SMEs ADVISORY
We support entrepreneurs, CEOs, General Managers, HR Departments in managing change, crisis and conflict, in assessing impact on corporate climate as well as on relational dynamics between entrepreneur and management typical of SMEs.
We meet the need for time to think, the need to simplify daily life, give value to the wealth of knowledge, skills, relations.
HOW?
- Acknowledgment and valorization of diversity and inclusivity
- People enhancement and social skills
- Support in managing periods of transition such as succession planning, generational turnovers and parenthood, cultural integration
- Integration of the organizational and financial areas in support of business development
SMEs ADVISORY
We support entrepreneurs, CEOs, General Managers, HR Departments in managing change, crisis and conflict, in assessing impact on corporate climate as well as on relational dynamics between entrepreneur and management typical of SMEs.
We meet the need for time to think, the need to simplify daily life, give value to the wealth of knowledge, skills, relations.
HOW?
- Acknowledgment and valorization of diversity and inclusivity
- People enhancement and social skills
- Support in managing periods of transition such as succession planning, generational turnovers and parenthood, cultural integration
- Integration of the organizational and financial areas in support of business development
HR BUSINESS PARTNER
Development of the HR area and of the persona system for SMEs with the integration into personnel management of all processes which create more value for customers through knowledge, behaviours, skills and relations.
We meet the need to give value to people, to create an integrated skill system, to have a management system supporting the development of business and people.
HOW?
- Focusing on corporate values and act them into observable behaviours and skills
- Identifying training requirements with respect to business results and designing development and growth programmes
- Developing the organizational model through the integration of all corporate functions
HR BUSINESS PARTNER
Development of the HR area and of the persona system for SMEs with the integration into personnel management of all processes which create more value for customers through knowledge, behaviours, skills and relations.
We meet the need to give value to people, to create an integrated skill system, to have a management system supporting the development of business and people.
HOW?
- Focusing on corporate values and act them into observable behaviours and skills
- Identifying training requirements with respect to business results and designing development and growth programmes
- Developing the organizational model through the integration of all corporate functions
SMART WORKING
Smart working is not a way of working but a unique cultural transformation process and different for every organization; it is pivotal in achieving new and more sustainable results, it is able to absorb the impact of an increasingly less plannable and more discontinuous reality that requires a new agility to interpret the relation between enterprise and employees.
We meet the need to adopt new agile working modes, adapting them to the specific features of the corporate culture, business model, operational characteristics, organization life cycle, and we craft a plan tailored on the uniqueness of each context.
HOW?
- Analysis and mapping of identity, organization, roles, processes and technology
- Design of smart working process, definition of operational guidelines and metrics for assessing results
- Activation of pilot project on first operational group to validate the identified process
- Definition of a relation and communication strategy which includes information and training for everyone within the organization
SMART WORKING
Smart working is not a way of working but a unique cultural transformation process and different for every organization; it is pivotal in achieving new and more sustainable results, it is able to absorb the impact of an increasingly less plannable and more discontinuous reality that requires a new agility to interpret the relation between enterprise and employees.
We meet the need to adopt new agile working modes, adapting them to the specific features of the corporate culture, business model, operational characteristics, organization life cycle, and we craft a plan tailored on the uniqueness of each context.
HOW?
- Analysis and mapping of identity, organization, roles, processes and technology
- Design of smart working process, definition of operational guidelines and metrics for assessing results
- Activation of pilot project on first operational group to validate the identified process
- Definition of a relation and communication strategy which includes information and training for everyone within the organization
ORGANIZATIONAL CHECK-UP
Analysis of social ecology and quality of emissions within the corporate system of relations, by assessing needs as well as expressed and potential relational value, in order to identify all possible disturbing factors that may compromise competitiveness and stability of results.
We meet the need of sustainability, productivity and well-being, developing competitiveness through healthy and inclusive organizational relations in a motivating environment.
HOW?
