We develop KPIs for existing and planned positions and create a bonus system from scratch. Development of key performance indicators and bonus systems Key performance indicators (KPIs) allow you to assess an employee's performance qualitatively and quantitatively. Employee bonus systems are developed based on KPIs. order a service How we implement the project Analysis of the current situation and goals We analyze the company's existing KPIs by position. We analyze the bonus programs existing in the company. We define KPI and bonus system goals. KPI development We develop KPIs that match the company's goals and the position. This includes: individual job goals KPI evaluation deadline data source for KPI evaluation Development of a bonus system Development of a bonus system based on KPIs, according to the main aspects: determining types of bonuses for the position specific weight of KPIs when calculating the bonus defining complex bonuses Development of evaluation forms Development/revision of evaluation forms for: evaluation of results according to KPIs and calculation of bonuses setting planned tasks calculating complex/progressive KPIs order a services You will receive KPIs that match business processes and goals Our goal is to help you evaluate business performance and efficiency using KPIs that are understandable to every employee. An effective and transparent bonus system We take into account such aspects when developing bonus systems as the clarity of the bonus system for the employee and the financial capabilities of the company. This helps the employee understand his future income, and the company always fulfills its obligations. Motivated employees Bonus system is a key aspect of employee financial motivation. We create bonus systems based on KPIs that are understandable to the employee. Increase your company's profits thanks to an effective employee management system with us!

Описуємо існуючі та планові посади в компанії. Job description Job Description is one of the key documents that a company develops for clear and transparent interaction with an employee. order a service Describe the positions for Definition of duties and areas of responsibility A job description provides a company with an understanding of how the areas of responsibility are distributed across positions within business processes, what powers each position in the company has, what the requirements are for that position, and much more. This helps to avoid duplication and gaps in functions and tasks, and ensures that all necessary company processes are performed. Creating employee development programs Job descriptions help identify training and development needs for employees. Knowing the requirements for the positions, the company can organize appropriate training, skills development and employee development programs. Ensuring compliance with legislation Job descriptions help ensure that employee roles are compliant with regulations. This reduces the risk of legal issues and promotes compliance with labor laws. Recruitment planning and implementation A detailed job description is the basis for a vacancies description. This helps in recruiting and staffing planning. Employee career management and creation of grading systems Job descriptions help in effective employee career planning, creating grading systems, identifying key employees, and developing a talent pool. Communication and interaction Clearly defined job responsibilities promote better communication and interaction between different departments and employees, reducing conflict and stress levels and increasing work efficiency. Employee performance evaluation Job descriptions are used to establish criteria for evaluating employee performance. This helps to objectively assess achievements and productivity, set goals, and provide feedback. Salary level determination and bonus system development Job descriptions are used to establish fair and competitive salary levels, develop a system of benefits and compensation, and bonus programs that meet the requirements and areas of responsibility. order a service How we implement the project Analysis of organizational structure and goals We analyze the organizational structure and determine the existing positions in the company. We analyze the type of organizational structure and management system. We determine the purpose of the job description Job description Job descriptions are made according to the following format: Position in the company structure Purpose of the position Key areas of responsibility and tasks Key Performance Indicators (KPIs) possible for this position Scope of the position Position responsibilities Internal and external contacts and collaboration within the position Required knowledge and professional experience required for this position Analysis and renewal of job descriptions We analyze the described positions for compliance with: business processes duplication of functions and tasks compliance of the position title with its tasks and powers compliance of the position with its location in the structure, etc. We correct and approve the Job Description. order a service You will receive Effective interaction and communication Thanks to the described positions, the areas of responsibility of employees will be clearly understood. It will become clear to whom to contact with which questions. This will help reduce the time for communication processes and achieving results. Clear understanding of the distribution of tasks and areas of responsibility As part of the project, we will describe each of the existing positions in the company and provide recommendations for organizational development. Staff assessment for compliance with current job responsibilities We will help you understand whether employees meet the positions they hold and the company's objectives. We will provide recommendations for further staff development. Increase your company's profits thanks to an effective employee management system with us!

