Our company provides these services:
“How do I make sure that the people I hire are suitable for the position and also contribute to the culture of the company?”
The key to successful performance is a talented team that is aligned with the company’s culture and strategy.At HR Performance we offer our clients the work methodology and know-how necessary to identify, attract and develop the necessary talent.Through the survey of the hard and soft aspects of the position and its team, combined with a deep understanding of the business and the culture of the company, we contribute to the development of a global profile of the candidate that accounts for the technical and personal aspects to consider.
“I truly know my objectives, but something is not going well, I need a space to reflect and be more effective.”
“I feel frustrated because I can’t find my way.”
In order to develop all the potentialities of a person or team, it is necessary to contribute to their development and guide them in the practices that best take advantage of their qualities. Coaching is a process that fosters self-awareness and constitutes a motivation and a tool for change, as well as the guidance necessary for that change to satisfy individual and organizational goals.
Ontological coaching is a discipline of transformation based on a model of Observation, Action and Result that understands that the actions that each one performs and the results obtained depend on the observer. A coach operates as an agent of transformation. It is done in weekly sessions of approximately one hour. The coach facilitates the development of the competencies required by the position and also new learning.
“I want to take care of the people in the organization, but I don’t know how to do it in the most effective way.”
Well-being gives its maximum benefit in the medium-long term, through the adoption of healthy habits that lead to improvements in the health and performance of employees and teams.
- Greater creativity
- Better teamwork
- More energy
- Less absenteeism due to illness or accidents
- More lucid minds
- Better employee experience
- Improve the employer brand
The corporate wellness programs must have continuity over time, their execution takes place in the medium to long term, which is the period necessary to consolidate the change of unhealthy habits and routines among workers.
WHAT DOES A WELLNESS PROGRAM CONSIST OF?
- Healthy spaces
- Active breaks
- Functional training
- Nutritionist Advice
- Team Sports
- Development of emotional skills
- Conscious leadership
- Cohesive teams
- Organizational alignment
- Culture and work environment
“I need to train those who work with me.”
We design and implement learning processes to strengthen capacities and unfold leaders’ and teams’ potential within organizations. We build meaningful experiences for companies to implement changes within the organization.
Some contents are:
- Middle Managers: Better Leaders= Better Teams
- Negotiation and Difficult Conversations
- Collaborative Work, Teamwork
- Performance Feedback & Feedforward
- Distant leadership
“We lack clarity, we are not clear where we are going.”
“We work in silos that operate as airtight compartments.”
“Communication within the organization is not clear or effective.”
Organizational Development is a set of tools designed to enhance the factor that in today’s world is the greatest key to achieving a sustainable competitive advantage: the human factor.
Our approach is holistic, starting with the purpose of the organization. It is necessary to observe the system from above, taking into account all the factors, and to know all the pieces of the game. We work from the personal, with a human and sensitive approach to the development of skills.
We specialize in helping our clients create competitive advantages through their people. We develop programs that allow the detection, retention and development of those employees who make a difference.
At HR Performance we understand that all people-related processes, from recruitment or training to payoffs or incentive systems, must be aligned and reinforce the purpose, strategic design and goals of the organization.
In other words, each process that involves people is custom-designed so as to reinforce everything that makes the organization unique.
The processes we design for our clients include:
- Recruitment policies and processes
- Onboarding / Induction
- Performance Management
- Compensation and Benefits
- Sustainable Labor Relations
- Development Projects
- Talent Mapping
- Team Building
“Necesitamos reinventarnos, pero no sé por dónde empezar” .
Team building activities can take many formats and modalities, but what should be at the base of this process is the focus on building what science has shown to be the indispensable foundation of any high-performance team: psychological security and confidence.
Once this feeling is established among people, we move on to learning the productive and creative treatment of conflicts.
With these two steps, achieving commitment and results orientation will be much easier.
The team coaching and team building activities that we design at HR Performance are tailor-made for each company depending on the evolutionary stage and the team needs.
CREATIVE LABOR RELATIONS
“I have problems with the union.”
- How do we build value with union representatives?
- Value Proposal to Employees.
- Design of the relationship with the internal committee: agenda and themes.
- Negotiation: planning of joint actions for Employee Experience.
- The 4 Pillars of Sustainable Labor Relations: Domain of the Collective Bargaining Agreement, Information Management, Pressure Management and Uncertainty Management.
“I want to boost my team with prizes.”
We design effective, consistent and competitive compensation strategies that allow our clients to adequately reward and motivate their executives and employees.
We provide tools to help our clients design compensation plans and implement them in their organizations.
Our challenge is to understand the business strategy and align these programs with it.
“I don’t have enough time for everything.”
Leading is about inspiring people to accomplish goals. That requires some specific skills. Without a doubt, strategic thinking, planning, effective communication, negotiation, among many others, are specific skills that leaders must develop.
But the leader is not only a person who uses tools, the leader is the tool. In this sense, at the center of leadership is the leader’s relationship with himself. Self-awareness as a basis for working with people.
Leadership coaching aims at the increase of the leaders’ capacity to reflect on their actions, to recognize their emotional reactions as sources of information in interpersonal situations and to choose their reactions based on their objectives.
A leader going through a coaching process learn to recognize the power words as a generator of reality and emotions as the basis of influence. Ultimately, true leadership begins with self-leadership and this, in turn, begins with self-knowledge.
From there, there’s a growth in emotional and conversational skills that will lead to an improvement in personal and team leadership.
MIDDLE MANAGEMENT TRAINING
“I need support to prepare for a leadership position.”
“Our leaders are not aligning and inspiring the team as we would like.”
“We need our leaders to become promoters of our vision.”
“I want to promote someone but I don’t know if he’s ready.”
The connection between company executives and operational levels makes middle management a fundamental part of the good articulation of company processes.
The strategic mission of middle management is to get the best results from the workgroup they lead. For that, they must provide support, help development, motivate, manage conflicts and not forget the business objectives. That is, to lead.
This training program/workshop arises from the conviction that leaders are made, trained, trained in daily work, by incorporating theoretical concepts and distinctions, reflecting on them and their experience and above all training and developing skills and strengthening in the required competencies, putting them into practice above all in daily situational experience.
“I would like our organization to have a positive and relevant impact in the community.”
We carry out team buildings working in conjunction with the NGO Remando Futuro, which assists boys between 14 and 17 years old in developing skills for their future. The employees participate together with the children in experiential and transformative learning.