills etc.

How to measure: Observation of natural behaviour, surveys, case studies – using advanced statistics.

2. Sample: Organizations (health care, civil protection, natural disasters / environmental, industry, service):

When to measure: When having established computer aided risk management systems.

What to measure: Structure, groups behaviour, groups structure, groups size, groups interaction, climate and culture, ergonomical factors, stress factors etc. – under the effect of computer aided RM system application.

How to measure: Observation of natural group behaviour, surveys, case studies – using advanced statistics.

0. The results will be provided in the form of a report to technology designers, organizations/agencies providing the technology services (mediators).

Aim: To understand human and organizational problems and needs when using the application, so as to improve systems and services according to newly identified data.

 

Training:

1. Target group: Risk managers:                                        

When to train: During their application of computer aided risk management.    

Whom to train: Train the trainers (to train in their turn the risk managers).        

What to train: The Risk Managers need not only technical and professional competencies to perform, but also personal, interpersonal and managerial/business competencies. Risk Managers need to be invited in a new culture where new communication and interaction styles take place. Competencies development should take place for the induction into the new culture and the change and stress management. Resistance to changes is an unavoidable human attribute that should be considered and appropriately handled for the support of individuals, who need to adapt themselves to innovations and new requirements.              

2. Target group: Organizations (health care, civil protection, natural disasters / environmental, industry, service):

When to train: During the application of computer aided risk management.

Whom to train: Train the trainers (to train in their turn the key executives of organizations).

What to train: The basic assumption for the survival and the wellbeing of organizations in the 21st century is their successful integration of IT applications, such as the CARiMan. Organizations that integrate CARiMan change both the way of interaction among collaborators and clients, and the kind of work that is being done. Organizations need help to combine the technical and the social/human aspects of CARiMan, to develop a culture able to support, use, and give value to CARiMan, to provide common goals among research and development on CARiMan, the organizational effectiveness and the Risk Managers and other people’s performance.

 

Satisfaction survey:

1. Sample: Risk managers:                                                

When to measure: After having passed a six months of using CARiMan          

What to measure: All aspects of satisfaction and perceived quality of outcomes          

How to measure: Surveys, outcome measures, retrospective reports and records       

2. Sample: Organizations (health care, civil protection, natural disasters / environmental, industry, service):

When to measure: When having established computer aided risk management systems

What to measure: All aspects of satisfaction and perceived quality of outcomes

How to measure: Surveys, outcome measures, retrospective reports and records

0. The results will be provided in the form of a report to support the psychosocial effectiveness of the CARiMan project.

Short description of the organisation :

CleverCareer is a private company specializing in research, training, counselling, coaching, and consulting, for the development of career, human resource, and organizations, and in special editions for the support of this work. It was established in 2000, although since 1995 its partners and collaborators have offered their respective services. CleverCareer’s research methodology includes applied research and action research, and it is characterized by valid measures, a systematic and complete approach, and targeted effectiveness, based on goals and criteria. Its products include psychometric tools, training handbooks, guides, special editions, and e-tools. CleverCareer works with individuals, groups and organizations, preventively or in emergency situations, and aims at improving performance, motivation, adaptation of people and organizations to changes, at upgrading services / products, and at increasing employees’ & customers' satisfaction.

 

CV of the partners :

Ioanna Triperina

Ioanna Triperina is a Work and Organizational Psychologist, having graduated from the Psychology Department of the National University of Athens, Greece, and holding an MSc. in Occupational Psychology from the Psychology Department of the University of Wales Cardiff, UK. Her continuous education portfolio includes high level seminars in Greece and abroad, such as: process consultation, cognitive counseling, coaching, emotional intelligence, competencies analysis, 360° feedback, group facilitation, psychometrics, applying statistics at social sciences etc. Since 1995, she has acquired valuable experience, and has shown remarkable performance as researcher, consultant, counsellor, trainer, and writer.

Organizational Development Consultant:

In cooperation with Greek and International Companies, she applies surveys methodology and consulting at the following areas: Organizational change and effectiveness / climate analysis, Customer care / satisfaction, Employees satisfaction, Performance management, Job analysis and competencies analysis, Selection and appraisal systems, Work stress, HCI – CSCW. For the above mentioned areas, she constructs and uses the appropriate psychometric tools.

