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    Да споделя   ID: 18231:21187
    Поръчка STRATEGIC,FINANCIAL AND HR MANAGEMENT CONSULTING
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    Описание

    1. Strategic and Operational Management

    1.1. BUSINESS STRATEGY DEVELOPMENT

    The service is required when:

    §The management needs more clarity as to the competitive advantages, long-term goals and vision for the business' development;

    §The staff and the management do not share a unanimous vision about the company's strategic development;

    §There is no long-term planning of the introduction of new products and services, sales and growth, forthcoming investments' control, etc.

    §The employee's individual performance is not linked to the achievement of the corporate goals.

    Benefits for the Client:

    §Clarity as to the company's strong and weak sides and selection of an adequate niche for its positioning;

    §Long-term business development planning and ensuring advantage to the competition;

    §Possibility for investments' planning and their financial support;

    §Unanimous business development vision;

    §Correlation between the strategy and the employees' individual performance.

    1.2. BUSINESS PROCESSES AND ORGANIZATIONAL STRUCTURE OPTIMIZATION

    The service is required when:

    §The financial and operational targets are not met;

    §The time for performance of the business processes is too long;

    §Decision taking is difficult due to a complex organizational structure or lack of clear authorities;

    §The processes are performed in a different way from the different staff;

    §The roles and responsibilities are not clear and there is duplication of activities;

    §The costs for performing the processes and too high;

    §The processes are performed with many deviations, interruptions and pass through many specialists and departments.

    Benefits for the Client:

    §Effective business processes in terms of costs, time for execution and internal employees' interaction;

    §Reduced operational costs through elimination of duplicated activities;

    §Effective and simplified organizational structure;

    §Consistence between the organizational structure and the corporate strategy;

    §Simplified overall operational process and improved staff motivation.

    1.3. SALES PROCESSES OPTIMIZATION

    The service is required when:

    §The sales targets are not met;

    §There is no detailed sales' planning and reporting;

    §There are no clear roles and responsibilities in the sales process;

    §The sales staff are not sufficiently motivated and proactive;

    §The customer service level is not satisfactory.

    Benefits for the Client:

    §Best practices for long and short-term sales planning and reporting;

    §Sales targets' achievement and increased sales revenues;

    §Clearly defined roles and responsibilities of the participants in the process;

    §Sales staff motivation and initiative for better performance;

    §Best practices for Customer Relationship Management (CRM);

    §Improved customer service.

    1.4. SUPPLY CHAIN OPTIMIZATION

    The service is required when:

    §The company is experiencing delays with its deliveries;

    §The costs for transport and deliveries are increasing;

    §There are problems with the deliveries' quality and timeliness;

    §Increased quantities of finished production and material supplies are maintained and dead supplies are registered;

    §The production capacities are not used optimally and there are wide ranges of their utilization.

    Benefits for the Client:

    §Best practices in Supply Chain Management;

    §Improved operational effectiveness;

    §Reduced costs for Supply Chain Management;

    §Improved supplier relationships and performance;

    §Increased free cash availability;

    §Increased assets' utilization;

    §Increased customer satisfaction.

    1.5. BUSINESS PERFORMANCE MANAGEMENT AND IMPROVEMENT

    The service is required when:

    §The financial and operational targets are not getting achieved;

    §The strategic goals are not linked to the employees' individual performance;

    §There are no process, indicators or technology tools for process performance monitoring;

    §There is overall staff ineffectiveness and lack of motivation.

    Benefits for the Client:

    §Comparative analysis of the company's performance as compared to the competition;

    §Best practices for business performance measurement through Key Performance Indicators (KPIs);

    §Achievement of the strategic goals by linking them with the employees' individual performance;

    §Availability of technical tools for automatic reporting of the KPIs and their analysis;

    §Ability to make informed management decisions;

    §Improved overall business performance.

    1.6. CUSTOMER SATISFACTION SURVEY

    The service is required when:

    §There is no detailed client feedback or there are a large number of customer complaints;

    §It is necessary to identify areas for improvement in relation to the products/services supplied;

    §It is necessary to maximize the sales through the achievement of higher customer satisfaction;

    §It is necessary to improve the image and reputation of the company on the market.

