What does it mean exactly?

Process Management:

Process management is a series of techniques, skills, tools, and methods used to control and manage a business process within a large system or organization. The term is most commonly used in business analysis, productivity studies, and systems engineering. The purpose of process management is to clearly identify and document all the steps and actions taken to complete a process or work flow.

This type of work requires a great attention to detail, excellent written communication skills, analysis skills and the ability to objectively meet the requirements of the project. Process management involves documenting the current process, evaluating of time and level of effort, as well as analysis of efficiency, bottlenecks, and overall process costs. Exercises in re-engineering or business process management often start with process analysis.

These three items remain the same, regardless to the industry or sector. It is worth noting that a strict adherence to a formal process management process is an acknowledged cost containment method. By a complete and thoughtful review of all the steps of a business process, it is possible to save significant money and resources across the organization. In many cases, each individual unit ignores these inefficiencies, as they are small and inconsequential. However, across the entire organization, they can result in significant cost reduction and increased efficiency.

(source: www.wisegeek.com )

Quality Management System:

Quality management, also known as quality control, is a system used by all types of businesses all around the world. This type of management system can help any type of business provide consumers with the best product and/or service possible by coordinating its activities, which leads to an increase in its effectiveness and efficiency. There are many different types of quality management systems utilized by businesses. Through these types of systems, a business can monitor and measure the quality of its products and/or services being offered to consumers. An effective quality management system helps a business to increase its competitive edge, augment its organizational development, highlight its customer satisfaction, and more.

Through quality management, a business finds that it is able to gain a competitive edge because it can better understand all of its operational processes. Understanding operational processes enables a business to improve them, which, in turn, allows for innovation and enhancing of the quality of its products and/or services being offered to consumers. Some of the most commonly utilized quality control process improvement tools are process mapping, brainstorming, scatter diagrams, control charts, and force field analyses. These tools help an organization’s employees to stay creative and productive, which increases a business’ competitive edge. It is important for a business to carefully choose what quality management tools it uses, as different types of businesses will use different types of systems.

(source: www.wisegeek.com)

I am able to cover the following areas:

• Lead of QMS project management (no matter if certified by ISO 9001 or not)

• Consulting (trainings, workshops, preparation phase, design, implementation phase, continous improvement phase, redesign phase, pre-certification audit, preparation to surveillance audits)

• Internal auditor

• External auditor

• Lead external auditor (IRCA certified)

What is your benefit of a well designed and implemented system:

It is essential to implement a system designed exactly on your own needs, environment and processes in order to reach a high efficiency of a daily use. Systems implemented in my client portfolio are diversified (without / with ISO 9001 certification).

The implemented QMS and its highly innovative approach were considered and valued as a unique way to reach outstanding results in terms of understanding of the roots and core of process management, creation of an easy-to-handle people-friendly system, meeting the company needs, finally transformed to a simple, transparent and clearly structured system understandable by users (both internal and external).

I come to you with:

Mission of a higher principle of the role I am responsible for, clearly and naturally understood by by individuals through my way of communication, actions and etics. Specifically in the area of Human Resources.

Expertise and Delivery that proves my competency.

Proven management and organizational skills.

Target focus.

Trust built naturally through my etics, moral and human approach.

Ability and willingess to share values.

Natural acceptance in a highly demanding international environment.

What does it mean exactly?

Interim Management:

Interim management is a business service that provides temporary management support for companies and other types of organizations. Management services of this type may be engaged to aid a company that is going through some sort of transition period, allowing the business to secure additional expertise during that time frame. Interim or temporary management may also be provided for a specified period of time when a key manager is no longer capable of fulfilling his or her responsibilities, providing the business with the chance to either seek a qualified replacement or have the manager resolve the difficulties and return to the company fold.

One of the more common applications of interim management is bringing in temporary executive managers to support a business during some sort of transition. The idea is that once the transition is complete, the company will be able to move forward using the management resources that are already in house. For example, if the company has recently defeated a hostile takeover attempt and is entering into a period of regaining its financial stability, interim management in the form of an additional financial manager may aid in the recovery process. Once the business is back on sound financial footing, the interim manager completes his or her assignment and moves on to other opportunities.

