Change of qualifications/upskilling
Developing skills and supporting job search is aimed at increasing professional competitiveness and facilitating access to the labor market for people who have lost their job or want to change it.
- We assess current skills, professional experience and identify areas that require development or adaptation to current trends in the labor market.
- We develop a personalized skill development plan that takes into account the current needs of the labor market. This may include online training, courses, industry certifications or practical workshops.
- We help in creating a strong professional image, including optimizing online profiles (LinkedIn, other platforms), creating professional CVs and cover letters.
- We offer psychological support in case of any difficulties related to looking for a job.
- We help identify opportunities to move to a new professional field if a person decides to change their career path.
Through our comprehensive services, job seekers and people 45+ can gain not only new skills, but also self-confidence and readiness to compete effectively on the labor market. This approach allows for effective adaptation to changing professional requirements and effective search for new professional opportunities, in which we support our clients.
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Onboarding
Our approach to onboarding is based on a holistic view of staff development. We not only provide traditional procedural training, but also provide unique tools and programs that help employees quickly integrate into the company culture and achieve success in their new roles.
Personalized Onboarding Planning:
Benefits of introducing professional onboarding programs:
- Individual approach to each employee, taking into account their unique skills, experiences and professional goals.
- We provide tools and initiatives that help employees understand and fit into the company's unique culture.
- Systematic monitoring of progress in the onboarding process to adapt the program to the individual needs of the employee.
Benefits of introducing professional onboarding programs:
- Reducing the time needed to adapt an employee to a new role.
- Increasing employee engagement and satisfaction.
- Improving staff retention and reducing turnover.
- Support in achieving your full professional potential.
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Competence assessment
Competency assessment in companies is the process of assessing and analyzing the skills, knowledge, behaviors and characteristics of employees in order to understand how their competencies affect performance and the achievement of organizational goals. Competency assessment plays a key role in human resources management, enabling companies to better understand employees' strengths, identify areas for development and adapt their HR strategy to the needs of the organization.
In the competence assessment process, we take into account the following areas:
- Identifying key competencies that are important for a given role in the organization. These may be technical, soft, specialist or leadership skills.
- Developing clear standards and assessment criteria for each competence. This helps standardize the process and make it more objective.
- Selection of appropriate assessment methods, such as assessment interviews, work evaluation, skills tests, 360-degree assessment, simulations, projects or practical tasks.
- Regular conversations between the employee and the supervisor, during which progress is assessed, strengths and areas for improvement are identified.
- Assessment by colleagues who work with a given employee on a daily basis. This can be part of the 360-degree feedback process.
- Selection of appropriate assessment methods, such as assessment interviews, work evaluation, skills tests, 360-degree assessment, simulations, projects or practical tasks.
- Employee self-assessment, where he/she assesses his/her skills, progress and goals achieved in a specific period.
- Preparation of individual development plans that take into account identified areas for improvement and development of strengths.
- Integrate the competency assessment process with performance management to coordinate assessment activities with organizational goals.
- Determining an employee's potential for promotion, new roles or specializations, as well as identifying employees who may perform key functions in the future.
Competency assessment is a dynamic process that requires continuous monitoring and adaptation to the changing needs of the organization and employee development. An effectively conducted competency assessment process can contribute to effective talent management, improved efficiency and development of employee potential.
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Motivational systems
Creating effective motivational systems requires understanding the unique needs and expectations of employees in a given work environment. Here are some different types of incentive systems that organizations can implement:
The salary increase system may be based on achieved goals, performance or seniority. This may include regular salary reviews and pay increases for employees who meet set targets. Motivational systems may be based on:
- Awarding bonuses or bonuses for achieving specific goals or exceptional performance. This may include both one-off bonuses and permanent bonus schemes.
- Establishing recognition and reward programs for employees who excel in a given field. These can be material as well as symbolic rewards, such as certificates of recognition or unique distinctions.
- Offer of development programs and training as a form of motivation. Employees can be motivated by developing their skills, acquiring new knowledge and advancing in their careers.
- Providing various amenities and benefits for employees, such as flexible working hours, telework, additional days off, group insurance, lunch cards and subscriptions to sports activities.
- Creating motivational systems based on results, where the achievement of specific goals translates into rewards, e.g. business trips, days off, gift vouchers.
- Establishing employee participation programs in company profits through stock or other forms of profit sharing.
- Providing programs that take care of employee well-being, such as fitness classes, massages at work, relaxation sessions and psychological support.
- Organizing company events, picnics, team-building trips and competitions that support team integration and build a positive atmosphere.
- Establishing clear career paths and development programs that enable employees to advance within the organization.
It is worth remembering that effective motivation systems are flexible and adapted to the diversity of employees. We regularly monitor the collection of employee opinions and adapt motivational programs to the changing needs of the organization.
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Creating an employer brand - employer branding
Employer branding is the process of building a positive image of the employer in the eyes of current and potential employees. It is a strategy that aims to attract, engage and retain top talent by promoting the benefits, values and attractive features of working for a given company. Employer branding is not only about external perception, but also about creating corporate culture and employee experience internally.
Elements we take into account when creating employer branding:
- Employer image analysis
- Identifying unique values and benefits
- Defining mission, vision and values
- Building an authentic image
- Focus on employee experience
- Cooperation with the HR team
- Activity in social media
- Conscious opinion management
- Efficiency monitoring
Creating employer branding is a continuous process that requires attention, awareness and response to changing market trends and employee expectations. Effective employer branding can help attract the best talents, increase employee engagement and build a positive image of the company on the labor market.
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Benefits
Offering attractive benefits can be a key element of the employer branding strategy, building a positive employer image and increasing competitiveness on the labor market. Today, in a business environment with increasing competition for talent, benefits are often treated as an important recruitment tool.
Why is it worth introducing benefits in companies:
- Attractive benefits are often a key element that attracts qualified employees. Potential employees look not only at the salary, but also at the benefit package and perks.
- Benefits are a retention tool, helping to retain experienced employees. Companies that offer favorable benefits can minimize the risk of losing employees to competitors.
- Favorable benefits can act as a motivator, increasing employee engagement and positively influencing their performance.
- Good benefits contribute to overall employee satisfaction, which can impact the workplace atmosphere and relationships between employees.
- In the era of competition for talents, a company offering attractive benefits becomes more competitive on the labor market, which may attract the attention of potential candidates.
- Benefits are used to create a positive image of the employer, which affects the external perception of the company and its attractiveness on the labor market.
- New generations of employees, such as Millennials and Generation Z, often place a strong emphasis on social benefits, work-life balance and professional development, so benefits are important to attract these groups.
Examples of benefits offered in companies:
- Health package
- Health, dental and vision insurance
- Flexible working hours and remote work
- Courses, training, support in professional development
- Pension plan, life insurance
- Friendly work space: modern office, relaxation zones, ergonomic workstations
- Special offers for employees, discounts on purchases, cinema and theater tickets
- Co-financing of medicines, medical visits and rehabilitation
- Well-being programs
- Sports activities, access to the gym, health and relaxation programs
- Additional days off, leaves rewarding seniority
- Bonuses and bonuses
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