Development of the remuneration system
| |
An analysis of the company’s current remuneration system, followed by an independent and objective evaluation of job positions, aimed at developing a standardized, consistent and fair method of employee remuneration. |
IFA/JOSS job position evaluation method
| |
An analysis of job positions, followed by software data processing. In this way, an overall evaluation of each job position is achieved. This method enables each job category to be positioned in a matrix depending on the points assigned to it. When establishing the final matrix of job positions, it is necessary to understand and consider the different requirements for each job position. |
Employee satisfaction surveys
| |
An analysis and review of the level of satisfaction of employees with individual HR areas (such as HR policy and its processes, working environment, social environment and internal communications, professional growth, remuneration policy, incentive programmes, and employee benefits), including recommendations for adjusting and improving existing systems or implementing new ones. |
Employee performance management
| |
Plays an important role in strategic HR management, and ensures that individual employees complete their tasks by linking these tasks with the employees’ future professional growth and the remuneration system, thus helping them to achieve the firm’s targets and goals. |
PayWell – the remuneration survey
| |
The project is focused on identifying developments in the remuneration market in Slovakia. It offers a comprehensive analysis of wages in the surveyed job positions, as well as an in-depth analysis of trends in remuneration policy, including employee benefits, non-financial rewards and tax consequences. |
HR Benchmarking – benchmarking HR management indicators
| |
Benchmarking performance indicators with other comparable organisations is a valuable tool for continuous improvement of your work processes and activities in the HR area. |
Management audit
| |
An unbiased and independent review and evaluation of existing personnel and management resources, including a review of professional and managerial skills of employees, aimed at identifying future prospects and setting strategy for the optimal growth and development of the organisation. |
360° employee evaluation
| |
A tool for obtaining feedback on the performance and behaviour of employees from several sources – colleagues, supervisors, junior staff, and external staff, aimed at identifying possibilities for personal and professional growth. |
HR audit and evaluation of HR management effectiveness
| |
A set of controlling and evaluating processes used for an independent and objective review and evaluation of HR management activities and processes in light of the strategy, activities and targets of the organisation, which proposes optimal solutions. |
Development of HR management strategy
| |
Harmonization of human resources with the strategy of the organisation to achieve planned targets and results. |
Career planning
| |
Evaluation of the potential of individual employees (including management), analysis of strengths and weaknesses, and preparation of personal development plans. This area also focuses on identifying training and development programmes for key employees and preparing their individual career plan. |
Focus groups
| |
An in-depth analysis of employee and other HR issues, in the form of group discussions. This qualitative method focuses on obtaining information quickly on the current status, function or perception of certain processes or phenomena on the part of employees. |
Outplacement
| |
This is a special programme aimed at providing assistance and effective support to employees who have to leave the employer due to a reduction in staff numbers or restructuring. It offers an individual approach to employees in all job positions by evaluating their professional opportunities, and training them to develop the skills necessary to gain an appropriate new position. |
Other services
-
Optimising internal communication
| |
An analysis of internal communications in a company, both on the vertical and horizontal levels, as well as recommendation for optimal solutions to remove barriers and ensure the smooth flow of information. |
- HR handbook – internal rules and regulations
| |
Information about the firm’s HR policy, corporate culture and recognized corporate values will help the organization meet its HR strategies and motivate employees. |
- Assessment centre – Individual and group psychological evaluation
| |
Evaluation of abilities, skills and characteristics using standardized psycho-diagnostic tests and questionnaires, together with a structured interview led by a qualified psychologist. The group assessment centre is a special evaluation method using performance-related tasks in a group and diagnostic methods. |
- Measuring the perception of the firm’s mission and values
| |
An analysis and assessment of employees’ perception of the firm’s mission and how they identify themselves with the firm’s values. Using a questionnaire, we receive employees’ opinions on statements that refer to individual values of the firm. |
 |
|
|
