If the team has grown in numbers, but the results remain unchanged (increase in labour costs while financial indicators stagnate), there is a lack of understanding regarding employee activities and how to control them.

By establishing an organizational structure, defining areas of responsibility, implementing KPI/OKR frameworks, and revising HR processes, the following can be achieved:

• Understanding open positions, the need to strengthen or replace a person;
• Developing a hiring plan and budget.
• Forecasting workload surges and staff turnover.
• Identifying individuals suitable for new levels of responsibility.

Analyzing metrics, determining the causes of inefficiency, implementing necessary processes, providing training, replacing employees, and coaching C-level staff will enable:

• Increased efficiency.
• Establishing objective performance evaluation criteria with action plans for improvement.

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We can develop, implement, and automate specific individual HR processes, but we can also build an HR strategy and implement it through HR Subscription: handling all HR-related issues and projects within your company using our own.
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If you are entering a new market or launching a new project but are unsure how to hire in a new country, especially when you need to hire quickly.

We will assist in structuring your team with role descriptions and hiring the team/people for key positions. As a result:

• Employees of the appropriate level will be found, taking into account cultural peculiarities.
• There will be no overpayment for 'market entry' fees charged by local agencies.

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If 90% of your time and energy is consumed by operational tasks instead of strategic ones, there is a feeling that 'I am constantly solving team issues, as if the business would come to a halt without my involvement'.

By conducting team interviews, analyzing performance indicators, managers assessment, providing training or considering replacements, and offering personalized coaching to the CEO, the following outcomes can be achieved:

• Team Leaders will learn to effectively manage teams and take on responsibility.
• The CEO will desire to delegate, as they will be able to trust and have a transparent system of control.

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If HR does not use HR tools to address business challenges and only focuses on recruitment.

Setting expectations for HR and comparing them to their capabilities, evaluating the current team, strengthening it, and/or considering reassembly will allow:

• Performing the HR team its core functions.
• Having people who are strong in priority functions within their respective areas.

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If there is uncertainty about how to find the right person for a key position and entrust them with business management after a 2-hour interview, if the current team and its performance are unsatisfactory, and if there is insufficient data to make decisions even with a data-driven approach.
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