CONSULTING

 
It doesn’t make a difference who you manage: a massive «army» of a big-time holding or a small «reconnaissance group» from a negligible company – it is the lion who should be in command. It should be manager’s capability to manage people efficiently, coordinate their actions, set adequate targets and bear responsibility for the decisions, and success will be there. And you may treat your inferiors as lions or sheep and say «cadres are all-important», but in the bottom of your heart you know how right Napoleon was: if cadres are all-important, they should be of managerial caliber.

When is it that HR consulting turns from likelihood into necessity? Mark Twain once said: «Whenever you find that you're on the side of the majority, it's time to reform». If you are the way everyone is, it means the employees work the way they always did but not 101%, the HR division barely monitors the whole situation and the company evolves in keeping with coincidences, but not common sense. And the business, clear-cut and direct, melts into a blurry circle or another sort of warped figure…

A business may raise profits, but only when its HR division meets four simple and similarly important rules:


  • staff motivation;

  • efficient co-operation between the divisions;
  • transparent hierarchy;
  • constructive distribution of functions.