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Executive & Expert & Board SearchOur procedure
The team with the best players wins.
We search, find and identify the best minds for your company. Professionally sound managers who also fit your company in a human way. We are supported by internal and external research teams. We use our personal network, social media and the exchange with industry insiders and the practice group members of our InterSearch partners.
The search for and procurement of management executives has become increasingly challenging. As a result of our experience, you can be sure to profit from our know-how as a Full-Service-Consultant.
Based on the profile which we define together and taking into account the objectives of your organisation, we are able to develop an optimal mix of the most effective strategies in order to satisfy your executive recruitment requirements anywhere in the world.
By means of a structured assessment/appraisal, following each and every project closure, we safeguard utmost transparency and control.
Some key elements of our methods include the use of:
- Competency model – this provides us and our clients with a common language so that we can more accurately identify desired behaviours and skills for the position.
- Behavioural assessment – provides an excellent level of insight into prospective candidates. We will identify how they will behave, how they will lead, how they will approach and solve complex problems and conflict situations, how they will organise and plan their activities, what their emotional profile is likely to be, what motivates them to succeed and what kind of management they will require from their superiors.
There is no progress without experts. We are looking for suitable candidates tailored to your industry and your desired profile. We use the latest technologies and algorithm-based search for traces in the www for the most demanding profiles. We work with you to find out who the best fit for your company is – both professionally and personally. We accompany you from the start of the search and selection project to the conclusion phase – signing of the contract with the selected candidate.
P&P InterSearch team assists you in identifying, attracting, developing and enhancing exceptional top leaders. Proven top leadership is a powerful strategic asset, and there is no room for error in the selection of directors. We provide you a full range of tailored board services, including board search, board assessments and board effectiveness & dynamics.
Identification and selection of the best in any country worldwide
Business today is inevitably global, and the best companies seek key talent without regard for arbitrary boundaries. Our teams work the same way and are able to identify and recruit director candidates in any part of the world. With more than one hundred offices in more than fifty countries, we have one of the largest global presences in our industry, spanning the Americas, Asia-Pacific, Europe, the Middle East, and Africa, including key emerging markets.
Human Resources Management
You can only grow if you learn.
We support managers and employees through training, workshops and coaching to strengthen their personality and skills - tailored to their corporate goals.
Management Assessment is a validated approach for hiring and developing managers.
Discover the dormant leadership potential in your organisation with these management assessment tests designed for internal promotion to leadership.
Knowing your key managers – their strong and weak traits as well as their development potentials, is of essential importance for further development of the company. Leadership potentials assessment gives information about your key performers who actively shape the future of your business development. Therefore, the awareness of your company leadership potential plays a role as important for strategic focus and development, as the assessment of your products, competition and acquisition opportunities.
Information and knowledge of how a company can best use its key leaders, enables the management to lead efficiently. By measuring leadership potential, you will learn which leaders represent your most valuable asset and where you might be faced with staffing risks.
With regards to efficiency of Boards, the focus has often been on the role and functioning of the Board, with much attention given to establishing and following the “rules of the game”.
But today’s challenges demand an efficient board dynamics to outperform in a complex business environment.
In recent years, incidents in business, the shorter shelf life of strategies and increasing pressure from public opinion, have demonstrated that a Responsible and Responsive Board implies:
- Effectiveness and proper functioning
- Judgement to interpret every aspect of the business
- Decision about a strategy and active monitoring of its execution
- Capacity to operate as a collective entity, taking up its role towards all stakeholders, considering to its full extent the human factor
Board Excellence is a never-ending process
We provide executive coaching to our clients to help them explore and find best possible solutions for their top management. By applying motivational interviewing (MI), we provide a goal driven and focused approach aimed at reducing personality deficits, achieving personality change and development.
In a non-judgmental, non-confrontational way we help our clients change themselves, enabling them to identify their intrinsic values and goals, thus stimulating behaviour change.
