HR Consulting

Strategy management

Areas we can cover

Talent Management

In this changing employee market, even a plethora of benefits presented on the website won’t attract the best employees. More often the best choose an organization that focuses on company culture, wellbeing, and opportunities to develop. Building an action plan to take care of those areas needs a very strategic approach. It requires defining what company values are, which people are role models, and what possibilities for development develop organization wants to create.

Interim Management

There are companies that need complex HR support with full awareness of areas of improvements – but don’t have resources or one specific person responsible for implementing changes. In cases like this, Interim HR Manager comes to help. Interim Manager works closely with management and the team, creating and implementing an action plan of crucial changes. Cooperation lasts form 3 – 12 mounts during that time interim manager carries out specific goals or projects.

Change Management

“The only constant thing in life is the change”  Heraclitus from Ephesus). It was true in the Vth century BC and it’s still true today. Market demands change rapidly, and thus your company does as well. It’s not a piece of cake to make sure that changes are properly introduced, smartly implemented, and systematically executed.

How we can help

Two-day workshop during which we define strategy plan for Hr activities based on mission, vision and values.

How we can help

During permanent cooperation, we can replace the lack of HR/EB skills by working as a team member in the organization, helping to define the suitable role of HR/EB.

How we can help

Basing our cooperation on hourly consulting, we can prepare the whole strategy for management change, starting from communication to move to implementation, and then to after action retrospectives.

Talent Management

In this changing employee market, even a plethora of benefits presented on the website won’t attract the best employees. More often the best choose an organization that focuses on company culture, wellbeing, and opportunities to develop. Building an action plan to take care of those areas needs a very strategic approach. It requires defining what company values are, which people are role models, and what possibilities for development develop organization wants to create.

How we can help

Two-day workshop during which we define strategy plan for Hr activities based on mission, vision and values.

Interim Management

There are companies that need complex HR support with full awareness of areas of improvements – but don’t have resources or one specific person responsible for implementing changes. In cases like this, Interim HR Manager comes to help. Interim Manager works closely with management and the team, creating and implementing an action plan of crucial changes. Cooperation lasts form 3 – 12 mounts during that time interim manager carries out specific goals or projects.

How we can help

During permanent cooperation, we can replace the lack of HR/EB skills by working as a team member in the organization, helping to define the suitable role of HR/EB.

Change Management

“The only constant thing in life is the change”  Heraclitus from Ephesus). It was true in the Vth century BC and it’s still true today. Market demands change rapidly, and thus your company does as well. It’s not a piece of cake to make sure that changes are properly introduced, smartly implemented, and systematically executed.

How we can help

Basing our cooperation on hourly consulting, we can prepare the whole strategy for management change, starting from communication to move to implementation, and then to after action retrospectives.

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Said about us

Consdata

Tomasz Framski

CEO & Co-founder

I worked with Zuza for about 6 months, just when we were facing the challenge of increasing our brand awareness at Poznań market and the engagement of our team into employer branding. We kicked-off our cooperation with workshops that resulted in ideas of changes we needed to introduce. Zuza was leading that process, as we decided to extend our cooperation. Starting with clarifying our mission, vision and values, we then took another step and communicate our goals to the team. What we liked about our cooperation was flexibility, dedication and the ability to build relationship with the team that Zuza showed day by day.  

Case study

Strategy management

with

Consdata

WHAT WAS THE CHALLENGE​

  • building a recognized and well known employer brand in Poznań
  • rebuild allocation of responsibilities between CEO, COO and HR Department
  • increasing employees engagement with EB and internal activities

HOW DID WEFACE IT​

    1. V2MOM Workshops
    • 2. 6 months of permanent cooperation (two days per week at the company)
    • cooperation with HR Specialist
    • 1on1 meetings with CEO and COO
    • workshops with the team
    • day-to-day operational work

RESULTS WE ACHIEVED​

  • increased employee engagement, alignment and personal growth and NPS (measured by companies survey)
  • revealed company goals
  • defined and communicated to the team mission, vision, goals
  • skills matrix for HR Manager, Product Owner role
  • implementation of the feedback sessions

What was the
challenge

  • building a recognized and well known employer brand in Poznań
  • rebuild allocation of responsibilities between CEO, COO and HR Department
  • increasing employees engagement with EB and internal activities

How did we
face it

    1. V2MOM Workshops
    • 2. 6 months of permanent cooperation (two days per week at the company)
    • cooperation with HR Specialist
    • 1on1 meetings with CEO and COO
    • workshops with the team
    • day-to-day operational work

Results we
achieved

  • increased employee engagement, alignment and personal growth and NPS (measured by companies survey)
  • revealed company goals
  • defined and communicated to the team mission, vision, goals
  • skills matrix for HR Manager, Product Owner role
  • implementation of the feedback sessions

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