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Based on our experience, successful companies could maximize their success only through a valid business strategy and in paralel a visionary HR strategy. The HR strategy contains Employer Branding, organizational and cultural goals and action plans, which all help focusing the resources in one direction, therefore minimizing the chance of wasting efficiency on ad-hoc actions.

Through our counseling we help our partners to reach a strategic level of thinking about their own organization, thus treating us as strategic partners as well.

As a business service provider we are aware that our profitability and success is 100% based on our clients’ organizational efficiency and business success, therefore we treat our clients’ enterprises as our own. This approach helps us in finding the most effective and most appropriate solutions within the agreed terms. Our aim is to help our partners managing their organization in a more effective and efficient way.

In case you would need more information, or you would have any questions regarding our services, please do not hesitate to This email address is being protected from spambots. You need JavaScript enabled to view it.

HR Business Partnering is practically the outsource of predefined HR activities. This is advantageous for those enterprises that do not have internal HR department or any HR related positions yet, though the size of the organization or the complexity of the business would require it. HR Business Partnering can be useful even those companies that already have internal HR, though decided to include external counseling in several inquiries.

The basis of the cooperation is usually Labor Code related, in which after a preliminary screening we provide the documents regarding Employment (e.g. employment contracts, contract modifications, job descriptions etc.) so the enterprise would be aligned to current regulations. In paralel we could do counseling in critical or recurring labor-related issues (low performers, overtime, etc.).

Extending our cooperation we can provide assistance in the recruitment process via designing the process flow, preparing job profiles, making the pre-screening and conducting competence or attitude based interviews, so the decision maker uses minimum own-time investment with the most well-round information at hand to make the final call.

On top of the above, HR Business Partnering can include the screening and redesign of the current remuneration, bonus or allowance policy as well.

We can lend a hand in the treatment of a problematic Employee, or in the definition of what kind of competences and skills need to be developed within the sales team to boost commercial success.

We can be flexible defining what is in the content of HR Business Partnering, therefore we can align ourselves to the needs and complexity of the client’s business.

In case you would need more information, or you would have any questions regarding our HR Business Partner Service, please do not hesitate to This email address is being protected from spambots. You need JavaScript enabled to view it.

Most of the successful enterprises come to a point where the size of the organization makes it hard to manage without some Human Resource policies or procedures.

This is the time when the performance management process comes to be proceduralized, the remuneration is standardized, a new competency system is created or a policy is born to manage the company’s communicational tools. We have a wide experience creating and managing these kind of HR processes, and we can assist our clients developing them effectively.

The HR procedures and policies support your enterprise to treat all Employees on the same level without exceptions, and to manage the organization with the minimal efforts.

The standardized processes ensure that your company is aligned with the rules and regulations giving and organization-wide knowledge about the treatment of Employees, minimizing the legal risks.

In case you would need more information, or you would have any questions regarding HR Procedure and Policy Development, please do not hesitate to This email address is being protected from spambots. You need JavaScript enabled to view it.

One of the keys to make a successful business on the long term is to continuously develop the Employees’ skills, and to rise and keep their motivation and loyalty to a high level.

To achieve that, enterprises have to have good leaders on every level of the hierarchy, as Employees spend most of their professional time interacting with their direct leaders, and surveys have shown that the quality of the people management skills and the behavior of their direct leader have a huge impact on whether an Employee is satisfied with the job or not.

According to studies, a few of the big mass of leaders realize that they could be more effective in leading than they are.

Fortunately success in leadership can be improved, and the know-how to be an effective leader can be trained!

We always tailor made our People Management Skill Development trainings according to the given organizational need in line with three critical factors: Leadership Awareness, Leadership Proactivity and Smart Usage of Leadership Tools.

In our leadership-related trainings we follow the approach of the situational leadership model created by Hersey and Blanchard. Our main goal is to give the appropriate knowledge and experience to the attendees to be able to perceive the differences between leadership situations, and after evaluation align their own approach and behavior accordingly.

On top of these we have the priority to arm the attendees of our trainings with practical tools and methods that can affect their own leadership success on the short run

In case you would need more information, or you would have any questions regarding our People Management and Leadership Skill Development trainings, please do not hesitate to contact us!

The organizational structure (hierarchy, segregation of duties, etc.) and company culture (communication style, information flow, etc.) both can support or hinder the business success of an enterprise.

The ideal organizational development (OD) process align the structure and culture to the business strategy of the company, ensuring its efficiency and effectiveness.

As we see it, all OD process must aim for two basic goals irrespectively of the size or complexity of the intervention itself:

1. to reach a more efficient and effective process flow within the organization which increases the speed of response and adaptability

2. to increase the motivation and loyalty of Employees, which is a critical factor in business success

Our OD approach follows the ideal way, whether it is about reorganization, lay-off, the change of the internal communication flow, the deployment of a new business division or the overall change of company culture.

The first step in the OD flow is to define the future organizational quality that is the most appropriate for the business strategy. We do it in close cooperation with the client. After mapping the current state, the client gets a snapshot regarding the actual conflicts, issues and organizational markers. After analyzing all the data, we prepare the action plan that would be implemented together with the client. The OD flow does not stop here, as after the implementation we go back to the organization and make an after screening to find out whether the process reached its goals and to make some fine tunings.

In case you would need more information, or you would have any questions regarding our Organizational Development methodology, please do not hesitate to This email address is being protected from spambots. You need JavaScript enabled to view it.