First contacts made in which the company’s demands and needs were established. Contacts were made by telephone, fax or email.First contacts made in which the company’s demands and needs were established. Contacts were made by telephone, fax or email.

First interviews were conducted to determine the specific assessment design to be performed. We discussed topics such as reasons for counseling, history of projects, human, technical and physical resources, and we presented the WONT methodology.

Designing checklists using focus groups or interviews with experts. Based on the preliminary results, the RED questionnaire was designed specifically with the areas and employees to be assessedDesigning checklists using focus groups or interviews with experts. Based on the preliminary results, the RED questionnaire was designed specifically with the areas and employees to be assessed.

Presentation of the RED questionnaire, and establishing the schedule of actions.Presentation of the RED questionnaire, and establishing the schedule of actions.

Implementation of the designed RED version, analysis of the information obtained with questionnaires, and a comparative analysis in terms of demand.

The report usually includes six sections all containing the topics considered. Results are communicated by the feedback survey technique.

(1) Development of a 'guide' which details the corrective, preventive and continuous improvement actions to be done in the organization in the short, mid and long terms; or (2) intervention itself which is submitted to a quality process.
The possible interventions can be oriented to changes in the work environment (e.g., less job demands and increased job resources), and in personnel (e.g., increase in personal resources by training initiatives,) and the interaction between person-job (e.g., less demands and / or increased job resources, and increased personal resources).