Services

Selection and Hunting

Selection and Hunting

 

1. Knowing the need

We know the culture of the company, the role, its responsibilities, objectives and key challenges to cover; as well as the experience, knowledge and skills required for the success of the process.

2. Sourcing: research & hunting

We have our database, latam/global contact network, visualization in social networks as a source of recruitment; We contact potential candidates to offer the challenge.

3. Interview & PDA Assessment

  • Complete management of the process with professionals and the company. We carry out interviews evaluating learning capacity, skills, knowledge, abilities and aptitudes required for the position.
  • Interviews with the line and assigned people of the organization are coordinated with those candidates who respond to the skills and abilities required for the position.
  • Complete management of the process with the professionals and the company.

4. Proposal & Negotiation

The professional and the Company are accompanied in the instance of the offer to the selected professional.

5. Start

The professional and the Company are accompanied in the entry and induction stage.

Training

Training

 

 

1. Knowing the need

We know the culture of the company, the need for training, the current situation, training plan, objectives.

2. Diseño y Objetivos

We design virtual or face-to-face workshops, knowing the profile of the people who will participate, the culture of the company. and the leadership style, understanding its purpose and the scenarios where they must transfer the learning to the responsibilities of each role and type of business.

3. Preparación de la didáctica y recursos

We design the theoretical-practical material and the required material resources adjusted to the identified need.

4. Capacitación

  • The design and schedule of the training is presented to the Company
    Adjust what is required
  • Training or practical theoretical workshop is given.
  • Each participant builds an action plan to transfer the learning to their job.

5. Evaluation and monitoring

  • An evaluation of the Training is carried out (content, material, trainer and transfer to the daily task)
  • The transfer of learning in the workplace is monitored.

Personal Coaching

Personal Coaching

 

1. Knowing the need

First meeting to get to know the person, their current situation, the objective to work on in the process.

2. Dream and Goal

  • Explore, search and definition of the Dream or Goal to achieve.
  • Check that the Goal to be achieved is ecological, is in harmony in all areas of life.
  • wheel of life

3. Values

Explore, discover and identify the driving values of your life

4. Beliefs

  • Explore, discover and identify limiting beliefs and empowering beliefs.
  • Identify the value behind the belief.
  • Release limiting beliefs, replace them with new beliefs.
  • Deepen empowering beliefs.

5. Action Plan

  • Design, build the Action Plan to achieve the Dream / Goal.
  • Schedule, action, resources, times.
  • Milestones / Celebrations.

Process of evaluation and detection of potential

Process of evaluation and detection of potential

 

1. Know Target Position

  • Know the job description (tasks/responsibility/competencies)
  • Know the mission and objective of the position

2. Assessment Behavioral Profile

  • Obtain through potential software the behavioral profile of the person. (PDA Value Drivers).
  • Group Assessment Center to observe competencies.

3. Interview by competencies

  • Interview for competencies.
  • Analyze, knowledge, experience and skills of the person.

4. Reports

  • Prepare a complete report of the person's profile and skill (competencies, abilities, knowledge, experience, strengths and weaknesses)
  • Return to the Company on the evaluation carried out.

5. Return to Candidate

  • Return of the process to the candidate

Professional Orientation

Professional Orientation

 

1. Goal Definition

  • Define the goal to be achieved in the process.
  • Provide the space to explore different scenarios and limiting beliefs.

2. Evaluation of Potential

  • Obtain through potential software the behavioral profile of the person. (PDA Value Drivers),
  • Know the values of the person, styles of thoughts and skills.

3. Labor Market Analysis

  • Provide information about the current global labor market.
  • Provide information about the future global labor market.
  • Analizar necesidades, oportunidades y alternativas.

4. Universities

Analyze information on the educational and professional proposals offered by the different universities.

5. Racing

  • Research and discuss careers related to the individual's interests, abilities, and purpose.
  • Analyze the study plans of the different careers chosen and the orientation of the faculties.

6. Action plan

Build the action plan to be carried out to reach the life purpose that the person discovered and chose.

Career Coaching and Outplacement

Career coaching / outplacement

 

1. Close

  • Closing process of the completed stage.
  • Assess the achievements, development and learning of the previous stage.

2. Self-knowledge

  • Process of introspection, self-knowledge,
  • Recognition of their strengths as well as their limiting and empowering beliefs.
  • Obtain through potential software the behavioral profile of the person. (PDA Value Drivers),
  • Know the values of the person, styles of thoughts and skills.

3. Professional Purpose

Explore and discover your new life purpose.

4. Search Strategy

  • Explore different strategies for the pursuit of purpose.
  • Defined the purpose, construction of the action plan to achieve the new professional purpose.

5. Undertake

Start the venture, reflect on the successes and calibrate the mistakes.

6. New path

  • Accompany the entrepreneurship in the first steps.
  • Appreciate and celebrate achievements.

Consultancy / Advice to entrepreneurs and owners of companies

HR consulting in SMEs

 

1. Know Culture

  • Meeting with the owners to understand the need and relieve the culture of the company.
  • Understand the business.
  • Know the organizational chart of the company.
  • Observe processes and procedures of daily work.

2. Individual interviews

  • Interview middle managers.
  • Interview key personnel from different areas.

3. Diagnosis

  • Prepare a diagnosis of the current state of the company.
  • Design the future state to be achieved according to what is surveyed and observed.
  • Define the actors that will lead the improvement process.

4. Work Plan

  • Define the objectives to be achieved.
  • Design strategies to achieve the objectives (development, training, coaching; strategy, methodology, leadership, communication, etc.).
  • Build the work plan (concept, action, people in charge, times) to ensure.

5. Implementation

  • Actively work together with the actors of the improvement plan.
  • Carry out partial analyzes to calibrate the plan.

6. Results

Establish tools that allow sustaining the changes achieved over time.