This document discusses WePeopleValueYourPeople, a company that partners with clients to develop their people and operations. They offer services in human resources consulting, training, recruitment and selection, and BPO HR technical management. Their goal is to add value for clients by attracting and retaining talent, ensuring legal and process compliance, and increasing productivity through specialized people solutions.

1. WePeopleValueYourPeople
updated 2012Apr16

2. who we are
We are your partner focused on People and on their Development.
Through the specialization of our business units, we promote synergies
aggregating the competencies of our professionals, envisioning the deliver of
services and multi disciplinary solutions that, undoubtedly add value to our
Clients.
We base our activity in solid values, as the Commitment with the Client Success,
the Specialization and Excellence of our organization and processes, the Talent,
the Commitment and the Entrepreneurship of our professionals, and the
Partnership with other companies and professionals, of recognized merits,
performance and specialization.
Developing your business through qualified people and efficient operations
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3. main areas of competence
.: Human Resources Consulting :.
Resources Attraction and Detection
Human To increment the notoriety of the company (Employer Branding) in the
Resources
Consulting labour market, increasing its capacity to attract the best resources, through
solutions to create preferable and successful relations with distinct
Management recruitment sources.
Services Training
Welcome and Integration
Welcome and Integrate the new Employees in the best way possible, so to
reduce their adaptation period and related costs, promoting their
BPO HR
Recruitment productivity, by the implementation of creative and effective solutions.
Technical
Management and Selection
Motivation, Retention and Development
Guarantee the productivity levels, promoting the capacity to retain, develop
and access the Talent .
• Development and Appraisal; Career Plans; Competencies Model and
Management; Internal Communication; Coaching and Mentoring; Salary
and Benefits Policies
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4. main areas of competence
.: Human Resources Consulting :.
Optimization and Support to Management
Human
Resources
Consulting
Assessment
Management
Services Training Instruments and Processes the help the organization obtaining management
information, achieving results and competitive advantages through people.
They are used in the different stages of the Human Capital cycle: selection,
integration, training and development, performance appraisal and
BPO HR
Recruitment
transition.
Technical
and Selection
Management
Auditing and Processes
To guarantee the existence and compliance with the best management
processes
• Documentation and Description of Procedures/Processes
• Organizational diagnose and auditing
• Human Resources Auditing
• Internal Communication Systems, Tools and Methodologies
• Quality ISO Certification
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5. main areas of competence
.: Training :.
Training and Development Management
• Identification and Documentation of Training Needs
Human
Resources • Planning, Conception and Organization of Training Actions
Consulting • Development of Training Actions
• Training Plan Evaluation
Management
Services Training • Organizational Training Model and Plan Management
• Mentoring and Coaching Plans
Main Training Areas
BPO HR
With the objective of endow professional with the necessary competencies
Technical Recruitment
and Selection
and skills for their performance within their role, in line with the
Management
organization objectives
• Behavioural Training
• Technical and Specific Training
• Indoor and Outdoor techniques
Training and Incentive Events
• Team interaction and strengthening
• Communication and Leadership
• Development and Motivation
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6. main areas of competence
.: Recruitment and Selection :.
Recruit and Select in strict accordance with the real needs of the
Organization
Human
Resources
Consulting
• Description and Validation of functions and job descriptions
Management
Services Training • Adequate selection of recruitment sources and methods
• Quality and effectiveness in publicising opportunities
• Adequate selection of promotion channels
BPO HR • Coherent and efficient Selection Techniques
Recruitment
Technical
Management and Selection • Support in the conception of proper work contracts, and in their
management
• Support in contracting, welcoming and integrating
• Activity supported by advanced information systems shared with the
Client
• Satisfaction guarantee
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7. main areas of competence
.: BPO HR Technical Management :.
Added Value
• High quality, rigour and trustworthy service
Human
Resources • Relevant efficiency gains, through the compliance of all organization’s
Consulting requirements and legal obligations, at a lower cost
• Release the resources to organization’s essential business areas
Management
Services Training
Main Characteristics
• Full HR Technical Management Solution
BPO HR
• Control of all HR flows
Technical Recruitment
and Selection
• Guarantee of fulfilment of all legal obligations
Management
• Issuing of Management Maps
• Full adaptation to specific organization’s cycle and methods
• Employee Hotline
• Online Employee File
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8. main areas of competence
.: Management Services :.
