The fast development of the economic environment, the continuous innovation and the social changes arising from these processes force the organisations to place greater emphasis on meeting the requirements of the market and the employees to be more efficient. With our professional advisory background regarding organisation development, we are prepared to manage these processes in accordance with the specific needs of our partners. In the course of our work we support organisational renewal, the acceptance of changes and making people more aware of the need for such changes.

• overview and analysis of the strengths and weaknesses of organisational structures
• assessing the organisational culture, compiling and developing change proposals
• future and strategy planning
• drawing up change management plans
• creating and monitoring human resource strategy
• developing motivation and compensation packages

Organisation development may be necessary even if the organisation operates in a healthy manner, in other words it develops and changes continuously, it adapts to the smaller changes of the environment, yet it finds further development important. Organisation development may also be necessary when the organisation sets about to make radical and complex changes concerning its basis (fundamental aims, method of operation, essential values, technical-intellectual knowhow, critical mass, ownership structure) requiring a new paradigm, and would like to handle such changes. Thus, the following events may constitute the basis for an extensive organisation development process:

• setting up a new organisation
• expanding the organisation
• in case of company acquisition and merger
• harmonising the corporate culture with the strategy
• other internal or external change relating to the economic situation

The processes concerning the change of the organisation are only successful if they are supported by the HR systems and processes already in use or to be introduced. Our advisory work does not stop at the classic OD processes, at conducting one-off “interventions”, but – at the request of the Client – it continues with our support provided in the course of creating or modifying the HR system.

As part of our work, we provide support among others in the following processes:

• elaborating competence systems
• assessing competences
• developing training courses
• conducting training courses