HR Tools

Job descriptions are one of the basic tools of HR policy. They are the starting point for creating an organizational structure, and are closely related to other elements of personnel policy.

Job Description:

• indicates to the employee the requirements that the organization places on the position,
• defines the qualifications he should have or obtain to operate efficiently, the attitudes and behaviors desired by the company,
• defines the responsibilities, main duties, indicators according to which the work will be evaluated,
• indicates how the role is related to other jobs in the organization,
• makes it possible to compare the requirements of the organization with the characteristics of the person occupying or expected to occupy the position, so it can be used to define recruitment requirements and objectively compare candidates,
• is the basis for job valuation, employee evaluation, incentive systems and career path design.

Depending on your needs, we can help you create job descriptions or modify existing descriptions to clearly communicate the specifics of the role, reflect the organization’s business strategy and support your organization in managing employees.

Valuing positions involves assessing the value of work in individual positions in an organization, according to established criteria, and then establishing an internal hierarchy of positions in the organization, creating a salary structure that reflects them and confronting it with data from the labor market. Thus, it allows building a consistent remuneration system in the context of the business environment and market wage rates.

The valuation process makes it possible to resolve dilemmas such as whether we want to pay the best, similar to competitors, or perhaps pay less, but build a more aggressive system of variable compensation components. Clear salary ranges streamline the decision-making process for salary levels, support negotiations in the recruitment process, and help optimize salary costs.

We can organize and direct the entire process, or we can conduct an analysis and advise on which valuation method to adopt in your organization and what criteria to choose. We can also consultatively support you in implementing the changes.

It is one of the key elements of the company’s management process. Employee appraisal primarily serves an informative function, as it allows to see how a person is performing in his or her position, while also identifying areas for development. In addition to this, a well implemented and executed employee evaluation process, motivates and guides employees along their career path and educates them by perpetuating company values.

For employees, on the other hand, periodic appraisal is a chance to be promoted, get a raise, change positions or develop competencies.

We can help you implement existing solutions or create a tool tailored to your organization’s needs and support you in the implementation.

A competency matrix is a tool for a supervisor to more effectively manage and develop his team. It is a visual (graphic) representation of the possessed and missing skills that employees have.

Proper identification and conscious development of employee competencies play a key role in the company’s growth. With the matrix, the manager gains a tool to identify gaps and build a plan to develop the needed skills on that basis. It also gains an objective tool for substantive and data-driven evaluation of employees.

Assessing the competencies of individual employees has a positive impact on the entire team, because gathering competencies in one place allows you to plan the development of individuals so that their competencies complement each other as much as possible. It also allows efficient scheduling of replacements in case of employee absence.

We will help you create the required skill matrices, starting from the job mapping stage. We will propose solutions that will work in practice and will be seen as a tool to significantly support the work of supervisors and the development of employees in line with the needs of your company, both now and in the long term.

Diagnosing internal promotion opportunities both vertically and horizontally and creating development paths allow for conscious career management of employees. This translates into sustaining their commitment and motivation to work. Showing the long-term perspective that the organization has in terms of employee development can be one of the main assets that new employees pay attention to.

Internal recruitment and enhancement of employees’ competency potential is also a benefit for the organization – optimization of recruitment costs, monitoring of employee development and more effective personnel resource planning.

We invite you to contact us.

Research shows a correlation between employee satisfaction and job commitment. Therefore, it is worth listening to the opinions and suggestions of colleagues. In this way, we reduce barriers to effective cooperation, increase commitment, which translates into greater job satisfaction, and thus reduce the risk of losing employees. The prerequisite for success is that the survey is conducted diligently, high attendance is ensured, the results are thoroughly analyzed, and corrective or improvement actions are consistently implemented.

The employee satisfaction survey is used to obtain information on the performance of various areas of the company, such as organizational culture, relations with superiors, working conditions, salaries and benefits, and turnover risk.

If the employer, in response to the results indicating dissatisfaction, takes immediate and effective action, the company can only gain in the eyes of the employees, because they will feel important and listened to.

Contact us. We have proven tools that we tailor to the needs of a specific organization and help implement it.

A well-tailored, clear and understandable bonus system:

• is a guarantee of employee motivation to achieve better and better results and achieve company goals,
• Reducing the risk of losing key employees,
• allows to optimize labor costs.

In addition to a comprehensive bonus system for the entire company, it is also possible to create a system exclusively for a selected group of employees.

Our experts can consult a currently existing bonus system for you, or support you in creating a bonus system for the entire organization or selected employee groups.

Job valuation, salary matching, bonus systems…. OK, we have great tools, but how much does it cost? How about calculating how much to budget to achieve the target salary level and planning it on a time scale? How about knowing how much money to set aside to guarantee bonus payments when the expected results are achieved? Analyze what priorities we have and what risks? Where to direct the funds first in a situation of limited availability?

Depending on your needs, we can do the analysis with you and/or help with the construction of salary budgets.

The initial working period of any new employee is crucial to his or her adaptation in the organization. Why? Because it significantly affects whether he stays with the company for the long term.

Well-conducted onboarding:

• builds a sense of security, helps smoothly “enter” the activities and ways of working, and adapt to the organizational culture,
• provides a guarantee for a shorter apprenticeship period,
• allows the new employee to become independent and build confidence when faced with new processes and tasks.

Within the framework of cooperation in the area of onboaring, we propose you to create a process grid tailored to the specifics of your company – designing the various stages of action, creating the necessary materials and a plan that includes systemic solutions that can be applied by different organizational units.

The employer’s duty to interact with employee representations stems directly from labor legislation. This includes m. in. Cooperation in individual labor matters (e.g., termination of employment contracts), consultations and agreements related to intra-company legislation (e.g., work regulations), consultation on all activities related to occupational health and safety, wage negotiations. In addition, interaction with the company’s trade union organization and/or employee council involves numerous information duties and control powers.

Building a good relationship with employee representatives, based on mutual trust and ongoing cooperation, will not only provide the employer with “social peace of mind.” Greater employee engagement can also be critical to a company’s success in an ever-changing business environment. The company’s trade union organization is often able to have pertinent ideas about the disposition of the social fund, support the company in organizing activities that positively motivate and integrate employees into the company (e.g., family events).

Our practitioners can support you at every stage of the process described above.

Our team consists of practitioners who have many years of experience in HR management positions. They have worked in organizations of different sizes, different organizational cultures and different business sectors, solving all kinds of problems. When advising, they bring different perspectives, exchange experiences, and discuss problems on specific cases drawn from life. They are proficient in labor law and can implement effective solutions.

Human resource management in any organization involves the processing of personal data. Today, those involved in the recruitment process, as well as hired employees, are increasingly aware of their rights and freedoms under the General Data Protection Regulation (GDPR). Proper data protection has a huge impact on the image of any organization, whether that organization is acting as an employer or a contractor.

We offer you reliable, backed by years of experience, comprehensive services in the area of data protection and information security. We provide support for:

• audit and bring your organization into compliance with data protection regulations, including the RODO,
• identification of data processing, where we will indicate the processing activities and the legal basis for these activities,
• Verification of the correctness of the records of processing activities and categories,
• verification of information clauses,
• Data processing in relations with suppliers,
• Employee training on the application of Privacy by Design/Default principles and much more.

We will provide recommendations tailored to your situation and needs. We will help you bring your existing data protection documentation into compliance with the current legal status.