Consultancy

We provide and implement a specific software supporting information arising from the development and implementation of the Integrated Human Resources.

We identify and define the panel of competencies requested from Employees when carrying out jobs for the Organisation as a result of a business deal underway and how it is viewed and managed.

We prepare the job requirements profile based on their position in the framework and the responsibilities attributed to them and we also identify the characteristics that their occupier should have in order to ensure their correct and proper execution.

We point out and classify them according to hierarchy, through a series of assessment criteria, with a view to their contribution to the results of the business deal.

We design and use the assessment model that will enable the degree of performance suitability of Employees to be appraised and their development or potential needs to be identified so that they may take on more demanding positions.

Our model that identifies, characterises and integrates the professional development possibilities existing in the Organisation and we also define the rules that must guide Employee displacement amongst the different job frameworks considered.

We construct the grid of wages attributed to the different jobs in accordance with their position in the framework and their responsibilities and define the rules that should govern both their update and the wage progression of Employees.

We identify the position of the Organisation’s payment system on the employment market, which results from analysing and comparing a series of compensatory information gathered in a sample established by similar Organisations.

We identify the degree of satisfaction and motivation of the Organisation’s Employees based on the collection, systematisation and analysis of information that they supplied when questioned on the suitability of the content of their jobs and the organisational environment in which they performed them.

We develop a technical/practical programme, which is aimed at aiding professionals to become aware of and develop their skills and potential in order to obtain better personal and professional performance levels.

Selecting applicants just through interviews may not suffice to avoid recruitment errors with serious consequences for the organisation. Reduced productivity and sales, breaches of moral codes or even fraud may be the results of negligent recruitment.

HR specialists estimate that the financial costs of bad recruitment may vary between 150 and 250% of annual wages according to the staff hierarchy being dealt with.

We cannot ignore the fact that some applicants are able to deceive any interviewer. At EGOR we believe that the best success predictor of a future employee is the assessment of his background.

To avoid these risks, we launched a Curriculum Certification service at EGOR in 2004, which includes verification of literary skills and the veracity of dates and previous jobs done.

At EGOR, we help all professionals to prepare a certified, well-structured CV upon request, certifying most important data through observing documents that prove its veracity.