Olga Buriy Consulting - реалізуємо проекти в сфері управління персоналом, що підвищують ефективність бізнесу. HC Projects We implement HR projects based on practical tools. more... Recruiting We search and recruit managers for important tasks at the right time. more... HC Support We help companies manage human capital and implement changes. more... OBC Consulting company is providing services in human resources management. We cooperate with our clients on the terms of full HR outsourcing and project activities. Our clients have been working with us for years. We are trusted by companies from the pharmaceutical and agricultural sectors, service companies and distribution, retail and others. Increase your company's profits thanks to an effective personnel management system with us! 20+ years in the HR We base our knowledge on practical tools and take an individual approach to each business. 500+ implemented projects We believe that every business is unique. Each company we work with has its own development strategy and specifics. 30+ clients We are trusted and we do everything we can to justify that trust. Our clients have been working with us for years. Team We are professionals with over 20 years of experience in the field of human resources management. Our expertise in various business areas helps us assess the situation from different angles and provide quality assistance to our clients, offering them unique solutions. The company was founded in 2015 by Olga Buriy, ex-HRD of the companies: Polpharma Group is the largest Polish pharmaceutical manufacturer. Hexagone (Brocard Ukraine) is a retailer of selective and semi-selective cosmetics in Ukraine. Billa Ukraine is part of REWE Group. The first grocery retailer in Ukraine with 100% foreign capital. HR Audit We conduct an audit of the personnel management system and create an employee journey map. HR Suport We help companies interact with their staff effectively and implement changes effectively. Recruiting We recruit personnel for key positions and help them adapt to the company. Wellbeing Suport We help maintain a high level of employee engagement and productivity. Organizational structure We develop organizational structures for businesses with varying numbers of staff. KPI and bonus system development We develop KPIs for various positions and create bonus systems. Job description We describe the job's positions and business processes. Goal setting We help you define goals that develop the company and motivate employees. Employees Appraisal We conduct employees appraisal and help to improve personnel management. Employees survey We conduct employee surveys about engagement and job satisfaction. Employer branding We help define the company's unique value proposition (EVP) and create an employer brand. Consulting We provide consultations on personnel management issues. order a service We are trusted by the following companies: Pharma Retail Agro Distribution Services NPO International certificates Why should you choose us? Professionalism Our expertise in various business areas helps us assess the situation from different angles and better assist our clients by offering unique solutions. Personality development Our priority in interacting with a staff is personal development. We believe that mature individuals can be outstanding professionals. We value and respect the individuality of each person. Individual approach For each company we work with, we develop individual programs, focusing on the current needs of employees and the goals of the company. Partnership Our goal is to help employers reach a new level and better understand their employees. We are professionals with high standards of accountability for results. Continuous growth We are constantly developing ourselves and helping our clients develop their businesses. We are introducing new technologies in working with personnel. Client focus We value every client. Our clients operate in many business segments with varying numbers of staff. Increase your company's profits thanks to an effective employee management system with us! order a service Articles and vacancies Reasons to hire an outsourced recruiter. more...

Why do companies outsource executive search jobs to fill a management vacancy if the company has an HRD department on staff? This question arises for both candidates and companies. In my 20 years of recruiting top managers, I have learned many reasons why companies hire an outsourcer to recruit top positions. Here are the main ones: The vacancy is confidential. This means that the company's employees, sometimes HRD and the market in which the company operates, should not know about the vacancy. In cases where the customer of the vacancy is the business owner, it is better not to inform the company's staff about the details of the innovations until a certain time. This happens often in my work. Expertise and knowledge of the markets. A full-time HRD searches and recruits top candidates once every 2-3 years and works within one (their) business segment. I may have more than 10 top vacancies per year in different businesses. I have access to a wider range of candidates, I know what is happening in related markets and the labor market in general. Relevant experience. Not all companies have an HR specialist on staff who plays a strategic role, is familiar with business processes, and can correctly match the candidate's previous experience with the company's future tasks and challenges. It's normal to have one HR generalist on staff in a small company. But expecting her/him to be equally good at recruiting both sales managers and sales directors is risky for business. Use of resources. HRD is not the same as the chief recruiter in the company. The area of ​​responsibility of HRD is much broader. It may happen that during the period when it is necessary to search for a key employee, her/his resources may be directed to the implementation of another important project for the company. After all, recruiting is not always a planned activity for us, is it? Recommendations and experience of cooperation. And it's just like that: I was recommended, someone has working experience with me, the quality of my work is known, I have earned trust. So, the reasons for hiring an outsourcer to fill a management vacancy may var y depending on the circumstances. But whatever the reason, working with such a provider will allow a company to manage resources more efficiently, gain access to a wider pool of candidates, and focus on strategic projects within the company. We believe in Ukraine!

