aPoint International -

aPoint Models delivered as digital Service (SaaS) – a Private Limited Company. Reg no # 37763985

Meeting in D.C or VA in week 47?

By on 15/11/2016

I will be in the US next week if anyone relevant has the time and interest to meet and talk?


One topic of conversation can be why new digital SaaS models covering hiring selection and other HR areas would be a good idea and will disrupt the current subjective way of working?


I would especially be interested in meeting people and organizations who may have an interest in being Free of Charge pilot customers on aPoint Selection Model © or aPoint Leadership Development Model ©?


Alternative to above:

If you and your company is considering starting up business in Europe within Fintech or IT I will be pleased to help with input and information about Country pros and cons, including where to place a Europe first office or HQ? Consider cultural differences, language barrier, level of government bureaucracy, ease of establish and operate business (digital or paper), labor market and education level.


I will be in Washington D.C. on November 22 (afternoon) and 23 (morning)

I will be in Richmond, VA on November 23 (afternoon) to 25 (morning)

and back in D.C. November 25 to 26th flying out of Dulles Int. in the afternoon the 26th


Best Regards

Allan Cervin

Cell: +45 24915342



Are HR ready to play an increasingly strategic role?

By on 07/11/2016

In many organizations, you hear the story that employees are the most important factor for survival and development and yet we see typically unstructured and/or silo use of data in HR, if not directly subjective talk without aggregated documentation.


In addition to understanding the commercial business challenges or in public services; the citizens and businesses challenges they serve, HR need and can play an increasingly strategic role as businesses seek any and all means to compete effectively and improve organizational performance. Leaders (and managers) favor a ‘facts based’ approach to decision making and HR teams need to ask themselves whether they have the right data to get the insights they need to create a strategic talent management strategy that will attract, select, retain and develop high-quality employees?


All businesses/organizations need to ensure they have the capabilities to understand what drives employee engagement, and what they should do to promote and develop it. The adoption of employee evaluation and development models where you can gather objective and subjective evaluation input, including results from test scores and then grade and compare, based on importance, weighted individual criteria against each other will ultimately give you an objective employee and or candidate score and ranking that will identify personal development areas or in recruitment, the best candidate for the job.


These models are the business of aPoint

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PS! I do not like Human Resource (HR) as a functional description, we are not an inventory resource, we are individual people.


Leadership and/or Management?

By on 26/05/2016

If we define leadership as something others voluntarily want to follow because a leader inspire and communicates a vision and mission in a way that you want to follow in word and deed without obligation and are motivated by how many leaders are there so within your organization? I would guess not many and in some cases none.

While management is focused on tasks, leadership is focused on the person. All in all, the best leadership drives change and long lasting motivation.

Do you wonder why management often fails?

PS! I’m not saying we don’t need management, but without Leadership, management has no motivation or goal.

Is it an illusion or reality?

By on 26/05/2016

65 percent of our school children receive jobs that have not yet been invented!
Analysis from MacArthur Foundation, 2015.

40 percent of the world’s largest companies are gone in 10 years!
Analysis from Babson Olins School of Economics, 2014.

Can you see a connection – is there one?

The transformation of an industry

By on 24/05/2016

According to a new report from Citigroup, European and US banks will cut further 1.7 million jobs in the next decade as especially fintech companies will take a portion of the business from traditional banks. This corresponds to more than 30 percent of the current bank employees. This is in addition to the approximately 700,000 jobs have already been cut.

On top of this disruption, technology allow the banking industry to run the business more digital and therefore there is a need for a smaller number of employees in the physical branches.

I am sure that other parts of the financial sector (e.g. insurance) have the same challenges and the big question is of course what the leadership chooses to do to survive as a company?

Employees must make choices with due diligence and constant care, one should not expect 25 or 40 years of anniversary service in the same bank or industry anymore!