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