Strategic Human Resource Management

The Strategic Management of Human Resources in an organized and planned way is essential, as all collaborators and leaders of an organization are responsible for good human resource management practises. The challenges faced in this area are enormous as organizations are living and dynamic entities that exist in function of those that work in them. With this in mind, it is extremely important for all organizations to have total control and knowledge of its structure and collaborators.

Recruitment and Selection

We believe that there exists a candidate that fits perfectly for every position in your company. Based on this, we carry out a tailor-made recruitment and selection process for your organization, applying diverse situational and psychological tests, as well as tests of knowledge in Portuguese, mathematics and foreign languages. Owing to all this, we commit ourselves to presenting the best professionals available on the market for your organization.

Situational Diagnostic    

Knowledge is everything for human resource management, after all, organizations need to understand their human resources in order to organize themselves and be able to grow. Within the field of human resources, an organization’s knowledge of its human resources is fundamental to obtaining sustainable growth. Consequently, in order to begin a project in this area it is necessary to have an instantaneous photograph of an organization at this point in time, utilizing for this objective, an evaluation of the organization in question and its human resource activities, as well as research into the organizational climate, having management meetings and making observations in loco.

Development of Human Resource Management Policies, and Codes of Ethics and Conduct

In collaboration with an organization’s mangers, we can define a complete policy for strategic human management. Independent, or not, of the existence of a complete policy for Human Resource Management, we can develop customized codes of ethics and conduct for any organization. These codes can include what an organization’s culture considers as ethical or not, acceptable behaviour, ways of communicating and conducting oneself, uniforms to be used, and any other subject that an organization considers as necessary to be formalized.

Development of Organogram and Function Chart

As a result of an internal analysis of a company and the definition of growth plans, it is usually necessary to draw up a new organogram for the company in question, outlining existing positions and those that possibly need to be created to secure growth. An organogram is the graphical representation of the sectors of an organization, showing the functions that exist in them, together with their explicit and implicit hierarchical connections. A function chart is made up of a number of documents (forming the functional structure of a company) each one focusing on one function/position, and expressing what that function’s mission, attributions and responsibilities will be, as well as the profile of the person that should occupy them.

In-house Training, Corporate Universities and Speeches

We have a team of consultants with a large amount of academic experience and technical capacity to carry out courses and training in diverse areas within your organization. These courses are tailored-made to suit each client.

Development Programs for…:

- teams: with the objective being to emphasize the importance of teams, as well as to identify the different group phenomenon and their influence on the efficacy of a team’s results. The aim, through reflection, is to create conditions for people to be able to analyse their postures and actions as members of a team, and their degree of commitment. Other aims are to emphasize that the interaction between people, the degree of confidence and openness between team members, the identification of possible conflicts, and the search for the real causes of these conflicts, reinforce the positive emotional bonds, thus generating cooperation, openness and confidence – all basic concepts for the formation of a team. 

- leaders: with the objective being to contribute towards the development of organizational leaders, by way of the honing of abilities and the changing of personal attitudes towards daily situations presented by the management of work teams. Thereby allowing for the alignment of leaders’ personal objectives and values with those of their organization, and developing amongst the participants: the ability to lead whilst focusing on the obtaining of results; the utilization of specific methodologies for problem solution; creativity and innovation; conflict management; and negotiation skills.

- leaders as coaches: with the objective being to help managers develop their leadership skills so that they can orientate their teams through the process of coaching. After all, a leader should be capable of acting as a renovator, preparer, orientator, and motivator, designing the best map of competencies for his/her team, in such a way as to put it into action, stimulating the qualities that the team already has and fine-tuning their abilities.  

Analysis of Organizational Climate

We use organizational climate research together with an organization’s collaborators to verify their vision in relation to the organization that they work for and to see if that organization’s mission and values are being achieved. Organizational climate research is undertaken to compare an organization’s expectations to those of its collaborators, in such a way as to be able to correct distortions of vision and direction.

Performance Evaluation

This tool is used to evaluate the performance of a collaborator at a specific point in time. We will develop a system of evaluation according to the characteristics of your company, taking into consideration your line of business, the maturity of your team, and the complexity of each position to be evaluated. The performance evaluation project applied can simply be for the accompanying of the evaluation, or for its complete development, as well as for its measurement and analysis.