Gente & Gestão
PEOPLE & MANAGEMENT
WHO WE ARE
PURPOSE
Helping our clients build winning companies.
WHAT WE DO
Always in co-creation with the client...
Strategies and solutions to optimize the impact of PEOPLE on the company's results.
Value offer
WE BUILD AND IMPLEMENT STRATEGY OR MANAGEMENT SOLUTIONS THAT...
They are excellent in content...
Meet customer needs today...
And they pave the road to future success.
OUR ATTRIBUTES
Successful experience as executives in diverse organizations.
Strategic vision and solid operational experience.
Knowledge always up to date.
Respect for the history and context of our clients.
How do we act?
AFTER UNDERSTANDING THE CLIENT'S STORY AND CONTEXT...
WE ANALYZE THE 4 FUNDAMENTAL ELEMENTS OF SUCCESS IN ANY COMPANY:
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Organizational Identity (Purpose and Values);
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the culture;
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the Leadership model; It is
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the policies and practices adopted in People Management.
AND WE PRESENT RECOMMENDATIONS FOR
MAINTAIN/ TRANSFORM/ EXPAND THE ORGANIZATION’S SUCCESS.
MAIN SOLUTIONS
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Organizational Identity
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Culture Management
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Leadership and Succession
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Talent Management
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Employer Branding
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Cultural integration in mergers/acquisitions (PMI)
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Excellence in the Human Resources (HR) area
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DMS Executive Mentoring
Organizational Identity
WHAT IT MEANS
Define (or review) the company's purpose, values and vision, which serve as a guide for everyone in the organization.
This Organizational Identity is the starting point for all strategies and actions of successful companies in the modern world.
RESULTS OF A WELL BUILT AND WELL COMMUNICATED IO
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Establishes the direction to follow for everyone in the organization;
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Stimulates engagement and optimizes talent management;
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Reduces staff turnover, which reduces operational costs.
Culture management
WHAT IT MEANS
Ensure that the management guidelines and behaviors of people in the organization,in the application of these guidelines, are aligned with the purpose and values defined for the company.
RESULTS OF GOOD CULTURE MANAGEMENT
Prepares teams for excellence in internal and external actions and interactions;
Encourages everyone's commitment to the company's objectives;
And theperformance engine of the organization...the better the application of culture in the organization's day-to-day activities, the better the results will be.
WHAT IT MEANS
Create (or review) and implement a program to develop leaders at different levels of the organization, with respective succession plans.
Through: (1) definition of leader roles and attributes; (2) criteria for identifying, selecting and evaluating candidates; and (3) actions and strategies for
development.
RESULTS OF EFFECTIVE LEADERSHIP
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Aligns and engages the organization around the Purpose and objectives to be achieved;
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Prepares the organization to execute expansion plans;
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Overall, it optimizes results via (1) better, more defined strategies faster, (2) followed by fast and quality execution.
Organizational Identity
WHAT IT MEANS
Define strategies and actions to attract, develop, engage and retain the organization's professionals.
Main processes included: Recruitment & Selection / Performance Assessment / Training & Development / Engagement.
RESULTS OF EFFECTIVE TALENT MANAGEMENT
Builds competent and engaged work teams;
Strengthens the company's image as an employer,
facilitating the attraction and retention of professionals;
Enhances professionals’ engagement with the present and future of organization.
Employer branding
(Employer branding)
WHAT IT MEANS
Define the content and communication strategy of the message that promotes the company as an employer of choice for the group(s) of professionals it wishes to attract.
RESULTS OF AN EFFECTIVE EMPLOYER BRAND
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Increases the ability to attract and retain qualified professionals;
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Strengthens the company's institutional image;
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Increases pride in belonging to an organization admired in the market, which has a positive impact on overall productivity.
Cultural integration in mergers/acquisitions (PMI)
WHAT IT MEANS
Define and implement strategies and actions to optimize cultural integration between professionals from the companies involved.
RESULTS OF EFFECTIVE INTEGRATION
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Facilitates the retention of key professionals for the necessary integration;
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Minimizes the turnover that normally occurs in these situations;
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Optimizes the engagement of teams, whether consolidated or absorbed, with new objectives of the organization.
Excellence in the HR area
WHAT IT MEANS
Define the responsibilities, competencies, strategies and structure of the Human Resources (HR) area.
RESULTS OF EFFECTIVE HR MANAGEMENT
Strongly influences the construction of the foundations for the organization's success (IO, Culture and Leadership);
Optimizes team development and engagement;
Strengthens the company's image as an employer, facilitating the attraction and retention of professionals.
ANATOMY OF SUCCESSFUL ORGANIZATIONS
Set that includes Purpose,
Mission vision values;
Sets the north for everyone
organization.
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The roles and attributes of
leaders, who are responsible
define the direction to follow and
engage/align teams.
The company’s DNA;
The behaviors of
people in everyday life
organization, inspired by
values.
Strategies and solutions for
have competent people and
engaged at all levels
of the organization.
PURPOSE, LEADERSHIP AND CULTURE IMPROVE THE COMPANY'S RESULTS... THIS DATA PROVES IT.
FINANCIAL INDICATORS OF THE BEST COMPANIES
EVALUATED ON THE ROL FACTOR (Return on Leadership)
The NOR of the 25 companies with the best results in the survey is:
Three times higher than the last 25 in Financial return for
shareholders over a period of 3 years;
Seven times higher than the last 25 in Revenue growth over a 3-year period;
Five times higher than the last 25 in Comparison between EBITDA (per employee).
Source: Research by consultancy Indiggo (from Maryland, USA), published by Fortune magazine in June/21
POSITIVE IMPACT OF CULTURE AND PURPOSE
Business cultures that create environments of high trust between company and employees, that have a sense of purpose and engage employees are associated with better profitability, better customer satisfaction rates and better stock market performance.
Economic data: Between 1998 and 2016, companies included among the best to work for had financial results that were 5 percentage points higher than the market average, year after year (11.6% x 6.7% pa).
Source: Fortune Magazine, March 2018 – research carried out by British consultancy FTSE
SOLUTIONS THAT SUIT SMALL, MEDIUM AND LARGE COMPANIES
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''The good news is that the ways we have developed to use thefactor
human can be reproduced inany organization, have her
five employees or up to 10,000''.
W. Chan Kim and Renée Mauborgne, authors of the book “The blue ocean strategy”, in an interview with Exame magazine, edition of February 7, 2018.
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