HR Development Consultant / Counselor / Trainer:

Competencies development programmes (personal, interpersonal, business/management, and professional competencies), High performance teams' development, Development centers, Stress management, Executive coaching, Employee assistance programmes. She is the constructor of innovative training programmes, such as The Trainer-Counselor, and COMPETIA (Competencies In Action), and she works on specific HR topics training, and the training of trainers.

Career Consultant / Counselor:

She works on career development from vocational guidance to retirement, addressing to people of all ages, companies and organizations: Career counseling to individuals and groups of pupils/students, graduates, employees, and executives, Career counseling programmes in schools, Career counseling of special groups (unemployed, refugees, immigrants, mentally retarded, mentally ill, women, young etc.), Entrepreneurs counseling, Counselors training.

Writer:

She is the writer of the book "Career and Performance Management: applying Psychology at work". She has also written over 120 articles, guides, and special issues. She is the editor of the e-magazine "e-HR Personal Coachby CleverCareer (www.e-HR.gr/personalcoach.htm).

Research interests:

Computer Supported Cooperative Work, Human factors in organizations, Organisational climate, commitment and satisfaction, Occupational stress, Personal, interpersonal, managerial/business, and professional competencies, Personal profile and career plans of pupils and students, Prevention of social and job market exclusion targeted at special groups.

 

Sophia Triperina

Sophia Triperina is a Development Consultant.
Her studies: Business Administration at the Panteion University of Athens, Greece (
ptychion), and postgraduate studies (DBA) at the Business School of the University of Wales Cardiff, UK. Her continuous education portfolio includes high level seminars in Greece and abroad, such as: human resources management, crisis management, work psychology, career counselling, sports management, sports psychology, acting etc.

Her professional experience, started from 1995, and being highly appreciated to nowadays, covers three fields:
Organizational change and development: Customer care / satisfaction surveys,
Μystery shopping, Market research, Project management for European Community Initiatives (for women, youth, IT etc.)., HR marketing, Consulting of small and medium size enterprises.

HR development/training: Customer Care, Team-building, Experiential - outdoor training, Congress and seminars organizing.
Career counselling: Entrepreneurs counselling, Youth career counselling

Her research interests include

Computer Supported Cooperative Work, Human factors in organizations, Organisational climate, commitment and satisfaction, Occupational stress, Personal, interpersonal, managerial/business, and professional competencies, Personal profile and career plans of pupils and students, Prevention of social and job market exclusion targeted at special groups.

 

Publications

[1]    Triperina I. N. (1997). The role of work and organizational psychology in computer supported cooperative work and computer supported cooperative learning. Athens: CleverCareer.

[2]    Triperina I. N. & Triperina S. N. (1998). Managerial employees’ attitudes and opinions on information technology applications, in the industry, service and public sector. Athens: CleverCareer.

[3]    Triperina I. N. (2000). Information technology in organizations: the role of work and organizational psychology. Athens: CleverCareer.

[4]    Triperina I. N. (2002). Career and performance management: applying psychology at work. Athens: CleverCareer.

[5]    Triperina I. N. & Triperina S. N. (2001). Causes and effects of occupational stress on ambulance workers. Athens: CleverCareer.

[6]    Triperina I. N. (1997). Organisational climate and organisational commitment in the Greek industry. Athens: CleverCareer.

[7]    Triperina I. N. & Triperina S. N. (2003). Personal, interpersonal and managerial/business competencies grid development, for job positions of all hierarchical levels in the industry, service and public sector. Athens: CleverCareer.

[8]    Triperina I. N. & Triperina S. N. (2003). Personal profile and career plans of students at trades & vocations, and sciences. Athens: CleverCareer.

[9]    Triperina I. N. (1997). Comparison between the internal and the semi-internal institutionalization of children, regarding their social skills and problems. Athens: CleverCareer.

[10]    Triperina I. N. (2001). Cross-cultural Counseling: A programme for refugees integration in the Greek society and job market. Quarterly of Counseling and Guidance. 58-59, 144-167.

 

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