• Selection of best suitable HR department
• Structuring the department
• Developing HR strategy
• Oraganizing jobs and task withing the department
• Designing developmental plans for HR department
• Training and stuff development
• Supplying HR tools and services
• Coaching and stuff mentoring in the very beginning and preparing them for independent and efficient work

• Designing job catalogue
• Standardising job descriptions

• Developing a model for generic competences
• Developing a model for managers competences

• Designing educational plan and establishing a system of education according to model of generic competences for all employees
• Designing educational plan and establishing a system of education according to model of managers' competences for all manager levels
• Implementing systematic educational modules based on competency models (see our training modules)

• Designing a performance management system according to organisational needs
• Designing the key performance indicators for the whole organisation, its departments and all the job positions
• Designing and implementing of 360 feedback – a tool for systematic and holistic monitoring of competency level by each and every employee and manager (it may be connected to remuneration and it must be connected to training and development plans)
• Adjusting and implementing company's existing HR software for performance management and 360 feedback process.

• Employee satisfaction studies (level and quality of general and specific satisfaction of different kind of employees with their company)
• Customer satisfaction studies (level and quality of general and specific satisfaction of different kind of employees with the company's services and products)

Very often it happens that company already has very talented people and doesn't need to search for them elsewhere; it only needs to recognise and retain them.
Methodus can help you to recognize them and offer them the very best motivational package.
We can help you to perform or we can perform for you different motivational programs:

• Analyses of human potentials (motivational interviews, internal selection, planning the organizational structure)
• Designing efficient employee rewarding system
• Career planning (defining development space, educational plan and evaluation criteria)
• Career development
• HR development strategy design
• Team building, working groups development