    Benefits for the Client:

    §Care for the client through organizing a Customer Satisfaction Survey;

    §Identified client requirements and areas for quality improvement of the products/ services;

    §Improved corporate image and reputation;

    §Increased customer satisfaction;

    §Increased sales revenues.

    2. Financial Management

    2.1. ANALYSIS AND RECOMMENDATIONS FOR FINANCIAL RESULTS IMPROVEMENT

    The service is required when:

    §The financial targets are not met;

    §There are difficulties in revenues' and expenditure's management;

    §There are areas of ineffectiveness in the financial management processes - planning, budgeting, financial and management reporting, etc.;

    §There is no adequate financial information for making management decisions.

    Benefits for the Client:

    §Clarity as to the areas in which there are losses or missed benefits;

    §Identified factors for reducing/increasing the profitability;

    §Optimized financial management processes, including planning, budgeting, revenue and expenditures' management, financial and management reporting;

    §Improved decision making process.

    2.2. MANAGEMENT REPORTING IMPROVEMENT

    The service is required when:

    §The company's reporting does not serve the needs of the management and is limited to standard accounting reporting;

    §It is necessary to implement a process for revenues and expenditures' management with a suitable data classification;

    §There is no data structure for the required management analyses;

    §There is no clarity as to the company's overall and separate activities' profitability.

    Benefits for the Client:

    §Management reporting, allowing informed management decisions;

    §Identification of potential areas for performance improvement and investments;

    §Precise cost price calculation;

    §Availability of a platform for generating accurate business analyses;

    §Accurate financial flows' reporting.

    2.3. BUSINESS PLANNING AND BUDGETING

    The service is required when:

    §There is no revenue, expenditure and cash flow planning process or the current process is ineffective;

    §There is need for improvement of the planning of the required resources;

    §The planning horizon does not fit with the cycle of the main operational processes (production, orders, procurement, sales, etc.);

    §The liquid funds' management is ineffective;

    §It is necessary to monitor planned against achieved results;

    §There are difficulties in reporting company profitability by business processes;

    §The planning and budgeting process does not reflect the company's strategic goals.

    Benefits for the Client:

    §Long-term financial planning and budgeting;

    §Identified revenue and expenditure drivers and improvement of the financial reporting;

    §Effective investment planning and risk assessment;

    §Business financial performance analysis and control;

    §Operational cash flow planning;

    §Effective cost management.

    2.4. CAPITAL MANAGEMENT

    The service is required when:

    §The assets' effectiveness and return on investment are not at the necessary level;

    §The value of the assets held (long-term and short-term) is too high;

    §It is necessary to improve the liquidity and reduce the cycle of the cash flows;

    §There is dead stock;

    §The capital and asset maintenance costs are too high.

    Benefits for the Client:

    §Best policies and practices for capital management;

    §Improved receivables, material supplies and supply chain management;

    §Ability to reduce the asset management costs;

    §Assessment of the need for outsourcing of supporting processes;

    §Improved business liquidity;

    §Improved asset effectiveness and return;

    §Reduced capital risk and expenses.

    2.5. COST PRICE MANAGEMENT

    The service is required when:

    §There is no defined structure and method for cost price calculation;

    §High operational activity costs;

    §No optimal cost price due to an ineffective cost and capacity management;

    §Need to improve the effectiveness through identifying the profitable business activities.

    Benefits for the Client:

    §Structure and method of cost price calculation;

    §Identification of profitable/non-profitable products;

    §More favorable supplier terms and supply chain optimization;

    §Effective cost management through resources' optimization and accurate capacity management;

    §Improved business competitiveness.

    2.6. FINANCIAL POLICIES AND PROCEDURES ANALYSIS AND OPTIMIZATION

    The service is required when:

    §There are no policies and practices for the work of the Financial Department;

    §The financial and accounting policies and practices are not observed and there are no checks and controls;

    §The current work policies and practices do not meet the company's needs.