Outplacement
• Placing of professionals in accordance with their profile and
Human
Resources competencies, through our global network
Consulting • Our assessment services contribute to the best professional carrer
alignment
Management
Services Training • Our presence in several and different areas and markets, benefits the
placement of professionals
Outsourcing
BPO HR
Technical Recruitment • Services of qualified professionals in the different specialization areas of
Management and Selection
Human Resources
• Professionals for short and long duration
• Professionals with distinct ranges and levels of competencies
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9. managing partner
joão nuno ferreira bogalho
Born October 1969
Academic Background
Instituto Superior de Línguas e Administração – Lisbon
Post-Graduate – Human Resources Management and Strategic Development
Graduate – Human Resources Management and Strategic Organization
Current Positions
Managing Partner of PeopleValueTM
Advisory Board Member at O.V. – Portuguese Association of Sales Professionals
Main Past Positions
Dec.99 – Nov.04 Company: NOVABASE, SGPS
Job: External Consultant Quality Assurance System – Human Resources
Job: Talent Management – Associate Manager Photo @Revista_Exame
Job: Employee Care Manager
Aug.95 – Nov.97 Company: NOVAPONTE ACE
Job: Project Management Team – Services Manager
Jun.92 – Nov.94 Company: INTERCON – ACE
Job: Project Office Manager
Job: Office Manager “On-Site”
Published Articles
2011 Human, 34, October, Opinion, “Old? Why?”
2011 Human, 31, July, First Opinion, “After 40...”
2011 Human, 27, March, First Opinion, “The High Performers and the Others”
2010 OJE, Golf Supplement, All In One; “The Golfer and the Worker”
2010 Exame, 317, September, “They Are Changing Management”, 20 Years Later
2010 Human, 18, June, “Recruitment & Selection Project at Aquapura Douro Valley: A Challenge by the Douro”
2009 Human, 9, September, “Human Resources Management at Benfica Group – A Change Project”
2000 Vida Económica, “The Human Capital in the New Economy”
2000 Sensus – FCT-UNL, “University/Companies: Proximity and Complementary Relation”
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10. main achievements
GRUPO BENFICA
2005-2009 Client
(Sport Lisboa e Benfica; Benfica Estádio; Benfica SAD; Benfica TV, and other)
Business Sports Club, over 600 employees
Define and implement a Human Resources Management Model, in line with the Presidential Project to Benfica, and
Mission
to supply Benfica with an appropriate team and department of Strategic Human Resources Management.
Actions Under direction of the CEO, and in coordination with the Human Resources Director:
. Identify, Define and Describes all Jobs and Functions within the Benfica organization;
. Build the functional organizartional chart, with the intersections of all differente entities within Benfica universe;
. Define, Implement, Educate, Coordinate and Fine Tune of the Assessment, Appraisal and Development Model;
. Define, Implement, Educate, Coordinate and Fine Tuning of the Training Model and Plan;;
. Define, Implement and Coordinate the Policies an Tools for Internal Communication; Internal Assessment and
Reporting to the Board;
. Job Description, Recruitment and Selection, Training and Coaching of the Strategic Human Resources Management
Team, and
. Support and Coach to Human Resources Direction, transferring competencies and responsibilities, to the newly
created team, so that the Consultant could leave the Project.
2007-... Client SUN PLANET Portugal
Business Sun Glasses Selling, in Shops within Shopping Malls, over 120 employees
Mission BPO Human Resources Administrative Management and Contract Management
Actions Totally taking over the role of the Human Resources Manager, and under direct coordination of the Country Manager:
. Processing Entries, Terminations and Transfer of Employees;
. Guarantee of full compliance with all legal and taxes obligations;
. Payroll and inherent legal and taxes obligations;
. Support to management, through data mining and reporting;
. Contract Management, Contracts Issue; Termination and Experimental Periods Management;
. Coaching to Regional Coordinators, in their teams and over 30 POS management;
. Support to Recruitment and pool maintenance, due to hgih takeover in this business sector, and
. Support to Strategic Human Resources Management.

