We bring business to the HR
We support business, sensibly

We advise clients in a wide variety of situations and respond to their different needs. There are usually two sources of this type of project:

  • The HR department needs advice to establish an indicator of business or simply to optimize its processes
  • The company’s management or one of the operational departments needs support in increasing the efficiency of people’s work – and it’s not just about acquiring new skills

Areas we support

 

Business need

Planning of developmental processes

Evaluation of the effectiveness of development processes

Training policy (elaboration, changes)

Competency models (development, changes)

Competency audits (in business reality and AC / DC)

Support for HR BP functions (from preparation to implementation and evaluation)

Recruitment using the talent concept by Gallup Institute

Process optimization - increasing work efficiency

And more…

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Case study

Client: DIY market chain
Area: increasing the efficiency of consultants’ work in stores

Business need

  • Due to the growing competition, the need to stand out with excellent customer service
  • Organizational change by involving team leaders in stores in observing sales activities of Consultants and implementing on the job coaching.
  • The goal is to improve the sales effectiveness of Consultants

Project scope

  • Reminding the principles of customer service to consultants through e-learning, 4-hour training for leaders in the field of observation and feedback, monitoring of on the job coaching by internal trainers.
  • Extensive implementation and communication activities in stores, and the involvement of managers at all levels
  • Study of project effectiveness on four levels of Kirkpatrick

The results

  • Improving sales indicators (turnover, basket, conversion)
  • Improving the customer satisfaction index
  • Improving the qualitative results in the Mystery Shopper study
  • Strengthening cooperation between leaders and consultants, resulting in increased involvement of both groups”

Case study

Client: producer and distributor of beverages and food
Area: competence audit

Business need

  • Increased work efficiency of the KAM group thanks to a well-planned development process, which will be based on an audit of competencies

Project scope

  • The audit process consisted of the following activities: competency test, business conversation simulation, negotiation simulation, field observation, supervisor assessment, self-assessment.
  • A total of 58 KAMs participated in the audit

The results

  • A precise development plan for the KAM team and for individuals
  • Repeating the audit after 2 years showed the effects in the form of increases in sales competences by an average of 23%

Case study

Client: pharmaceutical company
Area: creating a competency model

Business need

  • The need for consultation on the competency model and building a tailor-made competency matrix for the company
  • Developing competences that will allow the achievement of the company’s goals in a manner consistent with the values ​​and the expected workstyle in a dynamically changing market and organizational growth
  • Preparation and implementation of competences resulting from the company’s mission,values and strategy

Project scope

  • A competency model prepared and implemented mainly with the company’s internal resources during consultations and substantive care of the FOR Focus on Results company.
  • Analysis of the current situation, including mission, vision, goals, competences and their application
  • A series of several practical online workshops in a group of managers of all departments
  • Individual sessions with consultant feedback
  • Joint creation of a comprehensive and tailored competency model

The results

  • Ready-made descriptions of competences for individual job groups
  • Implementation plan for the created competency model
  • Application of competences in many areas of HR and development: from recruitment, training plan, motivation, bonus system, talent management, etc.
  • Increasing awareness and application of competences among all employees
  • Work efficiency of individual people and departments

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