    Benefits for the Client:

    §Overall work policies and procedures for the Financial Department;

    §Reduced risks, related to ineffective financial management;

    §Higher quality of work in the Financial Department.

    2.7. FINANCIAL FUNCTION RESTRUCTURING

    The service is required when:

    §The financial function management does not meet the company needs;

    §The financial management processes in the company are heavy and ineffective;

    §There is lack of clarity as to the roles and responsibilities of the financial team members;

    §An overall restructuring of the financial function is required.

    Benefits for the Client:

    §Improved financial function management and effectiveness;

    §Increased integration of the financial function with the other processes;

    §Clear roles, responsibilities and authorities of the members of the financial team;

    §Consistence between the company strategy and the financial function;

    §Improved business capital structure.

    3. Human Capital Management

    3.1. ANALYSIS OF HRM PROCESSES EFFECTIVENESS

    The service is required when:

    §The HR management (HRM) function does not meet the requirements of its internal clients (other units and departments);

    §The competencies of the key staff are not at the required level;

    §The HRM processes are not synchronized and do not support the company strategy;

    §There is insufficient communication between the HRM function and the top and middle management;

    §The current HRM processes are insufficient or do not function well;

    §The needs of the top management are not met by the HRM function;

    §There is high staff turnover.

    Benefits for the Client:

    §Feedback about the quality of the current HRM processes and recommendations for their improvement;

    §Audit of the observance of the current HRM procedures and processes;

    §Benchmarking of the effectiveness and efficiency of the current processes as compared to best practices;

    §Clarity as to the required future HRM development.

    3.2. HRM FUNCTION TRANSFORMATION

    The service is required when:

    §The company would like to reduce its costs;

    §The current HRM processes need standardization and optimization;

    §The management feels the need for HRM processes and organization to better support the company's strategy and priorities;

    §The company has plans or is performing mergers or acquisition of other companies and needs consolidation, synchronization of the processes or HRM organization;

    §The company plans implementation of an HRM system;

    §The company plans outsourcing of the HRM processes;

    §The HRM processes are ineffective and the company management faces many administrative issues in the area of HRM.

    Benefits for the Client:

    §Focusing of the HRM function and improvement of its performance;

    §Consistence between the HRM function and processes with the business' strategy and priorities;

    §More effective HRM processes, lower costs and process automation through an IT system;

    §Reduced administrative problems and better support for the top management by the HRM function.

    3.3. HRM POLICIES AND PROCEDURES DEVELOPMENT

    The service is required when:

    §The company has no complete HRM processes and procedures;

    §There are various practices for HR management in the different departments and units;

    §There are missing processes or the HRM practices need improvement;

    §Mergers or acquisitions are taking place, which require uniform HRM policies and procedures.

    Benefits for the Client:

    §Uniform HRM processes, policies and procedures in the company as follows:

    Staffing Needs Planning;

    Recruitment and Selection;

    Training and Development;

    Career Development;

    Remuneration;

    Performance Appraisal and Management;

    Labor Relations.

    §Best HRM management practices;

    §Improved HR management efficiency.

    3.4. REMUNERATION SYSTEM DEVELOPMENT

    The service is required when:

    §The company is undergoing restructuring or intends to restructure its HR management processes, including the remuneration system;

    §Green field projects are planned and remuneration systems are required, which meet the requirements of the company, the local culture and legislation;

    §Improvement is required as regards the consistence between the employees' performance management and their remuneration;

    §There is employee dissatisfaction and pressure to increase the remuneration levels;

    §There are no employees with specific abilities and the company is not competitive on the labor market;

    §It is necessary to improve the productivity and the human resources are identified as the key factor behind this;

    §The HR management processes are ineffective and the company's management faces numerous administrative hurdles in relation to HR management;

    §The lack of talents leads to reduction in the level of productivity.

    Benefits for the Client:

    §Remuneration system, linked to the company's strategy and priorities;

    §Optimized remuneration costs and additional benefits;

    §Remuneration, linked with the employees' individual performance through performance indicators;

    §Retaining the key employees and talents in the company;

    §Competitiveness on the labor market.

