Consultancy in OD în OD
Our organizational development services focus on improving leadership, organizational culture, and team performance, without addressing quality control or financial expertise. We begin by understanding the internal reality of our client companies, then implement participative organizational consultancy processes, collaborating with teams within the organization. We provide customized solutions to achieve the goals set by managers and companies.
Examples of services
We develop or contribute to improving human resources systems and organizing departments for maximum operational efficiency.
Human Resources:
- Defining job descriptions and evaluating them.
- Salary system and performance management.
- Employee onboarding and skills development.
Organization and Planning:
- Organizing marketing, sales, and human resources departments.
- Setting objectives at the department level.
- Human resource planning and identifying key competencies.
We implement organizational diagnostic processes, define objectives and strategies, provide consultancy on organizational development, and facilitate group and individual-level processes.
1. Diagnosis
Through various analysis techniques (questionnaires, individual interviews, etc.) and using tools adapted for CDM or accredited tools (e.g., the Human Synergistics range), we assist in clarifying aspects related to general perceptions (opinions) or specific aspects of organizations, such as:
- Organizational culture;
- Organizational blockages;
- Employee expectations;
- Motivation;
- Engagement;
- Satisfaction and others;
2. Defining Objectives and Strategies
Assistance in projects aimed at:
- Defining objectives and performance indicators;
- Defining HR strategy;
- Clarifying responsibilities and functional roles;
3. Customized OD Services
The consultancy we offer in organizational development (OD) considers and is based on:
- The felt need for action at the organizational level, which allows for a systematic and systemic approach and planning. Our analysis is based on:
- Comparison between the desired situation and the current situation;
- Systemic interdependencies;
- Specific changes needed to achieve the desired situation
- Interventions based on humanistic values, focusing on collaboration between those proposing changes and those affected by them – an alternative to unilateral imposition methods.
Facilitation
Inter-group:
- Groups collaborating in client-supplier relationships (internally or externally);
- Inter-departmental interactions (Multi-group mirroring);
Intra-group:
- Within a functional or working group (transversal)
- Inter-departmental interactions (Multi-group mirroring);
- Problem-solving in groups
- Problem-solving and decision-making sessions;
- Role clarification;
At the Individual Level:
- Coaching processes;
- Identifying personal preferences;
- Personal and professional development;
Objective assessments and customized development programs
We design Assessment and Development Centers to help organizations define expected performances in key positions, select the right candidates, and develop the necessary skills.
Uses of Assessment and Development Centers:
1. Internal Selection and Succession Plans:
We provide an efficient selection process, tailored to the company's strategy and values, to identify internal successors for key positions.
2. Identifying Potential and Talent:
We define essential managerial behaviors and use a combination of psychological tests, business simulations, case studies, and other methods adapted to the company to predict potential.
3. Identifying Development Needs:
We provide insights for creating customized training plans and support training programs for employee development.
English 
Romanian 