В жизни может случиться все. Мы пытаемся идти в ногу с изменениями и все интересуемся тенденциями настолько, что не успеваем осознавать реалии. Позвольте мне поговорить не о хайп-тенденциях и трендах, а о реалиях рынка труда. Итак... Мы давно уже конкурирует за персонал на уровне глобального рынка. И глобального, не значит соседнего. Мы конкурируем со всем миром. Любой страной мира. Любой. И мы проигрываем, потому что: Конкуренция уже не строится на уровне "кто больше даст денег" - "я работаю за деньги" В борьбе таких составляющих как: идеология компании, личность собственника, личность руководителя, атмосфера в компании, забота о сотруднике, уровень оплаты труда - деньги находятся в хвосте приоритетов. Форматы сотрудничества работодатель - сотрудник изменились. 90% топ-менеджеров, с которыми я сейчас общаюсь, предпочтут проектную занятость, постоянной занятости в штате компании. Никто не хочет связывать себя долгосрочными обязательствами с текущими работодателями. Неожиданно? Почему? - смотрите второй абзац. Все, что пока ещё держит сотрудников на прежних условиях сотрудничества с компаниями - иллюзия стабильности. Но, иллюзии имеют свойство исчезать, что в 2020-2021 и происходит. Спешите меняться, господа!

Для компании, ведущего дистрибьютора мировых брендов электротехнической продукции ищу Директора по маркетингу. Компания работает на рынке энергетики более 15 лет и представляет на рынке Украины более 25 европейских брендов. Клиенты компании - промышленные предприятия, производственные и монтажные объединения, инсталляторы, строительные компании, компании в сфере альтернативной энергетики, аграрные компании и другие организации работающие в области энергоснабжения и электроинженерии. Кто нужен: Ориентированный на результат управленец готовый выстроить маркетинговую функцию в компании на уровне стратегического планирования и управления брендами компании. Данная должность подразумевает ежедневное взаимодействие с собственником бизнеса, отделом продаж, финансовым отделом и партнерами-поставщиками компании. В прямом подчинении у данной должности более 10 сотрудников на позиции продакт-менеджеров. Требования: высшее образование в области маркетинга/менеджмента/экономики; опыт работы на аналогичной должности от 5-ти лет; опыт работы в сегменте электротехнического оборудования (обязательно); опыт управления ассортиментом продукции (у компании более 10 000 единиц наименований товаров); опыт ведения переговоров с иностранными поставщиками; знание английского на уровне достаточном для свободного общения и переписки с партнерами. Основные задачи: Разрабатывать и внедрять маркетинговую стратегию развития брендов компании. Совместно с отделом продаж осуществлять стратегическое и операционное планирование продаж. Проводить анализ рынка и каналов сбыта Управлять ассортиментом товара и закупками. Проводить анализ ассортимента, управлять вводом и выводом нового ассортимента в компании. Определять стратегию продвижения продуктов и каналы продвижения. Управлять процессом ценообразования и формировать проектные продажи. Планировать маркетинговый бюджет Консолидировать и утверждать планы маркетинговых мероприятий, проводить анализ маркетинговых активностей Развивать стратегическое партнерство с поставщиками продукции и услуг, проводить переговоры, заключать договора. Условия работы: подчинение собственнику компании в прямом подчинении более 10 сотрудников г. Киев Ждем Ваше резюме на olga.buriy@gmail.com