    3.5. COMPETENCY PROFILES AND COMPETENCY MODELS DEVELOPMENT

    The service is required when:

    §The company aims at a balanced evaluation of its employees' performance, taking into account both the results achieved as well as the employees' behavior that has led to those results;

    §A precise recruitment approach is required and it is necessary that the job applicants are evaluated in both professional and personal plan, identifying actions for training and development to fill the gaps;

    §It is necessary to set a basis for the training needs' analysis, taking into account the availability of both professional and personal skills, corresponding to the company values.

    Benefits for the Client:

    §Professional competency model, which serves as a basis and a connecting link between some of the main HR management processes - recruitment, goal setting, training and development, evaluation;

    §Opportunity to set more adequate goals before the staff and fair evaluation of their work;

    §Improved communication between the management and the staff and increased motivation.

    3.6. INDIVIDUAL PERFORMANCE MANAGEMENT

    The service is required when:

    §The company notes a decline in the employee's productivity;

    §The employees do not achieve satisfactory work results, do not participate in the strategic planning and do not contribute sufficiently to the achievement of the company's strategic goals;

    §There is no dialog between the staff and the management regarding the employees' performance;

    §The management of the employees' performance is not clearly linked with the plans for their development and the remuneration system.

    Benefits for the Client:

    §Complete methodology and tools for employees' performance evaluation;

    §Objective and fair evaluation of the employees;

    §Improved employee performance;

    §Higher motivation and desire for career development;

    §Improved operational effectiveness through linking the employees' performance with the achievement of Key Performance Indicators.

    3.7. TRAINING AND DEVELOPMENT

    The service is required when:

    §The current training and development activities in the company are ad hoc, inconsistent or completely lacking;

    §The overall employee performance in the company is not satisfactory;

    §There is high valuable staff turnover;

    §The staff do not develop in their jobs and are unable to disclose their potential.

    Benefits for the Client:

    §Planned and systematic provision of the required competencies at a company level for implementing the company strategy;

    §Maximum use of the employees' potential;

    §Higher motivation and employee quality performance;

    §Effective and economic use of resources, at the same time achieving optimal result in regard to employees' development.

    3.8. TALENT MANAGEMENT

    The service is required when:

    §The company would like to take special care of its most valuable people;

    §There are restricted training and development resources and it is necessary that they are used in the most economical way to develop and retain the employees with high potential;

    §Need for succession planning and identification of the future key positions' employees;

    §Staff turnover among the valuable employees.

    Benefits for the Client:

    §Identification of company talents and preparation of procedures for their selection, retention, professional and career development;

    §Maintaining competitive advantage through the availability of highly qualified and motivated staff for key company positions;

    §Increasing the employees' motivation and reducing the valuable staff turnover;

    §Succession planning and continuous high quality leadership for all company units.

    3.9. EMPLOYEE EVALUATION AND DEVELOPMENT (ASSESSMENT CENTERS)

    The service is required when:

    §The company wishes to have an accurate idea about the competencies and potential of all or part of its employees;

    §As part of an internship program in view of directing the interns towards the most appropriate positions in the company;

    §As part of a Talent Management Program;

    §As part of an employees' Professional and Career Development Program.

    Benefits for the Client:

    §Setting up and holding Employee Assessment and Development Centers;

    §Overall profile of the evaluated competencies;

    §Accurate assessment of the participants' potential for development in the competencies defined;

    §Individually prepared recommendations for training and development.

    3.10. EMPLOYEE SATISFACTION SURVEYS

    The service is required when:

    §The company is interested in the employees' opinions and wishes to identify areas for improvement;

    §Need to achieve higher staff motivation;

    §The company needs to improve its image and reputation on the market as a reliable and prospective employer.

    Benefits for the Client:

    §Performing company specific Employee Satisfaction Surveys;

    §Identification of Recommendations for Improvement;

    §Improved company business image and reputation;

    §Increased employee motivation and satisfaction;

    §Retaining quality employees;

    §Improved work environment and team bonding.

    Снимки
    • STRATEGIC,FINANCIAL AND HR MANAGEMENT CONSULTING
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