Services

Human Resources Management

Human Value

In line with ever-present change and development in business world, organisations have adopted a different point of view regarding their employees. In the past, employees were considered as mere ‘resources’ that are indicated in organisation chart of the institution and symbolised by figures and amounts; today, however, such approach no more exists. Indeed, any corporation with such approach can no more attain its targets. On the other hand, the institutions, which consider employees as their most important asset, proceed in a rapid and safe manner towards their objectives determined in line with corporate vision and mission. Consequently, Human Resources have become more important and comprehensive. Any company seeking institutionalisation and growth is aware of the importance and possible contribution of Human Resources. Man is the most valuable asset of enterprises where employees are considered as an “asset” that may be a diamond in the rough. In such an environment, the objective of Human Resources should be to unearth the value of man, to utilise such value as necessary and to develop the potential values. Believing that each person is valuable, PROGROUP family offers PROİK in order to enhance contribution of Human Resources to organisations and their employees, to anticipate and solve possible problems and to ensure rapid adaptation to changes so you can become the best in the sector thanks to our up-to-date and ever-developing structure.



HUMAN RESOURCES SITUATION ANALYSIS

  • Corporate Culture Analysis

  • Employee Satisfaction Analysis

  • Personality Analysis

  • Human Resources SWOT Analysis

  • Human Resources Inventory Analysis



HUMAN RESOURCES STRATEGY, POLICY AND PLANNING

  • Human Resources Strategic Goals and Targets

  • Human Resources “Balanced Scorecard”

  • Business Main Target and Basic Policies

  • Basic Organisation Principles

  • Ethic and Moral Values

  • Human Resources Policies



JOB ANALYSES, JOB DEFINITIONS AND ORGANISATIONAL DESIGN

  • Job Analyses

  • Job Definitions



PERFORMANCE MANAGEMENT

  • Performance Evaluation Methods

  • Determination of Performance Criteria

  • Competency Models

  • Establishment and Implementation of Performance System



SELECTION AND JOB PLACEMENT

  • Candidate Search and Guidance to Enterprise

  • Candidate Selection Tests and Interviews

  • Recruitment

  • Orientation and Training



TRAINING AND DEVELOPMENT MANAGEMENT

  • Training Requirement Analysis

  • Training Plan

  • Training Content Design

  • Training Organisation

  • Executive Training and Development



CAREER MANAGEMENT AND SUCCESSION

  • Establishment of Career Criteria

  • Career Plans

  • Career Maps

  • Succession Plan and Organisation



WAGES

  • Job Evaluation

  • Wage Policies

  • Wage and Salary Researches

  • Establishment of Wage Scale

  • Incentive Pay Systems



TALENT MANAGEMENT

  • Determination of Competencies

  • Establishment of Competency Pool

  • Ways to Reach Talented Employees

  • Ensuring Loyalty of Talented Employees to the Organisation



REWARD AND SUGGESTION SYSTEMS

  • Establishment of Suggestion System

  • Determination of Honour and Discipline Criteria



ORGANISATION OF HONOUR AND DISCIPLINE COMMITTEE

  • Establishment of Honour and Discipline System

  • Determination of Honour and Discipline Criteria



HUMAN RESOURCES REPORTING SYSTEM

  • Human Resources Work Flow and Procedure

  • Human Resources Report Guide

  • Human Resources Reporting Map   

Paylaş