Know each person and look after your team's health
Behavioral profile, culture fit and AI-written assessment reports to guide how each person is managed. The NR-01 psychosocial survey delivers the group view, never one person's result.
Behavioral profile · Finance
- Lucas Ferreira DISC: mostly Steadiness
- Fernanda Rocha Individual report generated
- Finance team Team report ready
- Psychosocial risks 7 of 9 responded
- Invitations 2 pending · due Friday
Mental health only in groups of 5 or more
What holds people management back today
-
The test nobody reads
The profile gets answered, becomes a PDF and sits in a folder.
-
Managers lead in the dark
Nobody tells them how each person on the team prefers to work.
-
NR-01 requires psychosocial risk
The company has to measure it, but fears exposing who answered.
-
The development plan is a year-end promise
Goals agreed in the conversation and forgotten the next day.
What People does
From the answered questionnaire to the development plan, with privacy where it matters.
-
Questionnaire invitations
Who receives it, what they answer and by when.
- Send by person, sector, department, team or work arrangement
- Deadline, reminders and resending to those pending
- Answers through the portal using the CPF (tax ID)
-
Behavioral profile
How each person works and what drives them.
- DISC: dominance, influence, steadiness and conscientiousness
- Culture fit: collaborative, creative, competitive and structured
- Company summary with the most common profile
-
AI-written assessment reports
Reports ready for the conversation with the person and the team.
- Individual, with a manager's guide and action plan
- Team, with strengths, gaps and recommendations
- Version history to download
-
NR-01 psychosocial survey
Psychosocial risks through COPSOQ III, Brazilian version.
- 31 questions across 9 dimensions, including harassment and violence
- Score from 0 to 100 and a low, moderate or high level
- Averages by dimension and by area
-
Mental health with privacy
Screening that protects whoever answered.
- Optional burnout (OLBI) and emotional wellbeing (DASS-21) scales
- LGPD (Brazilian data protection law) consent before answering
- Individual results never shown, groups of at least 5
-
Development plan
Each person's individual development plan.
- Goals with deadline and status
- Progress based on completed goals
- Goals that come from the review feedback conversation
From invitation to development plan
Each step shows who does it: a rule, AI or a person.
- 1
Invitation Person
HR picks the questionnaires, the part of the structure and the deadline.
- 2
Answers Person
Each person answers through the link, with consent on sensitive questionnaires.
- 3
Results Rule
DISC and culture profiles are calculated, and mental health becomes an aggregate by area.
- 4
Report AI
AI writes the individual or team report from the answers.
- 5
Development plan Person
Manager and employee turn what they read into goals with deadlines.
Ask Tali
Everything the People screens do, Tali does in the chat, with your permission.
- Send DISC and culture to the whole sales department, due in one week.
- Who hasn't answered the questionnaires yet?
- Generate the team report for the customer service team.
- What does psychosocial risk look like by dimension across the company?
Examples of what you can ask. Tali uses your permissions and confirms before saving.
Questions about People
Does the psychosocial survey meet NR-01?
Can a manager see someone's mental health result?
What does the individual report include?
Are the burnout questionnaires mandatory?
Turn answered profiles into real management
In 30 minutes you see your team's profile and the company's psychosocial risk by area.