| Executive Recruitment |
Executive training
system |
| Understood
as an integral service, our executive recruitment starts with
the identification of the candidate’s profile as well as an understanding
of the organizational challenges, taking into consideration the
web of relationships that constitute the position. Once the preparation
stage is concluded,a coherent selection process starts in which
we look for the best candidates to take over the position’s challenges,
ensuring a smooth entrance to the organization, once the selection
process is complete. |
Any organization’s
performance depends broadly on its people’s capacities. Acknowledging
this, the systems developed by proActiva are based on a ‘learning
to learn’ philosophy, leaving installed a capacity for continuous
improvement and personal development. |
| Performance evaluation |
Career development |
| Performance
evaluation must be understood as an opportunity for improvement.
In this sense, Proactiva develops performance evaluation systems
integrating the demands and perspectives of the employer with
the commitments realized by the employee concerning the quality
of his or her work. |
Proactiva
has experience working with organizations concerned with it’s
employees professional development, in the form of systems that
allow the employee to identify areas for professional growth within
the organization. |
| Retribution
system |
Organizational
strategic |
| Our
approach in the development of retribution systems includes two
dimensions: remuneration, that implies monetary incentives; and
recognition, that involves actions that the organization can make
as complementary ways to motivate its personnel. |
Proactiva
understands the vision, mission and guiding principles as the
foundation of the organizacional strategic framework. The shared
definition of these concepts is the base of the strategy that
will support the definition of objectives. These, in turn,
will become the bases for the design of a concrete strategy. |
