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  • For small and medium businesses

    Your organisation isn’t too large, but it’s growing fast. Until now, there was no HR, or it operated at a very basic level. Most likely, it was limited to personnel and payroll issues, sometimes recruitment, rarely training.

    Meanwhile, the company is developing. You're trying to capitalize on emerging market opportunities. However, the company is not ready for such a rapid change. Competences that were appropriate for managing a few people during the start-up period are no longer sufficient...

    Along with development of organisations, certain problems originating in increasing the scale of operation arise. When you add in acquisitions, there come others, for example, problems with integrating the companies and building a shared culture.

    • Mini HR – fast business support

      The first start-up dust has settled. Your company employs a group of people. Owning your own HR team still isn’t justified. You see the problems associated with managing a growing team and insufficient engagement. First frictions and conflicts start to appear in your company.

      Take part in our training where you will learn:


      • how to build a team
      • how to recruit the best people
      • how to effectively manage employees in a small organization
      • how to motivate and engage
      • how to evaluate and reward work


      Entrepreneurs and line managers are especially welcome to this training

    • How does HR earn money for the company?

      You are convinced that human capital is an important value of your company.

      You do not have the HR function or you are dissatisfied with it? Or maybe you have HR that operates at a good level, but something is still missing?

      Are you looking for a strategic partner who will support the development of your company?

      Do you want to see how the work of the HR translates into hard business results?


      Take part in our training where you will learn:


        • which actions in the field of HR can be useful for your business
        • how to make HR in your organisation support business effectively
        • how can HR support your business objectives and strategy
        • how can HR increase the efficiency of the organization
        • how can HR build a company's ability to implement future strategies


      Owners, entrepreneurs and board members are particularly welcome to this training.

    We will help you with preparing your business to face present and future challenges by:

    • developing key competencies
    • team building
    • conflict resolution
    • tailored package of solutions required in team management
    • mentoring, coaching, feedback
  • For large companies and corporations

    Your organization has already reached a considerable scale, or you work in a large company/corporation.

    Deadlines are always looming over, you lack resources and multiple projects are being carried out at the same time. The owners/managers expect increasingly better results, which are becoming more and more difficult to deliver. It seems that in the light of changes through which the market is going, existing solutions are no longer enough. You are looking for ideas and inspiration for how to deal with these challenges.

    The demographic  shifts and technological changes, globalisation, new models of work, the disconnect between the education system and the business needs, they all are trends, which have a significant impact on how the company is functioning.

    It is increasingly difficult to obtain talented and committed employees. The challenge is to build an appropriate organisational culture and authentic leadership based on company values...

    • 3 DIMENSIONS OF HR (3modules)

      In your company HR processes have been functioning properly for a long while. The sheer volume of daily duties does not allow you to track the latest market trends and changing HR practices. You feel that you need to modify your behaviour and/or the behaviour of your team to better support the business. You need inspiration, knowledge of new solutions and exchange of experience. Or perhaps, this is the first time you are in the role of an HR Business Partner or HR manager and you stand in front of new challenges.


      Take part in a training consisting of modules:

      3 DIMENSIONS OF HR – good start (Module I)

      The first dimension of HR – it protects the company from the legal side, it’s the most common and the most familiar face of HR. In this dimension, most often you will find payroll issues and relations with employees and their representation. A well-functioning basic level is essential to build a more sophisticated HR functionality. It also has a significant impact on how corporate culture is perceived by employees. It is therefore important, shape and modify it properly from the very beginning.

      Take part in this module, during which we will talk about:

      • what is the essence of Human Resource Management
      • what are the new trends in HRM
      • how does the way of performing basic duties related to the administration of personnel affect the shaping of organisational culture
      • why does proper introduction of the employee to the company and appropriate treatment during the period of employment play such an important role
      • why is it so important to treat the employee with respect at the time of contract termination

      We will also show how basic ranges of HR functionality can contribute to building the image of the employer.


      3 DIMENSIONS OF HR – increased efficiency (Module II)

      The second dimension of HR is associated with raising the efficiency of the organisation. At this stage, HR is expected to smoothly run the processes of recruitment and selection, evaluation and remuneration, training and development. HR should also affect the efficiency of the organization through the use of appropriate indicators, gauges, research, etc. Thus understood HR appears in many organizations, but it often does not work as expected.

      Take part in this module, during which we will discuss:

      • whether best practices are indeed the best
      • how to choose practices that will best support your company
      • what are the latest trends in HR practices
      • how HR processes are interrelated
      • how to effectively develop and implement HR processes such as: recruitment and selection, evaluation and remuneration, training and development, all focussed on organisational effectiveness
      • how to manage organisational resources through competencies
      • how do HR processes support business goals

      We will also show practical examples of implemented solutions.


      3 DIMENSIONS OF HR - building added value (Module III)

      The third dimension of HR brings real added value to the organization. At this level strategic role of HR in the organisation is the most evident. Its main role is developing leadership, talent, building succession plans, creating a learning organisation, building a strong organisational culture and developing the organisation's ability to achieve strategic business objectives. This dimension of HR occurs only in some companies and line managers are often not aware just how much HR can help them.

      Take part in this module, during which we will talk about:

      • how to support the development of leadership and organisation
      • how to build organisational resources
      • how to manage talent
      • how to create succession plans
      • how to build a strong organisational culture adapted to business strategy

      And also, how to implement authentic leadership based on values in the company.


      The 3 DIMENSIONS OF HR training is designed in a way that allows you to benefit from the entire program or individual modules depending on your needs.

