Our vision is to help organizations and people identify their talents and potentials and express them at full within a business environment that is becoming increasingly more global and complex.
We unfold our vision by utilizing our guiding values: innovation , usefulness and straightforwardness to support organizations in the process of identification, management and development of their human capital on operational and strategic levels.
We pursue our vision utilizing an integrated system managing Human Capital knowledge: Personnel Interactive Management (PIM). The system allows organizations to fully integrate and develop our consulting and training activities within their short term and long term goals.
Our work puts us in touch with a vast array of countries and cultures and we believe in putting this global perspective to the service of our clients for the purpose of supporting them in the effort to stimulate and achieve REAL VALUE ADDING INNOVATION.
We do that by:
We do that in order to:
make sure that the organization fully utilizes the knowledge it currently has and it becomes accustomed to assess and satisfy the needs of knowledge it requires in order to develop strategically within today’s global market dynamics.
Through years of experience with a vast array of organizations in Europe and the US we developed the following program that we consider as an essential step for any organization wanting to tap into the full potential of its Human Capital:
Program to Identify, Manage and Develop Human Capital
This program is an integrated management system focusing on Identifying, Managing and Developing Human Capital; it leads an organization to consider people at work not simply as a resource to utilize, but rather as an asset to be properly understood and managed. When this is achieved, the humanistic side of management is developed (based on respect, consideration and development of individual and group potential), and meets the needs for productivity and operational efficiency.
The program features a set of tools representing operational and strategic approaches customized to the unique needs of the organization. It consists of Four Steps that can be implemented sequentially or independently depending on the unique level of organizational developmental and contextual dynamics; a necessary management tool to stimulate future growth.
To begin, before implementation of the program, we need to familiarize with the organization: it’s past, present and future objectives. This is a necessary step to fully customize the remaining program to the specific organization’s dynamics.
Step two consists of categorizing organizational roles (current and future) by leveraging the overall know-how and experience present within the company by integrating our know-how within the specific field.
The process is based on three classifications relevant to each role: Experience, Knowledge and Attitudes. Experience is relevant to the typical professional experiences necessary to best perform within a specific role. Knowledge is relevant to the academic and professional training needed. Attitudes are relevant to the interpersonal, communication, and leadership skills (they are also linked to the actual behaviors relevant to the identified organizational values developed in Step Three).
All of this information and data is collected through focused interviews with people in key roles within departmental and operational units; at this point, the operational know-how becomes codified and can be utilized and updated for current and future needs. Such information allows for preparing or updating job descriptions and determining career paths. Information and data collected during this step can be loaded into our interactive Human Capital Management Software PIM 3.0 (click here for a .pdf brochure of the software). This way such data and information come to form a knowledge-base upon which an operational and strategic Human Capital Management system is developed; it forms the basis for true Knowledge Management, a requirement for future organizational growth. Each organizational role is classified within the system as Ideal Profiles relevant to Experience, Knowledge and Attitudes allowing for a comparison with actual individual professional profiles. Gaps between the ideal and the actual profiles are automatically identified to serve as a foundation for the development of training needs and play an integral role in the creation of coherent professional career paths.
Research has demonstrated time and time again that in order to have an organization that maximizes productivity and efficiency while being able to adapt readily within the ever changing market dynamics, the presence of a focused organizational leadership culture is fundamental. This culture needs to be based upon a shared vision and shared meaningful values. This third step is developed in two parts.
The first part involves an organizational assessment developed by us through focused interviews with all of the key players within the organization (top management and people heading up departments or business units). The assessment is developed through face-to-face interviews that allow us to form a clear picture of problems and opportunities the organization is currently facing and will be facing in the future.
The second part involves a series of training / work sessions designed to define and shape in detail the organizational leadership model comprised of vision, values and relevant behaviors necessary for current and future organizational success. The training design facilitates lasting teamwork dynamics between key stake holders and it is also useful for shaping a Total Rewards system consisting of both tangible and intangible incentives.
To ensure a constant and consistent diffusion of the organizational leadership model within the organization, this step features a training program specifically designed to develop a Performance Appraisal system. The program is based upon the evaluation of actual behaviors recognized by key stake holders as supporting the identified vision and values along with the achievement of set numeric performance goals. The Performance Appraisal takes place annually and can be managed in detail by utilizing our integrated software system PIM 3.0.
Upon the completion of the four steps, the organization has a clear picture (and relevant tools available) concerning all of the knowledge required to make Human Capital the key operational and strategic asset for long-term success.