(source: www.wisegeek.com )

I am able to cover the following areas:

• Interim HR management (internal placement / external HR service) – overall HR

• Interim HR management (internal placement / external HR service) – partial HR processes (strategy, design, re-design, maintenance, running the operation of remuneration, benefits, training and development, change management, internal communication, reductions, handling lay-offs, etc.)

• Company start-ups and closings (HR point of view – legal, staffing, process and system implementation, administration and operational support)

• Restructuring (HR process management and execution, administrative backround, handling employment related changes in line with the local legal environment and client´s company culture, severance payment related calculations / budgeting, after-care for the client´s former employees, etc.)

• HR Process management – revision, redesign, setting, implementation, and support (administration, remuneration, benefit systems, performance management, competence management, job profiles and „booklets“, employment related documents, internal rules and internal comunication, modes of operations – 1-, 2-, 3- shift and continous operations, attendance, etc.)

• HR related audits

• HR Project Management (design and implementation of HR Campaigns, internal communication, Employee Satisfaction Surveys, etc.)

• Internal auditor

• External auditor

• Lead external auditor (IRCA certified)

• Contracted partners for interim assignments: expert in Finance, Marketing, Sales, Operations.

What is your benefit of our interim-based cooperation:

Specific conditions on your side usually require an interim expert (or an interim team) to help your company to overcome difficult time period of a start-up, transition, resctructuring, closing, capacity reduction / deployment, or, back-up of a manager who is no longer onboard, or, a complete re-design of your processes (fully, or, „per partes“).

Your internal resources have no physical, mental, knowledge or other capacity and experience to handle this situation in a full extent internally, or, they don´t feel comfortable to take the full responsibility and ownership of the strategy, design and implementation in real life due to other reasons (most common: complicated legal backround, no independance, no decision making rights, inability to see the full picture in a wide context, relationship issues, engagement issues, personal reasons, lack of time management or conflict management abilities, etc.)

The aim is to take the ownership of the defined challenging task and handle all related processes in order to achieve the target result on a way in line with the local laws, both business and human etics, as well as your internal corporate culture.

Interim assignment will bring your company from the unlikely condition to a new point „zero“ in terms of a standard, stable operation, which will be manageable by your own capable team after the interim project closing.

I come to you with:

Mission of a higher principle of the role I am responsible for, clearly and naturally understood by by individuals through my way of communication, actions and etics. Specifically in the area of Human Resources.

Expertise and Delivery that proves my competency.

Proven management and organizational skills.

Target focus.

Trust built naturally through my etics, moral and human approach.

Ability and willingess to share values.

Natural acceptance in a highly demanding international environment.

What does it mean exactly?

Human Resources Management:

Human Resource Management (HRM) is based in the efficient utilization of employees to achieve two main goals within a company or other organization. The first is to effectively make use of the talents and abilities of each employee to meet the operational objectives that are the ultimate aim of the organization. Along with this, the practice also seeks to ensure that individual employees are satisfied with both their working environment and the compensation and benefits that they receive.

At times, the two main HRM functions seem to be at odds with one another. There are certainly instances where it is impossible to arrive at solutions that are in line with both the aims of the company and the desires of the employee. When this happens, effective managers are faced with the task of finding a resolution that protects the interests of the company, but at the same time provides and acceptable level of satisfaction to the employee. This process can sometimes take a great deal of expertise on the part of the human resource personnel, but ultimately can help establish the best solution for all concerned parties.

The importance of HRM lies in its value as a method for the coordination of the needs in an organization in terms of employees as well as safeguarding the welfare and needs of employees. Its value as a tool for the management of the relationship between the employers and employees in an organization is another example of the importance of HRM. Some of the components of HRM include tasks like overseeing the hiring of employees, coordinating their orientation and deployment, evaluating the skills of the employees, and serving as a channel for employees and employers to communicate with each other.

Strategic HRM is the proactive management of people. It requires thinking ahead, and planning ways for a company to better meet the needs of its employees, and for the employees to better meet the needs of the company. This can affect the way things are done at a business site, improving everything from hiring practices and employee training programs to assessment techniques and discipline.

