We provide reliable information on employees and job candidates in a timely manner. Assessment/Development Centre allows assessing individuals in situations and environments similar to their “real job”. It presents a multidimensional picture of strengths and weaknesses of each assessed individual. It is an ideal method of talent recognition and it offers support in planning training and career path building. Results of the assessment show the participants their true potential and motivate them to work on their development.
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Review of an organisation’s human capital and its potential is an attempt to answer the key question:
Is the team capable of handling the tasks and challenges the organisation must face?
By applying adequate methods we help to unlock the potential of the organisation which translates into business advantages.
The review helps in minimising risks resulting from the structure and the quality of the team. The risks can relate to changes in the organisation, current operations and the speed of reaction to changes in the business environment.
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How to retain the most talented employees? How to discover and benefit from the talent existing in your organisation?
We assist our Clients in building strategies for identifying, developing and retaining the most talented employees, which effectively allows them to build up their competitive advantage.
Methodologies used:
- Development Centre
- Competence Model
- 360 Degrees Assessment
- Team Building
- Coaching
- Career Paths
How to assure continued development of employees? How to best utilise potential existing in the organisation?
We assist our Clients in building systematic programs of career planning. It allows employees to increase the satisfaction derived from the tasks they perform and as a result it increases the quality and value of their work. It also raises the employees’ awareness of their roles in the organisation in the longer perspective, which in turn enables a more effective retention of valuable employees.
Talent management is related to:
- Determining possible career paths,
- Planning of development and promotions,
- Encouraging employees to take responsibility for their development,
- Building self confidence,
- Creating opportunities for developing skills,
- Goal setting,
- Appraisals.
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Do the employees know what the organisation expects of them?
The Competence Model is the example to be followed by all, and Competence is the quality of the best. Competence management and development of employees improve the quality of their performance.
The Competence Model is the platform most often used for building Integrated Management Systems. Thanks to competence management employees receive a clear picture as to the requirements of a given job and the awareness of possible career development.
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Achieving exceptional results requires the intensity, concentration, discipline and support offered by coaching.
Individual, concentrated coaching helps individuals to reach their professional goals.
It is an efficient method of building company success through developing current and future leaders.
Management system supported by coaching helps employees to recognize and use their strengths, to define obstacles on the way to success and to aim at maximizing their potential.
- Induction Coaching
The success of a newly appointed leader most often depends on the first few weeks in the new role or in a new organisation. We reduce the risk of new hires by offering them methodological support in the key first three months in their new job.
The service is also addressed to leaders promoted within the organisation.
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- Executive Coaching
Helps leaders to make use of their full potential. Top executives need neutral and objective discussion related to challenges and opportunities of the business. Executive coaching helps to realize objectives and to exceed expectations. Coaching is a successful tool to:
Development of leadership skills
Improvement of the relations with peers and bosses
Reaching increased sales results
Adjustment to new role or job
Increase of personal efficiency in certain areas (assertiveness, stress management, work organization)
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- Team Coaching
Effective method of supporting team development. It uses team building tools while offering an individualized approach to press every team member to stretch far beyond their self-imposed limits. Examples of goals:
Objectives reached in a more effective and timely manner
Improving motivation, creating team spirit
Clarification of mission, vision and objectives
Exchange of mutual expectations and feedback, clarification of teamwork standards
Support in managing change
Development of cooperation with other teams
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- Coaching in the Organization
- Coaching in the Organization
We support organizations as they implement coaching as an effective method to manage staff and staff potential. Coaching helps to prepare management teams to take over the role of internal coaches of the organization.
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How to get commitment and keep staff motivated?
Effective non-financial motivating system helps to attract and retain the best employees by stressing factors which are most influential in the choice of career.
According to research on factors motivating job change, financial aspects are never on the top of the list neither as motivators nor reasons why people leave companies.
Implementation of a non-financial motivating system helps to obtain commitment and loyalty of staff.
We provide support to diagnose needs of staff in the organization. We assist our Clients in building motivating systems adjusted to their specific needs and situation.
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Modern and effective way of management in periods requiring special resources and efforts.
Evolution will provide to Clients an HR specialist, manager, experienced director to manage a department or project, to solve problems or to manage change in the organization. In case of long term absence of a crucial team member, or processes such as mergers, acquisitions, restructuring, or new business challenges, the HR department has to manage a higher volume of work and face many more demanding challenges than during day-to-day work.
We provide specialists with skills, knowledge, experience and talents adequate to complete defined objectives within an agreed deadline.
With no regular work contract and its related consequences, the company can get not only the required resources but also, at no extra cost, professional support of experienced managers constituting our consulting team.
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Do you know what is the real level of commitment and motivation of your Employees?
Opinion surveys allow for an early diagnosis of potential threats such as growing conflicts, lowering level of identification with the company or occupational burn-out.
It provides information that is otherwise difficult or impossible to gain, and therefore verifies previous assumptions towards the actual situation of the enterprise.
Actions that are taken as result of such surveys lead to expected positive change in attitudes and behaviours of Employees and in turn increase efficiency.
Most commonly used methods are anonymous surveys and focus group interviews.
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