11. main achievements
2007-2007 Client AQUAPURA DOURO VALLEY
Business Hotel 5* Luxury with Spa, over 70 employees, Douro region
Recruitment and Selection of the entire hotel Staff, over 70 positions
Mission
New hotel concept, with no benchmark, with 3 months from project kick-off to hotel opening
Actions Under Aquapura CEO dependence, and in Coordination with Hotel Manager (only position already on-board):
. Identification and Full Job Description of the 72 positions to Recruit and Select;
. Define Recruitment Descriptions, Selection Tools, Assessment Tools; Psychometric and Specific Functional Tests to
apply; communication materials and media release;
. Construction of a specific Recruitment Site, to explain the concept, present the positions and collect applicants;
. Construction of a SharePoint Portal, to manage all applications and the entire Recruitment and Selection process,
and to allow interaction of the entire team, located in different areas;
. Selection of the entire team and its allocation, including client management, project management, IT support,
legal support, recruitment consultants, human resources consultants for hotel management, and administrative
support;
. Screening of over 4000 applications, over 700 job enterviews and assessment tests;
. Short-Lists and presentation to the Client;
. Support in contracting and definition of legally standardized contracts for all jobs, and
. Creation and Maintenance, during over 9 months, of a Replacements Pool, due to the high turn-over in this sector
and due to the specific location othe hotel.
2010-2010 Client VORTAL
Business Electronic Transaction Platforms, over 100 employees
Mission Code of Culture and Procedures Manual
Actions Under the dependence of the CEO and in coordination with the Human Resources Department:
. Diagnose the Organizational Culture of the Company;
. Identification od sensible areas within the organization;
. Definition of Vortal Ideal Employee;
. Identification of all Procedures and Processes, considered to be crucial to the Human Resources and to the
Administrative Management of Vortal;
. Document existing processes, and create respective support tools and documents;
. Define, Approve, Document and Implement the new Procedures and Processes, and related support tools and
documents, and
. Present and Implement the new Code of Culture and Procedures Manual.
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12. footprint
Training on Human Resources Management BPO HR Technical Management
(Project of Consulai, partnership with Psicotec) Contract Management
Recruitment and Selection
Coaching to Coordinators
Recruitment and Selection Training
Outsourcing of Senior HR Consultant Job Descriptions
Recruitment and Selection
Opening Douro Valley
Code of Culture Recruitment and Selection
Procedures Manual
Recruitment
Team-Building Events Strategic Human Resources Consulting
Global HR Management Model
Training
Recruitment and Selection Recruitment and Selection
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13. footprint
BPO HR Technical Management Recruitment and Selection
Potential Evaluation for Shops Coordinators
Strategic Management Consulting Recruitment and Selection
Training
Recruitment and Selection Recruitment and Selection
Recruitment and Selection Strategic Human Resources Management
Recruitment and Selection
Strategic Human Resources Consulting
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14. media presence
Magazine Human, nº 9, September 2009 Magazine Human, nº 27, March 2011
”Human Resources Management at Benfica Group – First Opinion
A Change Project” “The High Performers and The Others”
Cover article, on the project of global change on the The axes of crucial for high performance, in work and in
Human Resources Management Model for the entire Group, life. The concern with health, physical and mental, as
carried out by PeopleValue. new need in competencies management.
Magazine Human, nº 18, June 2010 Magazine Human, nº 31, July2011
“Project of Recruitment and Selection at First Opinion
Aquapura Douro Valey: A Challenge at Douro” “After the 40’s...”
Case Study, on the project of Global Recruitment and The changes that happen in people, statistically, between
Selection by PeopleValue, from the Job Descriptions up to 40 and 45, already is implying new approaches by
the contracting of the 78 Employees, for the opening on marketing. It is essential to incorporate this reality into the
the scheduled day. In 3 months. HR Management policies.
Magazine Exame, nº 317, September, 2010 Magazine Human, nº 31, July2011
20 Years Later, 2010 First Opinion
“They Are Changing Management” “After the 40’s...”
On Exame’s invitation, 20 years later, now on an analysis of The problem of the persons over 40 have finding a job.
the evolution of management and leadership, 20 years Mainly women. This against the strategic error that this
later. represents on the companies side.
Newspaper OJE, 2010
Golf Supplement, All In One Column
“The Golfer and the Worker”
About the professional posture, the individual responsibility
and self productivity, compared with the posture and
commitment of the golfer.
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15. contacts
João Nuno Ferreira Bogalho
Managing Partner
e joao.bogalho@peoplevalue.com.pt
m +351 966781384
+351 916509845
+351 937094979
e info@peoplevalue.com.pt
w www.peoplevalue.com.pt
linkedin.com/company/peoplevalue
facebook.com/PeopleValue.pt
PeopleValue_PT
Developing your business through qualified people and efficient operations
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