The personal & professional development of the people in an organization is key to its long-term viability in the business environment. The organization that cares for and invests in its people, significantly improves productivity indices and creates a serious competitive advantage. Offering its executives development tools, it creates the conditions to make the most of their potential.
When people in your organization need developing interpersonal or leadership skills, I draw with you the appropriate training solution. The solution adapts to the needs of your own team and it is implemented in an experiential way, following modern educational models. This way, it achieves participants' ownership of the new skills and will to apply them directly in the workplace, changing attitudes and behaviors with measurable results. The learning activities take into account the different learning types and they are adapted to the needs of each group.
Training modules can be collaboration & teamwork, communication, stress management and resilience development, management skills, conflict management and many more.
The training needs of an organization or a department are analyzed with a specific methodology to ensure that the training to be provided best meets the requirements of their job, taking into account the particularities they face, e.g. difficult customer service, frequent changes, potential stress, collaboration within the team or the projects they undertake.
Training solutions follow the training needs analysis. In the case of technical or specialized issues, the appropriate training entity is sought and the training design is carried out in collaboration with it. The expert trainer, after the company has approved the program, undertakes the training with my care to secure the learning results.
In each organization, policies and processes determine the way of operation in and between the work areas. They are the compass for the employees’ onboarding, enhancing their work, especially, when the operational plan is unclear to them. They are also useful in cases of rapid, sequential and cross-sectoral decisions or even in crises.
Many times the procedures are determined by the legal or regulatory obligations of the company. They usually determine how the departments work together, the level of decision-making, and the steps to follow to complete the necessary actions. The processes are accompanied with the corporate policies that determine them.
In collaboration with the client, we write (or rewrite) the processes in an understandable way for employees, in harmony with the company’s culture and decision making. In a simple and meaningful way, through the processes, we connect the departments that need to work together, get their views, and with the management’s assent, we include them in the processes to increase their effectiveness and facilitate business results.
Examples of HR policies and procedures are the Code of Conduct, Recruitment Policy and Procedure, Performance Management, People Development, Retaining High Performers, Protection from Unfair Behavior, Corporate Responsibility Policy , etc.