Our senior coaches carry out the Executive coaching at the highest level of professionalism based on their personal top management experience in leading and managing many international companies. This hands on experience brings particular added value to our clients’ CEO coaching.
A competency system is the basis for optimal recruitment and strategic management of employees. It also supports the company’s founding vision and objectives by combining the key skills of employees to achieve set objectives.
The competency model represents a focused and customized catalogue of skills that are required to achieve the objectives of a specific position or development role. The creation of a competency model is carried out in several stages, in cooperation with the company’s management and experienced employees:
• Identification and creation of corporate competences
• Identification and definition of the competency model for development roles
• Identification, definition and calibration of the competency model for individual positions
• Measurement of the competency model and identification of deviations
• Placement of participants in a matrix of potentials
• Proposal of measures, promotions and education
We use our expertise, methodology and direct experience to develop an effective competency model for the company and provide counseling at all stages of its implementation.
A competency model is the basis for transparency in the system of promotion, recruitment, employee development and planning of training. An implemented competency model will enable streamlining of plans for future development strategies, and harmonise career development of employees with their individual potential to create real added value for the company and its personnel.
The creation of development roles is applicable for large companies. The basis for the creation of development roles comprises the job classification and the competency model. Development roles are created by integrating positions that are similar in terms of content, position requirements and competences into one development role, while taking into account the company’s strategy.
Roles created in this way can be a very good starting point for planning of training and employee career development in the positions comprising an individual development role. By doing so, greater interdisciplinary qualifications are achieved among employees. This ameliorates the difficulties that arise from the temporary replacement of an absent worker or succession planning.
Career planning enables the company and its employees to optimally occupy positions according to the company’s objectives and harmonise them with the individual potentials, ambitions, lifestyles and values of employees. In this way, employees can easily follow the company’s objectives and have more choices for the development path of their personal career. The career planning system encourages self-awareness and self-assessment, the awareness of personal potential and exploration of one’s own developmental potential. Employees are more motivated to take on new tasks and more strongly committed to targeted work. With our assistance, you will effectively plan new positions and educate employees who will be motivated to invest in their own development and committed to the planned objectives. We will provide counseling at all key stages:
• We will conduct a development interview and introduce employees to the process of self-assessment of: skills, potentials, advantages and disadvantages.
• We will provide counseling to employees about their personal education and training plan, and monitor their progress.
• We will provide counseling for the selection of new career opportunities, their benefits and future development opportunities.
• We will provide counseling for the preparation of an action plan.
With career planning, key employees are more effectively retained, the corporate culture and values are strengthened, knowledge is retained in the company and management by objectives is encouraged. The company and employees are more connected and better prepared for changes.
Succession planning is an effective system for adjusting the company to new market conditions upon promotion or departure of key personnel. A succession system enables the preservation and transfer of relevant knowledge to internal employees who are potential successors for key positions. In this way, the company effectively replaces losses, plans new activities and develops its employees to take on new tasks.
With our expertise and methods you will be able to establish effective succession planning by:
• Identifying and defining key development roles
• Identifying potentials for the takeover of key positions
• Measuring potentials and placing them in the development role matrix
• Identifying measures for each development role (planning of group education, training, developing
• Individual development plans
• Recruitment plan
Continuous succession planning gives the company flexibility and a competitive edge on the market, an overview of existing and missing skills and target resources in key business and development areas.
The majority of our courses, development trainings and workshops are custom-tailored and implemented as small groups of participants within the organisation. Because we take time to understand the business needs of our clients, we are able to develop uniquely tailored training programs that improve the efficiency of individuals and groups in a company. We identify the development needs of management, leaders, teams and individuals, by forming partnerships with companies to actively influence the business success of our clients.
The framework of our trainings is comprised of topics that are tailored to the needs of companies and the participating target group. The rendered study materials are strengthened and assessed at follow-up meetings before the provision of comprehensive feedback to the client.
Outplacement is a practical support by professional consultants, which is designed to assist people who are forced to leave the company (due to divestment, merger or poor business results) and helps them take the next step in their careers.