Companies who work hard to meet the needs of their employees can cultivate a work atmosphere conducive to productivity. HRM is the best way to achieve this. Being able to plan for the needs of employees by thinking ahead can help to improve the rate of skilled employees who chose to remain working for a company. Improving the employee retention rate can reduce the money companies spend on finding and training new employees.

(source: www.wisegeek.com )

I am able to cover the following areas:

• Human Resources Management – overall, full extent

• Human Resources Management – partial processes

• Human Resources Management – projects and internal communication

What is your benefit of having a capable Human Resources Manager onboard:

Your Human Resource team will have an accepted Manager, a strategic partner for your CEO, who will bring onboard a highly innovative approach, open mind, expertise, sense of a pro-customer orientation, and high level of efficiency in everyday activities. Your HR team will be supported actively in each member´s further development, as well as deeper understanding of your company and employee´s needs, which will enable to increase the quality of delivery.

I come to you with:

Mission of a higher principle of the role I am responsible for, clearly and naturally understood by by individuals through my way of communication, actions and etics. Specifically in the area of Human Resources.

Expertise and Delivery that proves my competency.

Proven management and organizational skills.

Target focus.

Trust built naturally through my etics, moral and human approach.

Ability and willingess to share values.

Natural acceptance in a highly demanding international environment.

What does it mean exactly?

Human Resources Consulting:

Human resources consulting (sometimes simply called „HR consulting“) is a branch of management consulting that focuses on the process of effectively utilizing personnel to obtain the goals of the organization. At its best, HR consulting helps to develop a human resources model that addresses the specific needs of the business in a manner that serves the best interests of both the company and the employee work force. A professional and effective HR consultant will be able to advise companies in a wide range of issues that can help the business to become a more productive and unified company.

HR consulting is a type of advisory or counseling service that businesses and corporations use to improve the leadership’s relationship with employees. One way of looking at this sort of consulting is to describe it as a means of optimizing “human capital.” In this context, human capital refers to the economic advantages that employees bring to a company by virtue of the training, experience, and skills that they possess. Most companies seek the services of a HR consulting firm at some point in order to help them realize the competitive advantages that can be gained by enhancing their human capital and by making their HR processes more effective. These sorts of services are particularly popular in moments of corporate transition, growth, and merger, when executives want an outside opinion about how internal processes and policies could be made more effective.

A wide range of skills are of use as part of the process of HR consulting. The HR consultant may have a background in such disciplines as accounting and finance, legal matters as they relate to personnel issues, health and benefit packages, management education and may also hold credentials in the specific area of human resources.

Improving Employee Resources and Satisfaction

One of the biggest goals of HR consulting is to give corporate leaders concrete ideas about how to improve the overall happiness or wellbeing of employees. Most companies have internal HR departments that oversee things like benefits, payroll, and general employee activities. In large companies and in divisions that have been around for a long time, though, HR staff may no longer be getting a complete or accurate idea about how their policies are actually impacting the employees on a personal level. Dedicated consulting firms can often fill this gap.

(source: www.wisegeek.com )

I am able to cover the following areas:

• Consulting in the areas of: HR processes, remuneration, benefits, employment relationship, internal communication, relationship management with trade unions, employment satisfaction, advisory and preparation to difficult time periods in the company life-cycle like: transitions, growth, reduction, merger, etc.

• Consulting in the areas of: talent management, succession related development, coaching, trainings focused on improving managing, organizational, communication, people handling and personal soft skills

• Consulting in the area of: outsourcing of administrative and executive services (administration, budgeting, payroll services, handling unpopular matters like layoffs, disciplinary issues)

• Personal Audit, Audit of selected processes / areas

• Lead and implemtation of your projects focused on various HR and Customer/Client/Employee Satisfaction areas

• Expertise: human capital valuation and other human resources related

What is your benefit of having an external consultant:

You will receive very concrete ideas and recommendations, how to improve your critical points in mentioned areas, as well as how to benefit much more of your excellence. You will have an access to an independent view of an external expert connected with the market that forms and influences your employees or clients much more than you can control internally.

Consultant can identify some of the gaps that your internal teams are no longer able to see. This will help us together to bring solutions designed on your needs.

I come to you with:

Independence.

