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The dynamic circumstances of global business dictate the partnership between employees and the company. People at work are forced to quickly and flexibly adapt to new business challenges and standards of business. Many organizations often focus that their employees are the key to their success. The managing of intellectual capital is the lever for achieving progress and new ideas. The sum of the abilities of the whole company is a very important factor in implementing the vision, mission and strategy of a company. Flexibility, innovative activities and the desire for professional development should be stimulated when dealing with individuals. Most importantly, the condition of a high level of motivation of the employees for great achievements must be attained. The fastest way to achieve the latter is life-long study, empowerment, team work, open communication and by having trust in the abilities of employees. Various organizational accessions (empowerment, organizational development, systemization of work, payment structure system, team work, project work, modernizing processes...) should also be subject to this. The value of the psychological contract between the company and the employees should not be neglected. This is the foundation for a suitable relationship and true partnership between work and capital. Participative leadership, inspiring for new ideas and vigorous achieving of planned goals is on the run.

The advising is directed to the following fields:

  • analysing the needs for employee training,
  • advising for the preparation of programmes of development of employees (connected to the strategy of the company and the segments: top leaders, operative leaders, experts, performers, administration),
  • preparing for the implementation of projects in the field of human resource development (education of employees, functional training, competence development, life-long learning, team work, project work, communication...),
  • incorporating employees into planning and implementing of human resource development,
  • determining the degree of employee satisfaction with organizational activities,
  • determining the satisfaction of employees at work,
  • strengthening the creative and innovative activity in the company.



Computer supported Human Resource Information System PQM – HRD is designed for human resource professionals and top leaders dealing with people at work. It allows for an effective insight into personnel data about education, qualification, professional development and the progress of employees at work. It is an effective tool for the preparation of decisions in the field of human resources. It leads to a detailed insight into the competences and developmental abilities of the employees. With specific adaptations it represent a useful tool for human resource professionals in managing personnel data and promoting human resource development in the company. It can also be connected with a computer supported systemization and payment structure system and the empowering of employees in the company.

The advising is directed to the following fields (concerning the employees):

  • defining personnel data (data about residence, former jobs, education etc.),
  • defining data about promotions to a more challenging work position,
  • defining data about family members,
  • defining data for a personnel file of the employee,
  • defining data about membership in expert and other organizations,
  • defining data about possible disability and other limitations for work,
  • defining data about vacation, vacation pay, etc.
  • defining data about additional training of the employee,
  • defining data about the safety equipment needed for work,
  • defining data about the knowledge of foreign languages,
  • defining data about functional training,
  • defining data about several consecutive annual employee appraisals (the employee's opinion about his/her own role in the company, problems at work, greatest achievements, employee's opinion about key motivational levers, reasons for the lack of motivation, about work ambitions and other employee opinions),
  • defining data about annual employee appraisals for several years – planned key goals for the next year, achieved key goals in the previous year, opinion of the organizational leader and similar,
  • defining suitable and actual competences of an employee.

Human resource information system PQM – HRD
can be adapted to the needs of a specific company. The emphasis is on the planning and monitoring of expert and work development of an individual. The connection with computer supported systemization of work and job structure allows for an effective insight into the position of a single employee in the company (description of work position, defined responsibilities, defined empowerment, basic salary, promotions, other information about the employee).

Human resource information system PQM – HRD
can be connected with a computer supported system for assigning empowerment for all work positions in the company (PQM-RESPONSOR). The assigning responsibilities are separated – for a work position and for a single employee.