Performance problems result in poor quality of products and services, delivery delays, high level of claims and complaints, and a subsequent customer dissatisfaction and loss of market share, among others. The implementation of Human Performance Improvement (HPI) tools allow us to develop systematic and effective solutions, taking into account organizational process and human aspects.

To make sure that the people who will join the organization become its “most valuable asset”, we need to carefully define the profile, competencies, values and attitudes for the position requested - values and attitudes that we will not be able to develop or train within the organization – therefore, qualities that should be innate among them. Incorporating these values and attitudes to our companies, along with the necessary knowledge and skills, will be the key aspects of success and differentiating potential of our organizations. Our search processes are focused on successfully identifying these differential competences.

In the current competitive business scenario, the key for success is related to the development of leadership and management skills. The ability to build a motivated, committed and coherent management team, where every member contributes, is a differential feature within successful organizations. Management coaching and Team building are fundamental tools to ensure good management performance.

We build up training programs considering the development of those key skills required for human resources management within the organization. We provide support for all those processes that include incorporating new technology or narrow the information gap to improve staff’s performance.

Policies for compensation and benefits should be aligned with the company’s strategy and objectives. To accomplish this task, we help the organizations design compensation structures, programs of variable incentives, and recognition and benefits schemes. We work on these structures to achieve adequate internal and external equity, developing position’s evaluation systems and market’s salary level measurement.

When new laws and regulations are introduced in collective work, it is vital to develop the right strategy for the workforce relationships, both individual and collective. We provide support to the organizations in order for them to develop adequate business relations and collective negotiation policies.