Expertise and Delivery that proves my competency.

Target focus.

Trust built naturally through my etics, moral and human approach.

Ability and willingess to share values.

Natural acceptance in a highly demanding international environment.

What does it mean exactly?

Education and Development:

“Education” is generally defined as the process of learning and acquiring information. Formal learning in a school or university is one of the most common types, though self-teaching and so-called “life experiences” can also qualify. Communities around the world place a high value on educating people of all ages, whether formally or informally. It is widely believed that constant exposure to new ideas and skills makes people better workers, thinkers, and societal contributors.

Formal Schooling

Most people associate education with schools and classrooms where trained teachers present information to students. Classroom learning generally starts when a child is relatively young — around age five-six in most countries — and continues until the teenage years. The purpose is not to prepare a child for a specific job, but rather to help him or her develop critical reasoning and thinking skills. Reading, writing, and math are very common lessons for young learners. As students progress in their schooling, they often come into contact with more challenging subjects like written composition, history, and advanced sciences.

Continuing education on specific skills

People take continuing education in the form of workshops, seminars, home-study or online courses, conferences, and hands-on training. There is no specific format or length for this type of program: some may take a weekend, while others can span weeks or even months. In the case of education for personal advancement only, students usually don’t receive college credits, as the courses are not considered part of the standard educational system. A common characteristic to all continuing education programs is a registration process. Attending a conference or cultural event that is open to the general public does not give attendants any type of education credits, and cannot be considered formal training.

One of the biggest benefits of continuing education is that it can improve one’s skills in a current job or help gain new skills in preparation for a career change. Necessary skills in many job fields can change over time, so one must continue learning to be prepared for potential changes. This type of education also is critical for those who plan to switch careers or need cross-functional skills in a current job. Online learning and company training facilities have made it easier to further one’s education without the need to quit working.

Employers require employees to learn new skills to maintain their current job or move to positions that require advanced skill levels. Many companies offer some kind of educational assistance program that can help cover a portion or all of one’s educational expenses.

If one is interested in joining a different career field, continuing education courses are critical for obtaining the necessary skills for the new career. Although some fields may have some overlapping skills, others require an entirely different skill set. Depending on the prospective career, an entirely new college degree may be necessary. Other occupations may require only a course or two at a vocational school or may involve a certification program with field experience requirements.

Alternative education

Alternative education is an approach to education with a philosophy and style which differs from that of mainstream education. There are a number of alternative forms of education, geared at a wide variety of students, and many nations have some option available for people who want it, especially in urban areas. Some people refer to this type of education as “nontraditional education,” to emphasize the fact that it does not use traditional practices, and to avoid bringing up the stigma which some people associate with “alternative.”

(source: www.wisegeek.com)

I am able to cover the following areas:

• Education in the area of process management, quality management systems

• Trainings, workshops, interactive role-play sessions individually designed on your needs, improving your employees´: managing skills, organizational skills, communication skills, presentation skills, people handling skills (both soft and hard skills)

• Mentoring in the areas of Human Resources, Marketing, Sales for your employees on relevant positions

• Coaching (contracted certified coach)

• Succession related development

• Designing your Training and Development Programs (overall, per positions, invididual plans)

• Specific sessions designed based on your needs in relation to market changes

• Face-to-Face sessions

• Individual advisory / personal development sessions with your management teams, talents, high potentials

What is your benefit of a continuing proper education:

You can improve your own or your employees skills they need in their current job. You can adapt your or your employees current skills to the changed requirements generated by the market, technologies, team structure, company needs. You can prepare yourself or your employees on a career switch or a career move. You can develop your own or your employees soft skills that are currently causing useless missunderstandings, difficulties, conflicts or any other inconveniences in daily private of professional life. You can make your and your employees lives happier, easier and more fullfilling.

You will not change it all in a second. It takes time and a huge portion of individual will and positive approach.

But finally you can move your own or your employees skill/will ratio to much more efficient and pleasant levels.

I come to you with:

Independence.

Expertise and Delivery that proves my competency.

Target focus.

Trust built naturally through my etics, moral and human approach.

Ability and willingess to share values.

Natural acceptance in a highly demanding international environment.