zoom in : management consulting services

The frameworks, systems, and procedures we provide are rooted in our extensive experience and are tailored to meet the unique needs of your organization. We do not rely on generic theories or pre-packaged solutions, instead we take an innovative and effective approach to addressing your specific challenges. 

Please refer to the following sections for a detailed overview of some of the comprehensive solutions we offer to meet the classic needs of any growing business, particularly small and medium-sized companies.

We provide an all-encompassing system for monitoring profit and loss (P&L), including Earnings Before Interest, Taxes, and Amortization (EBITA) and overhead costs, on a project, department, and company level. This adaptable framework not only assesses profitability, but also the efficiency of important personnel such as department and support managers. The system is integrated into a performance evaluation system and serves as a crucial tool for monitoring the execution of the company's strategy.

System used for forecasting the performance of the operational departments. The forecast is centered on the following artefacts: invoices, billability, accounts, projects.  This framework is strongly interconnected with the Strategy Framework and P&L.

Framework used for setting up and tracking short-mid term company strategies (1-2 years). Using a system for settings targets and then monitoring the compliance and also a visual system for describing the strategy behind the targets, using flows and outcomes. Strongly interlinked with P&L and Forecast.

For companies with multiple departments, the Budgeting System operates as a separate entity within the larger P&L System. This allows department managers to create their budgets within the constraints of the company budget, while monitoring compliance is a key feature for top management. The Budgeting System has three components: Defining the departmental budget annually, Approving costs within and outside the budget throughout the year, and tracking budget evolution within the P&L framework.

The Personal and Professional Development Plan system includes Evaluation Forms and Procedures, Goal-setting, and Progress tracking. It emphasizes a personalized approach to development, rather than relying on outdated bell curve methodologies. The system also outlines career paths, desired skills, and promotion criteria.

A comprehensive solution for managing and reducing employee turnover. This system addresses the root causes of increased attrition by focusing on individual employees and their unique issues, rather than implementing generic strategies. The system includes components such as: monitoring attrition risks at the individual level, empowering employees to identify and address problems, implementing an adaptive compensation plan based on turnover, managing the financial aspects of the initiative, and prioritizing the involvement of key players such as managers and team leads. The Attrition Management System is integrated with the Salary Planning, Budgeting, Personal and Professional Development Plan, and Key Performance Indicator systems.

We help you define a set of essential processes that form the foundation of any organization, ensuring stability, efficiency, and professionalism. These processes include the Hiring Process, which encompasses both the Interview Process and its supporting documents, Induction, Promotion and Demotion, Internal Communication, and the Training Management System, which covers both internal and external events, participation criteria, and return on investment.

The success of a company relies heavily on the effectiveness of its Recruiting Department, particularly in today's competitive talent market. To achieve desired outcomes, it is essential for organizations to follow established best practices and focus on the right metrics for optimization. This comprehensive framework outlines the best practices and metrics to optimize the recruiting process, from candidate outreach to final hiring. Navigating the path to hiring the right people requires a systematic approach, not a simple one. Additionally, we will examine the Key Performance Indicators of the Recruiting Department.