Organizational and HR Audit

HR consulting/audit may include, for instance:

• Diagnostics and recommendations how to enhance the existing systems of personnel records management, personnel and personified registration;

• Analysis of the distribution of functions among employees with recommendations how to adjust the job description, division guidelines, enhance the organization chart, organizational structures of the enterprise;

• Assessment of the existing HR policy, availability and quality of the personnel plan (incl. analysis of the business plan concerning organizational and personnel arrangements as well as HR budget);

• Assessment and attestation of human resources, qualitative and quantitative analysis (result may be digitalized), integrated objective information may be received of candidates’ professional potential and business reputation; check-up of candidates’ compliance with current requirements;

• Obtaining details of the employee’s individual value, identifying would-be candidates for promotion, creating an HR pool and recommendations how to put it to further  work (training plans,  personnel promotion);

• Identifying real and potential LEADERS and assess qualities of their leadership; identifying and assigning professional aptness of real candidates for managerial jobs from insider candidates, examining their managerial skills, leadership style, methodological recommendations for the promotion pool;

• Identifying employees whose skills are not enough for the successful work in the company, determining candidates to be dismissed; individual advice for the boss about the dismissal procedures and methods; 

• Studying the existing motivational system, determining the enhanced motivational climate; studying the motivational environment, Assessment of Motivation Structure and personnel’s motivational orientation;

• Any other events on particular Customer’s demand and requirements