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1. HR systems audit

  • When you believe it expedient to introduce separate HR management function at your enterprise, yet you don’t know where to begin;
  • When you are not convinced that HR management function at your organisation is effective;
  • When you wish to explore HR management reserve not found yet;

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Full HR system audit at your enterprise includes the following HR management aspects:

  1. Employee-related (HR management) policies and practices
  2. Efficiency of HR management function
  3. Planning and staffing of human resources
  4. Organisation structure and administration of employment relations
  5. Education and development of employees
  6. Remuneration, incentive and other benefits schemes
  7. Employee performance appraisal and performance management
  8. Bringing in and retaining talents
  9. Internal communication systems
  10. Motivation of employees and corporate culture

Actual HR audit profile is selected for specific occasion.

Result of HR system audit:

  • Assessment of HR systems includes:
    • Strong corporate aspects, to be retained and fostered;
    • Weak corporate aspects, to be adjusted and eliminate;
    • Follow-up action plan recommended.

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2. Development of HR strategy

  • When HR management in the enterprise loses momentum and you not convinced as to reasons of your actions;
  • When you wish to ensure added value to your business by HR management efforts and investment;

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  • Necessary HR management activities are determined for the enterprise;
  • Implementation plan for HR management activities is developed, with measures planned.


  • HR strategy developed for given period.

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3. Forming of HR function

  • When you want to assign internal corporate staff with implementation of HR management strategy;
  • When you understand it is high time to enhance quality of constant and regular work with HR management;

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  • Detailing purpose of HR division (employee) and respective functions at the enterprise
  • Search and selection of HR employees
  • Training and advice to HR employees


  • HR manager / division formed and prepared for independent work.

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4. Implementation of HR systems

  • When organisation lists no specific professionals, dealing with HR management issues;
  • When you need additional competence, dealing with specific HR management situations;

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Employee performance management system:

  • Forming of process on formation of objectives / assignment of tasks for employees, detailing assessment criteria;
  • Procedures on provision of feedback on employee activity results;
  • Formalisation procedures of activity assessment and results achieved.

Integrated remuneration / incentive / motivation schemes:

  • Single and united scheme is formed, connecting various divisions, related by activity processes;
  • Intercepts of divisions identified, synchronised indicators detailed, connecting divisions dealing with different processes, yet having single corporate objective;
  • Performance assessment / remuneration attribution procedures detailed.

New employees adaptation system:

  • Detailing process of introduction of new employees to corporate activity;
  • Developing plan of training of new employees / preparation for self-dependent work;
  • Formalising of procedures to assess new employee and measure his/her progress.


  • HR systems implemented and ready to use (based on corporate need, as agreed beforehand).

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5. Local HR tasks

  • When you know you can’t carry out all ideas by yourself;
  • When you understand that team knowledge and skills are more than words, rather, a necessity of life;

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Moderation of strategic and creative sessions:

  • Prepared and conducted based on specific needs

Detailing corporate structure:

  • Highlighting of competencies necessary for corporate strategy
  • Detailing distribution of competencies and processes / responsibilities, by integrating business model in corporate structure

Employee search, selection, assessment projects:

  • Detailing vacancies, and requirements for applicant
  • Specifying search sources and forms
  • Conducting assessment interview with applicants
  • Providing guidelines on suitability of applicants

Seminars and training for corporate employees:

  • See list of topics, provided upon request
  • Specific programs discussed and developed based on individual needs


  • Achievement of objectives discussed prior to start of tasks.

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6. Individual consultations

  • When you need external professional opinion, based on real experience;
  • When you understand no-one is a jack of all trades, and wish to save your time;

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  • Regular or targeted meeting with managers of enterprise / divisions, analysis of HR management situations, any issues, detailing appropriate solutions

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