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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