- Analysis, observation, evaluation of processes, people, additional tools
- Mapping of relation processes: internal and external, current and potential
- Integration of relation processes and role profiles putting the customer at the core
- Creation of the value system of relation processes
RELATIONAL CHECK-UP
Guaranteeing the achievement of results and sustainability over time putting people at the core: mapping of key skills for each role, check-up of employees’ status and role fitting and design of development programmes that are in line and coherent with corporate goals.
We meet the need to have an integrated view of the organization: roles, skills and people, areas of strength to leverage on and those in need of improvement, so that all employees can act their best performance and achieve results that are the best possible for themselves, for the company and for the customers.
HOW?
- Mapping people and goal setting: through tests, interviews and meetings people draw their personal map and of their own role profile, identifying all necessary objectives.
- Development plans: identification of actions and steps integrated into an action plan
- Continuous improvement; check and support in achieving goals
- Mapping of the organization: integration of individual maps into a single organizational skills map
RELATIONAL CHECK-UP
Guaranteeing the achievement of results and sustainability over time putting people at the core: mapping of key skills for each role, check-up of employees’ status and role fitting and design of development programmes that are in line and coherent with corporate goals.
We meet the need to have an integrated view of the organization: roles, skills and people, areas of strength to leverage on and those in need of improvement, so that all employees can act their best performance and achieve results that are the best possible for themselves, for the company and for the customers.
HOW?
- Mapping people and goal setting: through tests, interviews and meetings people draw their personal map and of their own role profile, identifying all necessary objectives.
- Development plans: identification of actions and steps integrated into an action plan
- Continuous improvement; check and support in achieving goals
- Mapping of the organization: integration of individual maps into a single organizational skills map
SMART WELFARE
An online schedule of tools and contents to contribute to the well-being of people in the organizations. Smart working can offer a competitive advantage in complex, uncertain and changing scenarios although it requires a more focused attention to internal communication, specific skills and creation of hybrid moments between professional and personal life in support of body, mind and emotions.
We meet the need to ensure the tonicity of operational continuity and to maintain a distributed cohesive organization, train resilience, develop a sense of belonging and contribute to the well-being of people.
HOW?
- Customized corporate online space; internal communication projects, weekly corporate video news, video news by employees.
- A defined palimpsest on a technological platform, available from remote, at any time.
- People support services: counselling, laboratories with nutritionist and chef, training (yoga, fitness), postural coaching, children laboratories.
- Thematic pills and work smart & better workshops: smart work management, creative management of conflicts, pills of empowerment and communication.
TALENTS PROJECT
Supporting organizations in developing an organisational model in which talent is experienced as an asset that needs to be identified, acknowledged, developed, integrated, managed and turned into an investment that gains value over time and contaminates the system in which it operates.
We meet the need to revaluate the diverse expression of the potential in an inclusive and integrated way, making the individual aware of its capabilities and development plans.
HOW?
- Identification of individuals’ distinctiveness with respect to talent as perceived in the company
- Creation of a common vocabulary and language coherent with the company’s positioning
- Definition of talents and available abilities as well as those to be developed or enhanced
- Individual and group counselling programs for talents and/or managers
TALENTS PROJECT
Supporting organizations in developing an organisational model in which talent is experienced as an asset that needs to be identified, acknowledged, developed, integrated, managed and turned into an investment that gains value over time and contaminates the system in which it operates.
We meet the need to revaluate the diverse expression of the potential in an inclusive and integrated way, making the individual aware of its capabilities and development plans.
HOW?
- Identification of individuals’ distinctiveness with respect to talent as perceived in the company
- Creation of a common vocabulary and language coherent with the company’s positioning
- Definition of talents and available abilities as well as those to be developed or enhanced
- Individual and group counselling programs for talents and/or managers
PRINT PROJECT
Integrated Relation Programme Print for organizational development addressed to the healthcare sector and health services, redesigni
We meet the need to valorize the distinctiveness of every individual, to create authentic and human relations between guests and professionals, caring through the relation as well.
HOW?
- Assessment and check-up of the relational potential of people in contact with the public
- Design of the organization’s relational model through practical workshops
- Crafting of the training and updating programs in a train-the-trainer mode
- Designing the guest-patient self-evaluation and satisfaction processes
