Development Processes

People are the key distinguishing asset of a company and are therefore crucial in building competitive advantage. Proper Human Resources Management is essential to realising ambitious goals and building a stable position on the market.

Development Processes is our operations area encompassing multiple systems and tools connected with Human Resources Management. All services in this field, from building HR strategy, through designing particular solutions to their implementation, are based on thorough analysis of the situation and diagnosis of our Clients’ needs. We create methods and systems tailored to individual needs and expectations, as well as preparing Managers and HR Departments for their implementation.

A wide range of development processes help us to deliver optimal solutions to our Clients. We recommend which of the tools will be most efficient in assessing, strengthening and developing particular aspects of company activity.

We provide solutions such as:


Method description:

Development processes are closely connected with the general direction in which a company wants to develop. Its current and future needs are the basis for creating a coherent policy and strategy for HR, as well as solutions which guarantee achieving goals through people. Below are presented various tools available to our Clients:

Talent Management

Talent Management programmes play an important development role in an organisation. They aim to identify, develop and retain Talents – people who have huge potential and could in the near future be promoted to managerial positions, as well as people who have unique, strategic knowledge and competences. Talent Management programmes provide a systematic approach, clear rules, various practical development activities and strong engagement both from Managers and Talents. Well-conducted Talent Management programmes promote responsible attitudes and values, create a culture focused on development, ensure continuity of employment in key positions and retention of the best people within the company.

We help our Clients to prepare and implement Talent Management programs. For employees diagnosed as Talents we help to plan individual and team development paths. We also support communication and programme promotion process both inside and outside the organisation.

Employee Evaluation Systems

A system of evaluation is a formal method of evaluating performance and engagement of employees. Evaluation includes both qualitative and quantitative indicators of employees’ performance in the workplace as well as their measurable achievements. Evaluation can be sometimes linked with MBO and/or management through competences.

We help our Clients to define key foundations for the system of evaluation, draft essential documents and instructions, prepare internal communication processes concerning the goals and rules of the evaluation, train both evaluators and evaluees in order to ensure that the implementation of the evaluation process is well received and the results have the expected effects. After implementation of the evaluation system we monitor its functioning, efficiency and we reinforce motivation and development aspects of the system.

Management By Objectives (MBO)

Management by Objectives (MBO – Management by Objectives) is based on the assumption that awareness and motivation of employees is the deciding factor for a company’s success. Management by Objectives focuses on the common team’s goal which is realised through smaller constituent goals and on the collective aim to reach the best results possible.

Three most important elements of MBO are:

  • process of planning team and individual professional goals in line with the company goals,
  • process of monitoring the level of professional goal achievement through employee evaluation,
  • possibility of linking goal achievement level with bonus/promotion policy.

Implementation of MBO involves many aspects of the company’s operations. It requires open and clear communication, understanding of the process within the company, clear definition of the organization’s long- and short-term goals, as well as their translation into goals for particular Managers and employees. For the implementation of MBO to be successful the company and its Managers need to be prepared to set, plan, monitor and evaluate goals properly.

Competence Models

Competence models are sets of the most relevant competences and values that reflect corporate culture and are at the same time the starting point for building development plans and recruitment criteria. The basis for preparing a model are both business goals as well as values and codes of conduct desirable for optimum company performance.

Competences are understood as the knowledge, abilities, skills, personal predispositions, values and attitudes that ensure optimum performance in particular positions, and therefore help the company to reach its goals.

Competences can be divided into the following groups:

  • strategic competences – concerning senior Managers and essential in realisation of the strategy,
  • key competences – common for all employees, distinguishing the company from others operating in the same field and reflecting the company’s vision, mission and values,
  • functional competences – specific to a function (i.e. production, sales, etc.), common for all employees connected with the particular function,
  • professional competences – connected with a particular position/family of positions, they ensure successful realisation of tasks in the position.

The features of an efficient competence model are:

  • relation to strategic objectives of the company and individual development goals of employees,
  • clear criteria based on an analysis of behaviours,
  • easy implementation and management of the model,
  • accessibility for management and employees.