Organizational Development & Human Resource Management

Areas of action


• Managerial • Evaluation system
• “Management” system • Training to support organisational development
• Recruitment • Organisational development
• Rewards system • Internal communication



Guaranteeing the Management support in planning and/or handling changes in the organisation:

      • assisting in the analysis of the context to define, produce and manage the company organisational changes in line with business requirements and available resources (internal – external).

“Management” system

Guaranteeing the set up and/or implementation of a HR management system in line with business goals and company values:

      • Checking and proposing improvements and/or managing the hiring and integration of personnel.
      • Checking internal management methods and styles and/or making suggestions regarding and working alongside the Management or managers to handle individual events and conflicts.
      • Checking and proposing improvements in contract management.
      • Checking HR management rules and procedures (working hours and access, missions, holidays, car, etc.) and suggesting improvements and suitable methods of communication.
      • Assisting with the management of company relationships with the unions.
      • Assisting with the monitoring and subsequent management of personnel costs.
      • Helping with the analysis of HR processes


Guaranteeing the recruitment of people in line with the quantitative and personal and professional requirements of the company:

      • Supporting the analysis of requirements.
      • Defining the profile.
      • Defining the process best suited to the company.
      • Identifying recruitment channels and assisting with their management if necessary.
      • Assisting in selection.
      • Setting up the internal recruiting system.

Rewards system

Guaranteeing the establishment of a rewards system which aims to produce maximum equilibrium between the economic possibilities of the company system and recognition of people’s values and performance.

      • Analysing the composition of pay and other elements.
      • Defining pay policies in line with business goals, organisational and social values.
      • Proposing individual improvements in the composition of the pay system.
      • Analysing, assessing, setting out the variable pay and/or MBO system, to adapt it to business and organisational goals.
      • Performing internal pay analyses to identify the reference parameters for pay policies to be used during recruitment.

Evaluation system

Guaranteeing support for all managerial roles and individuals to maintain the correct focus on company goals in compliance with the values inherent in the HR management and development system:

      • Analysing the evaluation system, if present, to improve it or adapt it to business goals.
      • Setting up from scratch systems for evaluating performance or other systems.
      • Identifying and implementing the ideal process.
      • Identifying the training needs of managers.
      • Forecasting and managing the consequences of the evaluation system.
      • Assisting managers in managing the evaluation process and individual cases.


Training to support organisational development

Guaranteeing the development of internal human resources according to the overall quality that the company intends to offer to external customers:

      • Helping with the analysis of requirements.
      • Identifying suitable channels.
      • Creating targeted training events
      • Creating the Training Plan.

Organisational development

Guaranteeing support for the Management to define the best possible solutions for dealing with change in the organisation:

      • Check-up of the current state (strong points, weak points, indications, etc.).
      • Identifying plans for change.
      • Working with the management on organisational decisions and evaluations.
      • Implementing organisational communication.

Internal communication

Guaranteeing assistance in the definition of methods and tools for internal communication which support the management system:

      • Analysing tools and channels used and the company style.
      • Identifying the values and goals to be communicated.
      • Identifying shortcomings which can be overcome by activating an internal communication system or planning specific action.