SUR-Insight

Prototype. A limited demonstration is available.

Psychologists and coaches who need a structured description of a client's state, conditions, and result.

HR specialists and team leaders who want to see why a group's state is falling, because of people or because of conditions.

People who take the survey and want a profile of their own state.

Situation. Ordinary HR surveys show an average temperature: a department is dissatisfied, engagement dropped. They do not say why, or who pulls the group down or up. An individual answer to the question how am I doing rarely separates inner state from conditions and from result.

System. Each answer is normalized into a vector on the axes S, U, R, and each person receives one of 27 states by coordinates. For a group, a cross-correlation analysis runs over all answers, and an AI assembles findings into reports for the specialist and for the person.

Human role. The person answers honestly and sees their own profile at once. The specialist and the manager read the findings as hypotheses and choose targeted action. The honesty of answers decides whether the statistics mean anything.

Whether classification by coordinates gives more than an average score, and whether telling a personal cause from a structural one leads to different and better aimed action.

Personal profile. Right after the survey a person sees a three-dimensional picture of their answers and a profile in plain language. The survey is designed as a mirror. The questionnaire comes with an instruction for completion, coding tables, and recommendations for psychologists, coaches, and HR specialists.

Cluster analysis. The algorithm groups people in the 3×3×3 cube by state, even if they work in different sub-units. An example of a finding is a hidden cluster in which people have resources, the environment hinders them, and results are absent. Such a cluster calls for individual conversations.

Detection of systemic failures. If the conditions axis (U) drops for most people regardless of personal resource, the finding points to a structural problem. Training will not help there. The process or the conditions have to change.

Social dynamics. Statistics of links show whose state goes together with changes in the state of colleagues. It is a correlation to examine and says nothing final about a person. The system can also propose mentoring pairs from profiles of resource and result.

What the manager sees: a three-dimensional cube of the unit, drift over time with regular pulse surveys, slices (new hires, senior management, only falling result), alerts on variance and correlations, and automatic reports with an AI interpretation.

SUR is an approbated model. It is not yet an established diagnostic system. SUR-Insight is not a clinical tool and is not used for decisions about hiring, selection, dismissal, or pay of individuals.

Correlations do not establish causes. Forecasts of a crisis zone are hypotheses for a conversation.

The data are self-reported and depend on how honestly and consistently people answer. The model has not been validated across cultures.

Aggregated modes and protection of small groups keep group statistics from exposing individual answers.

Access is by request. Terms of use are agreed before you start working with the project.

HandS Lab research tools and prototypes are not a catalog of commercial products. If a specific applied solution involves commercial deployment, it is carried out by an external operator or partner.