      HR Business Partners, HR managers and those interested in HR practices (eg. Line managers) are particularly welcome to this training.


    • HR STRATEGY – effective business support

      Are you an HR manager? Have you studied human resource management, MBA or other programs? Have you undertaken courses related to people management, read more than one book on strategic HR, but still have doubts about applying it in practice?


      Take part in our training where you will learn:


      • how to analyse the external and internal environment of the company
      • how to examine the influence business strategy has on HR
      • how to examine the effectiveness of existing HR strategies
      • how to analyse strategic gaps in Human Resources Management
      • how to prepare a diagnosis, conclusions and recommendations for a new strategy
      • how to plan resources and activities
      • how to convince key people to implement HR strategy

      And also, what to do with HR strategy, when there is no business strategy in the company.

    We will help you with:

    • defining the problem,
    • analysis and diagnosis,
    • working out recommendations
    • implementation of projects

    we will also prepare a team of internal consultants, so that the acquired competencies remain in the organization.

  • Mergers and Acquisitions

    Are you preparing for the due diligence process? Has your company acquired another, or is prior to a merger with an equivalent organisation? Do you want to make the integration process proceed efficiently and quickly? Or maybe after the process of formal integration of companies, there still are "Us" and "Them" in the company?

    Both the processes of M&A (Mergers & Acquisitions), as well as changes, more than often fail. Practice shows that only 25-30% end with success.

    The most difficult areas in the process of M&A include labour issues, IT and finances. Companies in the processes of M&A focus on financial and technical aspects, and yet the most common cause of failure lies on the side of human affairs...

    • MERGERS AND ACQUISITIONS – the critical factor of integration

      Are you on the eve of integration? Are you acquiring a company, or is your company acquired?

      You are looking for practical knowledge of how to quickly and efficiently carry out the integration process. You know that resistance accompanies any change. Do you want to learn how to use the energy and potential of your employees? What should you do for their motivation and commitment to remain?


      Take part in our training where you will learn:


      • the importance of the role of human matters in effective integration
      • the importance of addressing the emotions and concerns of employees
      • the importance of open communication and the style of performed changes
      • how to bring out the best of each of the merging organisations
      • how to make the new organisation more than the sum of its ingredients
      • how not to lose relevant competencies, the best people and well-functioning solutions during the integration process
      • how to reduce the negative impact of integration on the current operational activities
      • how to cooperate with trade unions

      And also, how to approach unifying (building) new solutions and processes.

    We will help you prepare the company and help carry out the integration process so as to reduce its negative impact on people and current operations by:

    • building the company’s openness and willingness to change
    • development and implementation of project changes in both the hard and the soft HR
    • identifying good practices that should be kept in the new organisation, as well as those which require modification and those which clearly should be get rid of
    • building a culture of the new organisation
    • coaching and mentoring for managers on how to effectively go through the integration
  • Organisation Development

    You are implementing a new strategy. You should move the company to different tracks. You know that it requires a change in the way the company has been functioning until now. You expect employees to change their attitude and you want to ensure success for your company in the long run.

    You want the changes to fuel your company and not block it. You know that the ability to be flexible is the key to the future...

    • ERA OF ENGAGEMENT – conscious building of company’s culture

      Each organisation has its own culture. Sometimes it is consciously constructed, and sometimes it’s a coincidence. However, it always has an impact on the functioning of the organisation. Well shaped culture can support the achievement of business results, a neglected one can hinder it. In the rapidly changing competitive environment, flexible, innovative customer-oriented organisational culture is necessary to achieve the business objectives. Another  important element of organisational culture is also conscious building and maintaining the employee engagement. Providing motivation becomes more difficult due to the growing generational differences in the workplace. Your managers complain about difficulties in finding workers from the younger generation. They criticise their lack of motivation or commitment and demanding attitude. On the other hand, people from middle and older generation still work at your company. The extended retirement age results in several generations of employees working in your organisation. Do you understand their various needs and know how to engage and keep them in the organisation?


      Take part in our training where you will learn:


      • why and how to change organisational culture
      • how does the culture affect building of commitment and to what degree does it affect the efficiency of the organisation
      • why is communication an important element of organisational culture
      • how to benefit from diverse teams
      • how do the culture and communication need to change in response to market trends

      You will also learn innovative ideas and communication implementations.

    • EFFECTIVE CHANGE – change management on a human scale

      Is your organisation in for a big change? One that will include for example: personal cost optimisation, restructuring, redundancies, selling parts of the company, changes in the scope of activities, etc.?

      You figure that you have too little resources to carry out this change in an effective way? Or maybe, you have never implemented such a change, or you have a bad experience behind you?

      You're not sure that your organization, managers and staff are ready for this change? How do you take care of motivation and commitment of the people? What will you do to keep the current organisational operations at a good level?


      Take part in our training where you will learn:


      • why the management of people during the change determines its success
      • what to do to make the employees ready for change
      • how to take care of motivation and commitment of employees so they effectively carry out their duties during this time
      • why it is important to approach the fears of change and emotions that accompany it
      • how to exploit the potential of the organization
      • how to communicate the objectives and vision of the future changes

      And also, what is the role of HR in the process of change.

    We will help you:

    • build a flexible, efficient organisation
    • develop and ryun changing projects
    • identify and develop change agents
    • build organisation’s know-how, to develop its ability to carry out subsequent changes
    • understand and take care of the world of human emotions, fears, beliefs
    • build motivation and commitment

    We also offer mentoring and coaching for managers.