HR, training and HR management

HR operating principles

Forming the basic principles of work, we are primarily focused on the needs of the company and employees.
— a flexible approach to each customer (achievement of the mutually acceptable cooperation conditions is our main aspect during negotiations)
— a complete confidentiality (when requested by the customer)
— quick feedback
— quality control at all stages of service delivery
— focus on long-term cooperation. We are working to «bitter end», to achieve the desired result, since the reputation of the company and its employees is important for us.
Following simple rules and principles, we do our work efficiently and quickly.
Join our team, and we will succeed together.

 

Personnel Management

The HR development management strategy is based on the following principles
-Development of a recruitment system in the enterprise.
-Development of aptitude and psychological tests.
-Development of documentation on approval of applicants and hierarchy of interviews.
-Development of the HR service.
-Preparation of case interviews and projective interviews.
-Mass recruitment.
-When there is an HR service, assistance in evaluation of the existing staff, and formation of the personnel reserve.
-Analysis of the existing corporate culture;
-Formation of a new or adjustment of the existing culture in accordance with the company development strategy;
-Description of the processes and standards of corporate culture;
-Writing a corporate books and enterprise code of ethics;
-Description of the operation standards for units and certain officials.
-Analysis of the existing documentation, correction of errors.
-Recommendations on keeping the primary documentation (employment, transfer, leaves, dismissal, keeping the employment record cards in accordance with applicable laws).
-Development of job descriptions and collective bargain.
-Development of the enterprise internal regulations.
Incentive system
-Improved labor productivity of employees
-Interest in work and achievement of the set goals
-Development of the employer’s brand
-Increased employee’s loyalty
Business automation
-Clear allocation of responsibilities;
-Increased individual performance of employees;
-Overcoming the communication barriers between units and individual employees;
-Reduced cost of operations;
-Increased speed and quality of customer servicing;
-Improved quality control without increase of the burden on managers;
-Quick adaptation of new employees;
-A better staff training;
-Increased employee motivation;
-Setting the clear and comprehensible decision-making procedures.