CREATING ORGANIZATIONAL CULTURE

A “healthy” organizational culture contributes to increased productivity, development, efficiency and significantly reduces labour force fluctuation.

Organizational culture (Organization’s Identity) – beliefs, values and principles that define the essence of the organization’s existence and the behaviour of its members inside and outside it.

Some of the areas covered in this section are:

– Creation of company’s Vision, Mission and Values
– Leadership Style
– Method of Communication
– Norms of Behaviour
– Symbols
– Behaviour in Society and Community
– Form of Organizational Structure
– Attitude towards Co-Workers
– Attitude towards Work
– Private Life and Work Balance
– Attitude towards Opportunities… (Human Capital)

WORKFORCE MANAGEMENT – human capital

Workforce management implies a process that will provide the organization with the availability of human capital for the needs of the business, today and in the future in the most effective way.

Some of the areas covered in this section are:
– Per person / job position, planning of daily duties and the connection with the rest of the organization
– Job position- / associate-related risk analysis
– Proper deployment of talented employees by divisions, departments…
– Identifying number of future needs of job positions and employees with the necessary abilities correspondingly
– Identifying job positions that may not exist in the future
– Creating plan for ability development of the associates in relation to the needs and current weaknesses
– Private life and work balance
– Introduction of Talent Management Programme

WAGES AND BENEFITS

Process of creating financial and non-financial benefits for the organization’s employees – Wage and Benefits Policy.

Some of the areas covered in this section are:

1. WAGES

– Current wage and benefits model
– Job positions and description
– organizational structure
– “Existential needs” – Basic working conditions

2. BONUSES AND COMPENSATIONS – Financial

– Bonus policy
– Overtime and weekend and holiday work
– One-time bonuses
– Long-term bonuses
– Other financial compensations

3. BENEFITS – Non-financial

– Employment process
– Development programmes
– Performance management
– Private life and work balance…

Identifying key job positions and staff with potential for development in order to develop employees and fill future managerial and leadership positions.

– Identifying key job positions in the organization and projection of needs for the future
– Creating a development path in the organization
– Identifying potential (Talent Pool)
– Creating an individual development path
– Creating an individual development programme
– Development programme implementation

RECRUITMENT PROCESS

– Preparation of a job description
– Advice regarding working conditions
– Assessment of required abilities (Technical, Personal and Managerial / Leadership skills)
– Preparation of advertisement
– Organization of advertising
– Selection process (Preliminary interviews) and proposal, recommendations
– Final interview
– Proposal for employment