Inner
Communication |
Outer
communication |
| • |
Consultations
with the staff, |
| • |
Offers
for inner-collective wall-newspaper and letters, |
| • |
Assessment
of the conflict's potential, |
| • |
Analysis
of the informative structures, |
| • |
Elaboration
of conceptions for communication strategies, |
| • |
Positioning
of the sectors, |
| • |
Image
analysis, |
| • |
Analysis
of the working ergonomics |
| • |
Analysis
for nonattendance of the staff. |
|
| • |
Analysis
of aim groups, |
| • |
Elaboration
of image campaign, |
| • |
Elaboration
of conception for corporate image, |
| • |
Elaboration
and implementing advertising campaigns in the press |
| • |
Co-ordinations
of your activities on personal advertising, |
| • |
Advertising
in the Institutions of higher education |
| • |
Elaboration
and implementing campaigns on the finding of prosperous staff |
| • |
Finding
of leading staff. |
|
Motivation |
Feedback
|
| • |
Analysis
of the motivation, |
| • |
Finding
of motivational potentials, |
| • |
Elaboration
of pool for development of the human resources, |
| • |
Health
assurance, |
| • |
Investigation
of the time of nonattendance, |
| • |
Strategic
conceptions for binding the staff, |
| • |
Uninterrupted
upgrading processes, |
| • |
Elaboration
of activities for the staff's development, |
| • |
Offers
for activities and their organization, |
|
| • |
Concrete
definition of the purpose of your feedback, |
| • |
Paying
attention to the production culture and the main productions, |
| • |
Determination
of the strategic planning and the labor market, |
| • |
Elaboration
of necessary detailed analysis, as a way and means for optimal
conception, |
| • |
Finding
the sector of optimizing, |
| • |
Objectively
and propinquity to the practice, |
| • |
Reaching
to possibly the biggest succession, |
| • |
Elaboration
of the structure for feedback. |
|
Motivation
and project group |
Following
activities |
| • |
Active
work with the professional union (syndicate) and the labor counsel
in the company, |
| • |
Elaboration
of concrete inquiry cards, |
| • |
Elaboration
of individual programs and module schemes, |
| • |
Generalization
and rating, |
|
| • |
Personal
explanation of reports and conversations, |
| • |
Training
the staff and the teams, |
| • |
Generalization
of the process feedback, |
| • |
Doing
consultations, |
| • |
Elaboration
of training contents, |
|
Analysis |
Process
attendance |
| • |
Culture
audit, |
| • |
Management
Audits, |
| • |
Consultations
and inquiry to the staff, |
| • |
Value
analysis, |
| • |
Analysis
of the communication structure, |
| • |
Analysis
of the inter cultural competency, |
| • |
Ruling
the conflict, |
| • |
Analysis
of the quantities, |
| • |
Analysis
of the human resource and staff. |
|
| • |
Defining
of the purpose, |
| • |
Elaboration
of business strategies from the point of view of development
the human resources, |
| • |
Elaboration
of prototypes, |
| • |
Conception
of images, |
| • |
Definition
of the strategies for change, |
| • |
Orientated
to the participants in the education processes, |
| • |
Realizing
the "hide rules of the game", |
| • |
Escaping
the unsuccessful integration projects, |
| • |
Forming
a new concrete culture, |
|
Optimizing |
Applying
for work |
| • |
Development
of the collaborators and the collective, |
| • |
Intellectual
ruling, |
| • |
Opportunities
in contact with opposition and conflicts, |
| • |
Communication
from vision and mission, |
| • |
Winning
key figures for the purposes of change, |
| • |
Showing
perspective for development, |
| • |
Elaboration,
offer and development of the transparent strategy for the staff,
|
|
| • |
Preparation
for interview for applying for work, |
| • |
Explanation
the criteria for choice, |
| • |
Analysis
and improving of the documents for applying for work, |
| • |
Optimizing
the applying for work on E-mail, |
| • |
Co-operation, |
| • |
Training
at the work with labor markets on Internet, |
| • |
Co-operation
at interaction with personal consultants. |
|
Personal
ruling of your career |
Personal
qualities |
| • |
Analysis
of your professional and personal situation, |
| • |
Defining
of the purposes of your career, |
| • |
Analysis
of your existing development, |
| • |
Elaboration
of your priority, |
| • |
Analysis
of your strong and weak sides, |
| • |
Intensive
stabilizing of your strong personal sides |
| • |
Elaboration
of strategy for work candidates, |
| • |
Defining
of the purposeful positions and companies, |
| • |
Accompanying
in the time of the process of applying for work, |
| • |
Preparing
for future professional changes, |
| • |
Elaboration
of activities for qualification. |
|
| • |
Optimizing
of the social opportunities, |
| • |
Exoneration
of motivation and labor inhibitions, |
| • |
Help
at meeting with complete structures, |
| • |
Realizing
behavior and daily inhibitions, |
| • |
Help
at personal crises and crises phenomenon, |
| • |
Check-
up the professional and personal planning, |
| • |
Creating
active feedback, |
| • |
Reflection
of the professional part, |
| • |
Preparing
conflict situations. |
|
Organization |
Culture
and rule- behavior style |
| • |
Consultation
at problems from new nature, |
| • |
Accompanying
at change of the work place in private organization and interaction
in new parts, |
| • |
Integration
of new members of the organization, |
| • |
Help
at a standstill in the career, |
| • |
Decreasing
the influence over the standstill and the stagnation in the
work, |
| • |
Accompanying
the people at general structural changes (for example: mergers,
re-organizations and new requirements at the market). |
|
| • |
Changing
the style of ruling, |
| • |
Preparation
of new production and company culture, |
| • |
Accompanying
at organization changes, |
| • |
Work
in team, |
| • |
Determining
problems arising, |
| • |
Opportunity
for giving enthusiasm and vision, |
| • |
Planning
the career in private organization, |
| • |
Preparation
of training and seminars. |
|
|
and
more ... |
|
