Consultoria Integrada de Recursos Humanos

It is crucial to understand that Organizational Culture and Climate are capable of making a company successful and having sustainability in the current market. By knowing their particularities, it is possible to manage both fields more effectively, as well as to reap the results in the medium and long term in the company, achieving happier, motivated, and focused professionals on what really matters. Reference companies, such as Google, already have a CCO (Chief Culture Officer) who deals with the management by culture aspect, which today becomes more and more a must have in the organizational world.

ADVANTAGES:

Transversal and comparative intra and interdepartmental vision;
Alignment between individual expectations and organizational objectives;
Identification of critical success factors;
Identification of areas that need intervention and, respective suggestions for improvement.

Analysis of Organizational Culture and Climate

Career Management is anchored in various HRM mechanisms, such as competence management, appropriate training, and the possibility for the development of professionals in each organization, and must be carefully planned by each company, thereby ensuring that its success will be lasting. When an organization leaves to chance the succession for its key functions, it risks losing its competitive advantage. To prevent this from happening, investment in career planning and management is fundamental for current management.

ADVANTAGES:

Reduction of Staff Turnover;
Employee Qualification, with a gradual improvement in their performance, promoting the development of their technical and behavioral competencies;
Continuous improvement of products and services;
Increase in market competitiveness;
Talent Retention.

The Description and Analysis of Functions continues to be central to the success of other Human Resources Management techniques, allowing employees knowledge of their tasks and responsibilities, as well as the expectations and objectives desired with their fulfillment. It is a systematic and structured procedure; it describes and summarizes the content of the function(s) that are part of an organization, that is, it is an analysis that can focus on one or more functions. A correct analysis and description of each function becomes a correct and effective people management.

ADVANTAGES:

Supports Human Resources Management, Administration, and decision-making;
Allows obtaining specific knowledge of an employee's functions, namely, knowledge of the content and context of the function;
Contributes to organizational performance (productivity, efficiency, and competitiveness);
Allows determining essential behavioral patterns for the work performed by employees in a company.

Being Performance Evaluation, one of the essential vectors of Human Resources Management today, is also, by its nature, one of the instruments most sensitive to implement in organizations. As such, conceptualizing and implementing a Performance Evaluation System is one of the most challenging processes of HRM in which it is necessary, at every moment of its development, to create trusting relationships with both top management and the team, as a way to facilitate the process.

ADVANTAGES:

Support for creating a performance culture, with the appropriate tools, to be able to manage that performance;
Allows for maximizing the potential of each employee;
Support for creating a fairer and more equitable incentive system;
Allows for linking the results of the Performance Evaluation System with the Career Management System;
Structuring of individual and collective training plans.

In an Organization, the well-being of employees at their different hierarchical levels, is crucial and is directly related to productivity levels. Psychological Assessment allows for diagnosing the affective, cognitive, and personality state of the person, revealing both the difficulties, as well as the internal resources available to overcome them, as well as the potentialities that are not always known. Thus, the main objective of Psychological Assessment is to help understand the functioning of the person, with a view to identifying intervention strategies to increase their well-being.

ADVANTAGES:

Allows for a more objective identification of the problem for adequate intervention;
Allows for the study of personality, cognitive competencies, and memory competencies, among many other dimensions of the psyche;
Investing in people facilitates productivity, increases the trust relationship between them and the company, and grows their level of motivation and satisfaction with work.

Psychological Assessment and Personality Tests

The process of onboarding and integration begins even before the new employee joins the organization, but it is crucial at the time of actual entry, as an adequate onboarding and integration process provides the employee with the opportunity to understand the culture of the organization they will be working for. A well-onboarded and well-integrated employee becomes more committed and knowledgeable about the attitudes to have as a member of the organization.

ADVANTAGES:

Support in designing the Onboarding Manual, which provides essential information about the role, culture, and mission of the organization;
Facilitates rapid integration of the employee and a sense of belonging;
Familiarity with the workplace and its entire environment is crucial for good performance, reflecting on productivity and organizational success.