“...the main cause of failure in a competitive environment is our inability to harness people’s potential.”  (Tom Peters)

In order to achieve this, LKS provides a solution: 

§         that stems directly from the needs of customer- and socially-focused organisations.

 

§         that integrates all the key elements in the new people management and development,

 

§         incorporating advanced information and communication solutions,

 

§         which increase the strategic contribution of the People Management function.

Accordingly, our solution encompasses the following key processes:

Organisational Management: Different strategies require people to make different contributions. Based on the capacities the organisation needs to have in order to compete, we help to define the values to be fostered and the skills’ profiles of the professions and key positions. Our solutions reinforce a straightforward management of governance structures and lead to an overall perspective of each and every one of the individuals in the organisation, the professional groups and positions they occupy and the skills’ profiles required for filling them. In addition, they allow for the planning of human resources in the medium and long term (recruitment, relocation, replacement, retirement...) increasing forecasting and planning capacities through the use of analytical tools.

Performance Management: We help to shed light on the goals and expectations that the organisation seeks from its professionals and to define and implement the necessary feedback processes for directing people’s performance and development. We back this process through solutions that facilitate the implementation of the Competency Management model, involving everyone in the organisation, making the work of the HR departments more visible and enabling them to cooperate with the rest of the organisation in the process of individual professional development.

Selection - Insertion: We assist in implementing those actions required for identifying individuals and allocating them to the right job, including the recruitment and hiring of external and internal candidates. We manage the entire recruitment cycle catering for the company’s staff requirements: from recording the request made by an area or department right through to incorporation, including the analysis of applications, the classifying of information, the selection of personnel according to skills or profiles, etc.

Professional Development: From a broad perspective in personal development, our approach strives to overcome the notion of a specific position and introduce strategies to develop the required skills, including the management of training, the development of career itineraries and the development of leadership. Based on the identification of personnel requirements and the evaluation of positions and skills, the organisation is provided with a draft Development and Training Plan tailored to suit its needs, streamlining the definition, monitoring and assessment of the Training Plan, offering the HR department the possibility of arranging, structuring, coordinating and assessing the training schemes implemented, in a dynamic and flexible manner.

Compensation and care for people: Our aim is to ensure that the wage policy is competitive in the market and coherent with the development strategy and with the different value contribution of teams and individuals. We provide support in the deployment of variable remuneration policies that allow for the management of their implementation.