Organisations provide outplacement services in order to help people with individual and collective redundancies or fundamental organisational changes. Outplacement projects are typically carried out individually (one-on-one) or in group workshops.
Individual and group outplacement programs are designed to assist people in coping with possible job loss and taking a positive step forward.
Outplacement consultants assist individuals in focusing upon currently available options and making a good decision for their future.
Practical assistance includes the preparation of a CV, writing a cover letter, searching for employment opportunities and positions, networking, gaining personal presentation skills for job interviews, as well as advice upon arrival at a new position.
With know-how and expertise to success.
We accompany and advise you in your personnel and organisational development.
In order to organise an efficient business by optimising the division of labour and systemisation of work, it is important that business processes are first defined and optimised in the company. One of the most common reasons for process optimisation is certainly the desire to improve typical economic indicators. Regardless of whether it is a desire to reduce costs, improve quality, increase performance, or anything else, this can be achieved by optimisation of the existing business processes.
The revision of business processes most often results in reorganisation of the company. In order to achieve optimal effects, the company must be organised in such a way that it is adapted to the revised business processes.
Reorganisation implies change of the company’s organisational structure. The organisation of work must be aligned with the vision, strategy and objectives of the company. It is important that this is continually adapted to the changing environment and that it is not copied from another company. Depending on factors such as the company’s strategy, activity, the nature of work, size of the company, current position of the company on the market, technologies used, etc., we will choose an appropriate type of organisation so that the company will operate as efficiently as possible, with minimised costs.
The organisation of a company is most effective when it is founded on optimised business processes that are consistent with the company’s strategy.
Continual analysis of the organisation is therefore crucial for the company’s performance. By continually monitoring its organisation, the company will detect potential weaknesses and respond to them in a timely manner.
In addition to the reorganisation of work in the company, the job classification, reflecting the actual distribution of tasks and responsibilities, is just as important. During the classification of jobs, it is necessary to define the tasks and requirements of each individual position, which constitutes the basis for valuation. When introducing the revised organisation and job classification into practice, the need to terminate employment contracts may arise.
Salary is the main source of income for an individual and a basis for the creation of social status, but for employers it is a cost that is becoming a means for increased work motivation, a sense of belonging and a bait to attract the best experts and successful human resources.
Job classification is the basis for job valuation. It is advisable for the company to become acquainted with the salaries of employees in other companies in its branch of activity prior to the job valuation. This data can also be obtained through a salary survey.
The value of an individual job can be determined on the basis of various criteria, amongst which work complexity and required qualifications are key criteria.
It is important to evaluate individual positions and not the employees who occupy those positions. And it is important to ensure that jobs are realistically valuated. Unrealistic valuations imply unrealistic salaries, which can lead to dissatisfaction among employees and even the departure of key personnel.
Identify, remunerate and retain your most important resource – your employees. By researching wage and incentive systems, we shall help you to become more confident in recruiting new employees and making wiser decisions when creating an incentive system. Based on information about where your company stands in comparison to similar companies, you will be able to take a new approach to remunerating management, sales and other personnel and thus attract employees to increase performance. Our research is tailored to the needs of each company and can relate to:
• Specific geographical area
• Specific competitive or otherwise interesting companies
• Specific positions, and / or
• Specific area of remuneration
The survey may include:
• Incentive system, and/or
• Other employment conditions
MBO has proven to be the most effective method of leadership. The essence of MBO is the transfer of organisational vision and strategic objectives to employees, and their identification with them. In such a system, employees understand their role in the company and strive to achieve common organisational objectives while simultaneously developing their knowledge and competences. In this way, MBO effectively promotes the process of development and motivation of personnel.
The concept of MBO represents clearly defined objectives. Difficulties in the implementation of MBO result from unmeasurable and unclear aspects. During the development of management techniques, the acronym SMART has been developed to explain MBO objectives. A successfully introduced MBO implies that employees have agreed on SMART objectives, which can also be an excellent starting point for the remuneration of employees.
