LEADERSHIP TRAINING (in-house workshops):

• the role of leaders and the management of change,

• restructuring of business – strenghts and weaknesses,

• organizing the work of employees,

• controlling cost,

• creative improving of the quality of business,

• effective communication with the employees,

• working with »problematic« individuals,

• gradual achieving of business excellence – the role of leaders,

• proactive leading,

• acquisition of knowledge and innovative work in the company.

TRAINING FOR CHANGE MANAGEMENT (in-house workshops):

• managing change in general,

• finding out if we follow change, control it or even dictate it?,

• defining management styles,

• defining periods in the life cycle of the company,

• controlling normal problems,

• preventing abnormal problems,

• creating practical efforts of all employees at controlling change.

TRAINING FOR TEAM AND PROJECT WORK (in-house workshops):

• generally on team work,

• types of permanent expert teams,

• tasks and competences of permanent expert teams,

• tasks of leaders and members of permanent expert teams,

• project team work,

• tasks and competences of project leaders and members of project teams,

• team work – opportunity or obligation?

TRAINING OF LEADERS AND EXPERTS FROM THE AREA OF HRM (in-house workshops):

PROCESSES

• rearranging business processes

• creation of process teams

• remodelling of business and work processes

• coordination of business processes

• radial scheme of connections

• harmonizing the role of process and functional leaders

• optimising work in basic and supporting processes

QUALITY

• a program for improving the quality of business

• achieving vitality of the company

• strengthening the quality of peoples` work

• transfer of good practices

MANAGEMENT

• improvement of the quality of leadership

• strengthening the desired culture of the company

• acceleration of growth of small and middle companies

COMPANY ORGANIZATION

• diagnosing company organization

• rearranging organizational structures

• introducing project work

• creation of a system of authorization and responsibility

• introducing team work

• determining and improving the satisfaction of employees at work

HUMAN RESOURCE DEVELOPMENT

• the development of human resource potential

• human resource information system: PQM-HRD

SYSTEMIZATION OF WORK AND AUTHORIZING OF EMPLOYEES

• systemization of work

• authorizing of employees

PAYMENT SYSTEM STRUCTURE

• planning the payment system structure

• evaluation of work

• rewarding effectiveness

• prepairing the tariff part of company collective arrangement

• analyses and benchmarking of salaries

DEFINING KEY OBJECTIVES

• defining key objectives of the company

• connecting key objectives to employees

ANNUAL EMPLOYEE APPRAISALS

• annual (or semi annual) employee appraisals