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Most executives today recognize the competitive advantage of human capital
Designing and redesigning the work of the organization
Typical HR talent-planning processes (which are too expensive and take too long to implement) are designed for predictable environments, traditional ways of getting work done, and organizations where lines and boxes still define how people are managed.
As work and organizations have become more fluid—and business strategy is no longer about planning years out but about sensing and seizing new opportunities and adapting to a constantly changing environment—companies must deploy talent in new ways to remain competitive.
Multifactor Diversity
Take Advantage Of Hidden Talent Opportunities And Knowledge In Your Organization
Effective organizations adapt to new demands and realize the value of their strategic investments, all thanks to their people. But for many companies that are experiencing a significant change in the business, people tend to be last on the list of considerations.
Your people should never be a last minute idea. Significant business transformation occurs when employees invest in a shared vision and have the knowledge, tools and support they need to succeed eliminating dysfunctional barriers:
– Dysfunctions produced by the passage of time and the accumulation of daily operations..
– Dysfunctions derived from the growing internal complexity and external complexity..
– Dysfunctional use of hidden talent, agile talent and alignment with the business..
Our Specialties
We Can Do It All
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G3: CEO+CFO+CHRO
Transformation all departments to new challenges
Making talent drive strategy
Designing and redesigning the work of the organization
Scaling up individual talent
Creating an M&A strategy for talent
Reinventing the role of HR
Change to appropiate situation the culture & climate
Living the talent agenda
Services
What We Can Do For You
We identify the critical roles needed to meet an evolving business agenda and help our customers ensure that the right talent and skills are dynamically tailored to those roles.
creating new ways of working
The disruption is everywhere, and growth has become exponential. To mount this wave of turbulence, new ways of working are essential
break the old approaches to talent management
The roles are reviewed under the banner of organizational design; Individual contributions and commitment are assessed as part of performance management
We rarely meet the three leaders of C-suite
Continue to observe the talent in it´s components, separated from value and we will not only miss that opportunity. We´ll risk the future, too
poly-functional roles
Conduct a comprehensive assessment of what had worked and what had not worked in terms of leadership talent and its impact on the value curve
From Our Founder
Building An Agile Approach
Most executives today recognize the competitive advantage of human capital, and yet the talent practices their organizations use are stuck in the twentieth century. Typical HR talent-planning processes (which are too expensive and take too long to implement) are designed for predictable environments, traditional ways of getting work done, and organizations where lines and boxes still define how people are managed.
As work and organizations have become more fluid—and business strategy is no longer about planning years out but about sensing and seizing new opportunities and adapting to a constantly changing environment—companies must deploy talent in new ways to remain competitive
Cultural Diversity
Superior Perfomance
A Gain of Creative Potential
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AVDA. ALFONSO XIII 67 ; 1TH FLOOR
28016 MADRID
info@MENTORIMPULSA.com