Optimization of HR system

  • Effectiveness management system
  • Profiling positions
  • Attestation
  • Motivation
  • Grading
  • Training and development
  • Corporate competence
  • Developing human potential and reserve

HR policy is streamlined with company goals.

This stage includes optimization of HR management procedures: performance evaluation, stimulation and motivation of staff, selection and recruitment, attestation of qualifications and formulation of individual development plans, training and education, formulation and maintenance of corporate culture.  Skills improvement training for HR management personnel is organized.

 

Building an effective HR system
 

  • Audit of existing HR system
  • Development of HR strategy
  • Development of indicators that reflect company’s business strategy
  • Development of HR modules on goals, motivations, recruitment, placement and training of personnel
  • Formalization of business processes to ensure operation of these modules and their automation 
  • Construction of HR KPI monitoring system (key performance indicators corresponding to business goals of the company in the area of HR, aligning business processes with these indicators).

Enhancement of corporate culture

Maximum productivity can be reached only when people realize not only how much they are paid for their labor but also in the name of what they work.  Alignment of individual’s goals with the goals of the company is crucial for staff loyalty.  Formation of corporate culture is ‘soft’ but effective method of effecting change.


Corporate culture is a system of norms and values of the company that reflect its perception of oneself and of others.  Changes in corporate culture help to achieve the following goals:

  • Introduce culture that reflects strategic business objectives;
  • Increase staff loyalty;
  • Reduce resistance to change;
  • Contribute to integration process;
  • Receive a snapshot of corporate culture;
  • Develop action plan and recommendations for management of existing corporate culture;
  • Participation of the whole team in implementation of action plans.

Development and implementation of staff training program
 

After actual training needs of the staff are defined along with the level of professional and personal development, training recommendations are formulated and appropriate training system is developed (including control over formation of skills and acquisition of knowledge).

 

Optimization of labor remuneration system
 

An effective system of stimulation is developed that balances interests of management and personnel.

Optimization of remuneration system takes into account specific situation in the company, various categories of staff. It also streamlines various methods of labor compensation – fixed and variable, individual and group, material and nonmaterial. Criteria and procedures of performance evaluation are developed.

 

Building system of motivation by Key Performance Indicators (KPI)

Development and introduction of motivation by key performance indicators includes:

  • Building of personal responsibility and control system (building a system of key performance indicators based on goals tree, defining criteria and procedures of assessing progress, identification and classification of key positions for future development of grading system)
  • Formation of material motivation (creating KPI-based bonus system, streamlining salaries and social packages with grades)
  • Formation of nonmaterial motivation (professional training and development, career growth trees, corporate culture)

Results of introducing KPI-based personnel motivation system:

  • Staff is oriented towards achievement of company goals and knows which targets define their work
  • Increased effectiveness of individual staff due to material stimuli
  • Effective management of human resources - an employee receives opportunity to plan career within a company
  • Corporate culture, norms, and team work improve
  • Job satisfaction improves, outflow of staff reduces