Employees who are successful in their work and achieve above-average results should be appropriately remunerated.
The system of remuneration and incentivisation is a very sensitive issue for every company. It is important not to implement an incentive system that is efficient in another company, but to develop a suitably customised system. The choice of incentive system depends primarily on the company’s vision, strategy and objectives.
The system should be understood and accepted by employees. They should know what the management wants to achieve with the incentive system, as this is the only way to ensure that employees will do their work efficiently, thereby increasing the performance of the company. On the one hand, employees see incentives as reimbursements for the effort they have invested in their work, and as recognition of their knowledge and abilities on the other, which further motivates them.
However, the criteria for remuneration can vary widely and depend on specific objectives. An increasing number of companies have recently decided to remunerate their employees on the basis of management by objectives, which means that employees are remunerated when they reach or exceed set targets.
Annual interviews between the manager and the members of the team are an established tool for targeted management of employees and are conducted throughout the entire business year.
Worldwide, annual and periodic interviews are conducted because of the advantages they provide to a society in terms of achieving objectives, becoming acquainted with co-workers and their potential, creating a favourable organisational climate and good relationships. By properly managing these interviews, the energy of employees is directed towards meeting the objectives set by the organisation. Feelings of belonging and responsibility are developed, and internal motivation to achieve common objectives is supported.
It is important that these interviews are not one-off events, carried out only once a year. We must regularly monitor colleagues throughout the year and provide them with valuable feedback. In order to achieve this, companies introduce periodic interviews (half-yearly, quarterly or monthly) to review and assess current results. A final review is conducted at the end of the year, when business results are known.
Do you want to conduct legal procedures and regulate employment relationships in a way that will not only satisfy legislation, but will also have an encouraging effect on the company’s performance and reputation?
Under the applicable legislation and strategic direction of your company, we can prepare or finalise the following general acts:
• Regulation of internal organisation and classification of jobs
• Employment regulation policy
• Regulation of salaries, incentives and reimbursements of employee expenses
• Incentive policy regulation (including counseling for the set-up of an effective system)
• Promotion policy regulation
• Annual leave regulation, and
• The company’s collective agreement.
In addition to our services in the field of employment law, we also provide legal counseling for:
• Preparation of individual acts (contract of employment, notice on the amount of annual leave, etc.)
• Effective execution of employment termination procedure.
ORGANISATIONAL CLIMATE ANALYSIS
Research in the field of motivation has in recent decades shown that organisational climate has a remarkable impact on the performance of employees and the company. Work climate, which increases satisfaction and encourages employees to achieve greater results, has a significant impact on the company’s profitability, due to greater productivity, greater satisfaction among business partners and the retention of key personnel.
In this analysis, we therefore focus on the key areas that influence employee results. By doing so, we identify factors that limit productivity, reduce performance, represent business risks and unexpected cost. In addition, we identify and propose measures to preserve and promote factors that have proven to be effective, as well as appropriate measures for the development of weaker aspects of the organisational climate. The ultimate purpose of the organisational climate analysis is the creation of a performance enhancing environment in which the real value of employees can be fully utilised.
Feedback using the 360-degree assessment method is most often used for the purposes of development and training, for which it was originally developed. This analytical method is increasingly used for other purposes, such as succession planning, but rarely for performance assessment. The 360-degree feedback assessment is one of the most reliable tools for displaying individual development needs for the improvement of employee competencies, by facilitating an objective picture of individual competencies and development needs. The following competencies or behaviours are most often evaluated: leadership, performance, problem solving, organisation of work and time, integrity, communication, flexibility, etc.
Assessment results reveal:
• Advantages of the individual being evaluated
• Possible areas for development
• Similarities and differences (divergences) between self-assessment and the assessments of others.
The most effective method is the online 360-degree assessment, which allows participants to complete the questionnaire online. Usually, this process is outsourced to ensure even greater credibility and data confidentiality.