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Advisory services in the area of Human Capital

Nowadays, maintaining valuable Employees and attracting the best Candidates from the market is one of the basic challenges in the HR area.

Employees and Candidates truly appreciate other work-related areas, beyond financial expectations. The most important, among others, are:

  • The ability to develop competences
  • The opportunities for promotion
  • Work-life balance

Growing expectations of employees make ensuring maximum use of competences in organizations all the more important. Neglecting this area generates both the risk of leaving the most valuable Employees and the risk of not achieving the intended business objectives by the Organization.

Thus, systemic solutions that support employee effectiveness become not only a good practice, but even a necessity. The mentioned solutions include above all:

  • Focusing Employees' activities on achieving business objectives
  • Proper identification of the competences necessary to achieve the objectives within the given business areas
  • Remuneration policy, which supports the realization of the Organization's goals and builds the Organization's attractiveness as an Employer

 

In order to meet these challenges, we support our Clients in the following areas:

Work performance diagnosis

  • Benchmarking of performance indicators
  • Return on investments in Human Capital- Profit per employee, revenue per employee
  • Employment volume in the respective areas of expertise
  • Overview of HR solutions being used
  • Creating recommendations concerning the areas of maximizing work efficiency

Why is it worth implementing?

  • Acquiring knowledge of work efficiency levels in the Organisation

Process optimization (including HR processes)

  • Analysis of processes - review of regulations, procedures, interviews with process owners
  • Creating recommendations for process optimization
  • Definition of process efficiency measures
  • Creation of documentation - procedures for process execution

      Why is it worth implementing?

      • Increase the effectiveness of the implementation of procedures, increase the level of enforcement of existing procedures
      • Releasing part of the employees' time
      • Calibration (consistency of implementation) of key processes

       

    Periodic Employee Evaluation Systems

    • They are closely linked to the operations carried out in-house.
    • Review of existing Periodic Evaluation solutions (frequency, templates)
    • Implementation / modification of the Periodic Employee Evaluation System

    Why is it worth implementing?

    • Improving the accuracy of HR decisions (promotions, successions, dismissals)
    • Improving the effectiveness of development-oriented actions / corrective programmes

    Systems of Management by Objectives

    • Implementation of a system solution for results/management by objectives (KPIs) - consistency of rules
    • KPI list proposal

      Why is it worth implementing?

    • Directing Employees' actions towards achieving the Organization's strategic objectives
    • Improving the efficiency of task delegation and the reliability of task reception
    • Improving the return on investment in Human Capital
    Competency Models
    • Design and implementation of a competency dictionary and job-specific competency profiles

      Why is it worth implementing?
    • Improving the accuracy of recruitment processes
    • Improving the diagnosis of competence potential for promotions/successions
    • Improving the diagnosis of development areas - increasing the relevance of development operations

    Optimisation of remuneration policy, including design of bonus systems

    • Comparison of salaries with market standards
    • Creation / unification of the salary grid by groups / job levels
    • Consistency of the bonus scheme (bonus ceilings)


      Why is it worth implementing?

    • Marketing of pay levels / bonus levels
    • Increasing transparency
    • Increasing the effectiveness of bonus systems - linking remuneration levels to the real added value generated
    • Development of managerial competencies

    Development of managerial competencies

    • Diagnosis of managerial competencies
    • 360' evaluation
    • Assessment/Development Centre
    • Development actions (workshops, individual consultations)
    • Delegation and measuring objectives/tasks success
    • Team planning
    • Conflict resolution

      Why is it worth implementing?

    • Effective management of subordinate teams by Managers
    • More effective use of Employees' skills
    • Faster development of Employees/Organisations
    • Reduction of employee rotation

    Employee Satisfaction Survey

    • Design of a satisfaction survey(s) for different job groups
    • Conducting a survey in the organisation
    • A report with recommendations

      Why is it worth implementing?

    • Maximising the effectiveness of operations aimed at increasing the level of employees' involvement

    Development workshops - interpersonal and intrapersonal competencies

    • Managing yourself in time
    • Cooperation
    • Assertiveness
    • Stress management

      Why is it worth implementing?

    • Maximising Employee Effectiveness
    • Maximising the effectiveness of cooperation - within and between teams

    Contact

    If you require additional information please contact us:

    Offices
    Bratislava
    Contract Administration
    City Business Center 5 Karadžicova 16
    821 08 Bratislava, Slovakia
    tel. +421 2 502 033 00
    fax. +421 254 645 032
    Offices
    Brno
    Contract Administration
    Masarykova 34/413
    602 00 Brno, Czech Republic
    tel. +420 542 425 824
    fax. +420 542 425 82
    Offices
    Warszawa
    Contract Administration
    Sp. z o.o.
    ul. Hrubieszowska 2
    01-209 Warszawa, Poland
    tel. +48 22 295 3200
    fax. +48 22 295 3301
    Offices
    Wrocław
    Contract Administration
    Sp. z o.o.
    ul. Strzegomska 142A
    54-429 Wrocław, Poland
    tel. +48 71 733 1300
    fax. +48 71 733 1301
    Offices
    Kraków
    Contract Administration
    Sp. z o.o.
    ul. Smoleńsk 18/1
    31-112 Kraków, Poland
    tel. +48 12 334 9100
    fax. +48 12 334 9101
    Offices
    Łódź
    Contract Administration
    Sp. z o.o.
    ul. Nawrot 114
    90-029 Łódź, Poland
    tel. +48 42 671 8560
    fax. +48 42 671 8561
    Offices
    Prague
    Contract Administration
    U Garáží 1611/1 Praha 7 Holešovice
    Prague, Czech Republic
    tel. +420 221 111 611
    fax. +420 221 111 612

    Contract Administration

    City Business Center 5 Karadžicova 16
    821 08 Bratislava
    ✆: +421 2 502 033 00

    Contract Administration

    Masarykova 34/413
    602 00 Brno
    ✆: +420 542 425 824

    Contract Administration
    Sp. z o.o.

    ul. Hrubieszowska 2
    01-209 Warszawa
    ✆: +48 22 295 3200

    Contract Administration
    Sp. z o.o.

    ul. Strzegomska 142A
    54-429 Wrocław
    ✆: +48 71 733 1300

    Contract Administration
    Sp. z o.o.

    ul. Smoleńsk 18/1
    31-112 Kraków
    ✆: +48 12 334 9100

    Contract Administration
    Sp. z o.o.

    ul. Nawrot 114
    90-029 Łódź
    ✆: +48 42 671 8560

    Contract Administration

    U Garáží 1611/1 Praha 7 Holešovice
    Prague
    ✆: +420 221 111 611

    Slovakia

    Bratislava

    Czech Republic

    Brno, Prague

    Poland

    Warszawa, Wrocław, Kraków, Łódź

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