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Personnel consulting
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Personnel consulting.

The most widespread kind of consulting now is personnel consulting. It helps to solve many issues about distribution of powers and responsibility, selection of employees on supervising posts, construction of prospects on professional career of development of professional career of each employee and all personnel as a whole.

PERSONNEL CONSULTING PROVIDES:

  • definition and planning of requirements of the competence of employees;
  • optimization of distribution of human resources in the organization;
  • selection of employees of necessary qualification;
  • additional opportunities of motivation of the personnel.
One of the core, and at some stages for the general efficiency of a business, is the availability of human resources in the organization.
Strategic management of resources is the same priority in activity of the top management, as management of other basic actives of the organization.

In this case we mean regulation of attitudes in working groups and the use of occurring changes to increase the efficiency of activity of the organization.

Assessment. Estimating the personnel.

This is a complex method of estimating the personnel, which allows defining the degree of conformity of business and personal qualities of managers' corporate competence, to allocate priority in the areas of development of employees and to stimulate their development.

Procedure and criteria of an estimation of personnel potential are defined during teamwork between advisers and the company management. On the basis of concrete tasks in view we chose corresponding methods of gathering and the analysis of information, group estimated sessions (individually-psychological inspections, situational behavioral tests; group and individual business games and so forth) which will fully allow receiving necessary information.

TEAMWORK WITH ADVISERS WILL ALLOW:
  • objectively estimate a current situation in the organization;
  • to define problem areas in which improvements are possible, and to plan specific ways of their achievement;
  • to define reasons of decrease of efficiency of activity of separate employees and the collective as a whole;
  • to correct an existing control system, to optimize the style of management;
  • revealing characteristic personal qualities of the employees, including the forecast of behavior in stable, stressful and extreme situations;
  • to lower influences of stressful situations on the management and employees;
  • to reveal the reasons of turnover of staff and the requirement to the selected staff.
Results of estimation can form a basis for optimization of placement of personnel, planning of actions on correction of a socially-psychological climate, structure of management and motivation of employees, optimization of interaction inside and between divisions of the company.

At a strategic level results of an estimation of employees will help to define a circle of problems which they can solve, and also organize operating conditions so that each employee applies maximum effort, working for the grater good of the company.

HAVING INFORMATION ON YOUR EMPLOYEES, YOU FORM A FAVORABLE CORPORATE ENVIRONMENT IN YOUR COMPANY
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