Presentation alternative TRAINING & alternative RECRUITMEN


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Presentation alternative TRAINING & alternative RECRUITMEN

  1. 1. alternative TRAINING & alternative RECRUITMENT Company Presentation 2008
  2. 2. Who are we? <ul><li>HR Company in Training, Executive Search and Consultancy field through two b rand s : alternative TRAINING and alternative RECRUITMENT </li></ul><ul><li>12 years of experien ce i n HR – training and recruitment – through our consultants </li></ul><ul><li>Experien ce in training delivery as well as recruitment for clients in the following fields of activity: insurance – banking, automotive, FMCG, ph armaceutic al , B2B, IT </li></ul><ul><li>Experien ce in complex projects of Organizational Analysis (focus-gr o up s , 1-2-1 management interviews, etc.) </li></ul>
  3. 3. VMV <ul><li>For the next 5 years, through the programs we have and through the HR solutions we put at our client’s disposal, we aim to become one of the first 5 outsourcing options for our clients. This is our VISION . </li></ul><ul><li>We want to help our clients by providing their employees with the sets of knowledge, skills and behaviors they need for a very good performance. This is our MISSION . </li></ul><ul><li>VALUES : Customer Care, Involvement, Open Communication, Continuous Learning, Integrity </li></ul>
  4. 4. How do we work? <ul><li>We commit 100% in all the rolled-out projects, we come up with solutions and suggestions and we continuously make sure, through feedback from our clients, that what we do is what our partners (clients as well as candidates) expect us to do. </li></ul>
  5. 5. How do we work – Mapping the Training Process Client 1. Training Needs Analysis (TNA) 4. Customizing seminar’s content 2. Organizational Need (Management interviews) 3. Individual’s Need (trainees discussions) 5. Delivering the customized seminar 6. Participants feedback and training report 7. Follow-up to initial training session Underlined text pinpoints the phases where Client’s involvement is needed
  6. 6. Adding value to your investment in training <ul><li>a lternative TRAINING ads value to your investment by delivering Free – of – Charge a 2 – 4 hours workshop for the training participant’s managers, where we emphasize: </li></ul><ul><ul><li>How can we, as managers, support the development of our </li></ul></ul><ul><ul><li>subordinates after training? </li></ul></ul><ul><ul><li>What skills do managers need to monitor how employees put into </li></ul></ul><ul><ul><li>practice the learned concepts? </li></ul></ul><ul><ul><li>How can unproductive behavior be changed for increasing </li></ul></ul><ul><ul><li>efficiency and profitability of the newly trained employees? </li></ul></ul>
  7. 7. How do we work – Mapping the Recruitment Process Client 1. Vacancy Analysis 4. Starting the recruitment process 2. Setting the project framework 3. Identifying the best sources (pools) of candidates 5. Periodical Progress Report to the Client 6. Selecting and evaluating the candidates 7. Introducing the Short List of candidates Underlined text pinpoints the phases where Client’s involvement is needed
  8. 8. How do we work – Recru itment <ul><li>Duration </li></ul><ul><li>The recruitment projects can take between 3 – 6 weeks based on the complexity level of the vacancy and on the difficulty degree in finding the best candidates. </li></ul><ul><li>Position we can cover </li></ul><ul><li>alternative RECRUITMENT is specialized in selecting candidates for Middle and Top Management, as well as Specialists in different fields (Sales, Finance, IT, etc.). </li></ul><ul><li>Search and Selection methods </li></ul><ul><li>Approaching the candidates through a variety of methods (head-hunting, executive search, direct search through advertising on the web and in special publications) we make sure we reach our targeted candidates on the access ways they use. </li></ul>