PERSONNEL MANAGEMENT OUTSOURCING - STRATEGIC DECISION MAKING
Is it possible to outsource such an internal matter of a company as its personnel management on a strategic level?
Yes. Detailed knowledge of our client is a key issue for us. We are interested in knowing what your corporate vision is, where your company is headed and how you imagine its further development. In view of our long term experience, based on this information we are able to offer you options that would best fit your concept, yet functional and efficient models would be used.
I have a functional personnel department/clerk. How would I benefit from cooperation with the Audit organizace company?
Cooperation with us will bring you an expert approach, experience from various fields and implementation of unique solutions tailor made to the needs of your company.
ACTIVITY - OPTIMIZATION - OBJECTIVENESS
We offer the opportunity to ensure expert solution of personnel processes within a company, including strategic personnel planning and decision making. We will suggest an interconnection between evaluation and remuneration of employees, the new system will be cost effective with a positive impact on employee productivity. We will work out an employee development plan based on the latest trends and methods.
We offer:
Assistance with the corporate vision setting, its decomposition into strategy and goals
Definition of the personnel strategy, concretization of the goals of individual departments, set up of targets for individual employees, monitoring and evaluation
Centralization of personnel procedures throughout the company (implementation, optimization and service):
- method of remuneration, set up of rules, communication strategy towards employees
- method of evaluation, frequency, form, providing feedback, work motivation
- employee training and development
- creation of an education system so that it is defined and monitored, registration of trainings required by law or necessary due to specifications of certain job positions, evaluation of the education effectiveness
- management styles, delegation and monitoring of activities
Activities related to new employees, adaptation process:
- cooperation with the head of department
- job description
- supervision of the selection brief, candidate profile requirements
- set up of the adaptation process - employee orientation
- communication with the new employee and his/her colleagues during the adaptation process
- monitoring of expectation fulfillment of both the head of department and the new employee
- assistance with challenge solution (different expectations, de-motivation, inadequate results, social fluctuation)
Activities related to current employees:
- cooperation with the head of department
- analysis of current situation, communication with current employees
- comparison of job position requirements with the person performing the job, identification of discrepancies
- workplace relations
- monitoring of employee requirements and expectations (working environment, development etc.)
Personnel marketing, change management:
- analysis of what the company offers during the recruitment process, comparison with reality, risks
- internal communication of changes etc.
- participation in management meetings where the corporation personnel strategy framework is evaluated
Communication with employees related to the solving of personnel issues:
- communication with heads of departments, dealing with their HR related issues
- communication with employees, dealing with their HR related issues
- work position redundancy, employee dismissals
FUTURE EMPLOYEE - CURRENT EMPLOYEE - STRATEGY - COMMUNICATION