Business Management Consulting

To carry out business management consultancy in response to the demands and business strategy of client organizations in order to achieve a high level of performance
ORGANIZA derives its philosophy from a close and personalized partnership with the client organization. ORGANIZA acts to facilitate a methodology designed to stimulate the development of the client organization by means of a transfer of techniques which afterward enable it to function independently. ORGANIZA also sees to it that the changes called for are effectively implemented.
The stages in the process of ORGANIZA’s work methodology:


Strategic Management

This entails a process to develop strategic thinking, implant management models and evaluate leadership performance in order to achieve effective results and enhance the performance of both people and client organization.
  • Strategic Planning;
  • Balanced Scorecard (BSC);
  • Management Action Program.
Change Management

Providing consultancy in managing the processes of change based on a thorough analysis of management models / leadership and the organization’s culture and climate so as to create an environment conducive to the success of the client organization.
  • Organizational Self-AnalysisAnalysis of Organizational Culture;
  • Researching the Organizational Climate;
  • Researching the Style of Management;
  • Planned Change Processes.
 
Organizational Architecture

Providing consultancy to evaluate, restructure and align company processes with the organizational structure.
  • Mapping and Rationalization Processes
  • Organizational Structure;
  • Hierarchy Matrix;
  • Organizing and Empowering Committees.
Situational Analysis of Human Resources

A process of structured interviewing and seminars with the human resources team and managerial staff to identify the main problems in the area, draw form studies and projects under way, form a vision encompassing all the functions of human resources and make suggestions for improvement.
 
HR Strategic Plan

Conducting the process to formulate human resources planning which includes the development of a management instrument comprised of strategic guidelines, general objectives, action programs and drawing up human resources projects – as well as follow up and control of the process by the team in charge.

Organization of Human Resources Management Processes

Structuring human resources aimed at drawing up policies and effecting positive changes in the human resources system. This system is composed of specific products designed to define, in conceptual terms, the subsystems in the area, general guidelines, norms and procedures and to ensure that the appropriate controls are put in place to bring efficiency and effectiveness up to the expectations of the internal client organizations.

System of Evaluation / Staff Performance

Carrying out performance evaluation and follow up for professionals in leadership positions based on aspects such as planning and control, communication and motivation, people management, problem solving / decision making and self-confidence. These aspects are measured in order to determine the behavioral deficiencies of the leaders and to offer support in implementing measures designed to improve their pattern of performance pattern.

Salary Scale

Developing and applying work descriptions and a salary scales which correspond to the management model and dynamic of the organizational structure. This involves the evaluation and description of positions, devising a salary structure, simulations of the impact of implementation, policies and procedures on salary management.

Salary and Benefits Research

Conducting research that provides the company with reliable information on current salary structures in the market in order to analyze the competitiveness of the company’s salaries and benefits

Co-Management of Human Resources

Identifying, developing, evaluating and following up of leadership staff performance aimed at making qualitative improvements in their skills as people managers and value adding agents in the client organization’s business.
  • Recruitment and selection;
  • Training and development;
  • Fixed and variable salary;
  • Performance evaluation. 
  • Personalized and effective solutions in line with company objectives;
  • Maximization of performance relating to costs, meeting deadlines and quality;
  • Close partnering with the client organization in defining the measures required to achieve results;
  • Total use of the client organization’s competencies, knowledge and experience in designing the changes so that they conform to the company’s current culture and values;
  • Building awareness and sensitivity and training the team in order to facilitate entry, integration and involvement which are essential to the sustainability of the processes developed, even after the consultancy has terminated.