Human Resources Consulting

consultora de recursos humanos_servicios para empresas-min

MLP Human Resources Solutions

INCORPORATE A STRATEGIC MANAGEMENT MODEL?

At MLP we develop and implement Strategic Management models, promote cultural changes and digital transformation, aligning HR practices with business strategy.

Create effective performance management, define leadership development systems, improve talent management programmes, reorder and evaluate human resources strategies, etc.

MOTIVATING YOUR STAFF AND IMPROVING THE WORKING CLIMATE?

Motivation is one of the internal factors within the company that requires most attention. At MLP we work on the keys to having motivated workers that improve the work climate and customer satisfaction.

What motivates your employee?

How does motivation influence your work environment?

Employees' motivations are subjective and the work climate is of vital importance. At MLP we are committed to offer them:

  • Flexibility
  • Possibility of projects and training facilities
  • Development of innovation and creativity
  • Working at the most favourable site
  • Family, social and economic support

At MLP we identify the factors that influence motivation at work:

"Hygiene factors" that refer to the work environment.

"Motivating factors" which refer to the content of the work.

"Labour factors" the salary and benefits, degree of confidence about the continuity of employment. Possibilities of promotion. Working conditions such as working hours, "flexibility", job security, characteristics of the workplace, its facilities and materials.

In MLP we work to improve the working climate and the motivation of employees, based on:

Flexibility": Freedom of where and when workers can work. Workers have the ability to decide whether they work from home, go to the customer's house or work from the office. This allows for a great inspiring and motivating environment with a high quality of life.

The supervisory style: It is based on teamwork, encouraging employee initiative, with few hierarchies. Encouraging innovation and the contribution of each worker to the decision-making process.

Achievement: The most important motivating element. Achieving the objectives of the task proposed for each worker and offering recognition, valuing the effort.

The characteristics of the task: Seeking diversity and variety of tasks, seeking to avoid routine and monotony. To allow each employee to work on their own, encouraging creativity and new ideas.

Economic, social and training aid: Economic aid for training. Implementation of social and family programmes.

Fun at work: Gymnasium, language classes, relaxation rooms, cafeterias with food and drinks.

IMPROVE YOUR ORGANISATION AND HUMAN RESOURCE PROCESSES?

BOARDS OF DIRECTORS

Alignment of directors and executives.

ORGANISATIONAL MODELS

Redefinition of organisational models and transformation maps.

HR PROCESSES: DEFINITION AND OPTIMISATION

  • Organisational structures, new processes, KPIs, management charts
  • Employee Experience and Employer Branding.
  • Succession plans.
  • Training and career paths.

MERGERS AND ACQUISITIONS

Change management and alignment of people to the new work environment.

EMPOWERING YOUR SALES FORCE?

At MLP we focus on building a sales force.

Stages:

  1. Prospecting and market planning.
  2. Definition of the buyer's profile: Target audience to optimise sales.
  3. Definition and search of the seller's profile: Getting the right staff according to the product or service.
  4. Definition of objectives: Enhancing the visibility and sale of products to the end consumer.
  5. Assessment: Evaluation of the objectives set.
  6. Purpose: To generate new replacement orders, communicate new campaigns, offers or new product launches, improve communication and proximity to the customer in order to INCREASE SALES.

INCORPORATE PERFORMANCE APPRAISAL SYSTEMS AND FAIR PAY POLICIES?

Are salaries commensurate with the level of responsibility of the positions within the organization?

Are salaries in line with the labour market according to the position and its sector?

Do you adequately compensate each professional according to his/her achievements and performance?

FIXED REMUNERATION (pay for work)

The MLP methodology allows for the incorporation of a pay system with internal and external equity, applying salaries according to the responsibility, labour market of the sector and work performed by each worker within the organisation. We guarantee a fair and motivating evaluation and compensation system.

We use our own tools and methodology for the definition and assessment of jobs, including the responsibility for each position within the organisation and the evaluation of the worker's performance.

VARIABLE REMUNERATION (remuneration according to performance and achievements)

Phases of implementation of variable remuneration:

  1. We implement management by objectives in key positions in the organisation.
  2. Definition for each position of the objectives and key goals.
  3. Evaluation of results and efforts employed.
  4. Variable compensation linked to the achievement of objectives and achievements.

EMOTIONAL COMPENSATION

At MLP we value the importance of encouraging employee commitment and motivation and their contribution to the company. Rewarding each worker according to their responsibility within the company, their results and achievements, as well as their talent and potential.

We design for your company comprehensive systems of remuneration and compensation.

IMPROVE THE PRODUCTIVITY OF YOUR EMPLOYEES AND BUILD HIGH-PERFORMANCE TEAMS?

TALENT MANAGEMENT: TALENT MAPS - PROFESSIONAL DEVELOPMENT

We implement the most effective human resources practices and processes to manage and develop your company's talent.

Design of transformation programmes: strategies, new leadership models, innovation and customer focus.

AUDIT MANAGEMENT

  • Evaluation of management, middle management and professional profiles.
  • Definition of Professional Development Plans.

DEVELOPMENT & ASSESSMENT CENTER

  • Identification and analysis of competencies.
  • Identification and development of profiles with high potential.
  • Individual Development Programmes.

TECHNOLOGICAL AND DIGITAL CULTURE TRANSFORMATION

  • Digitisation of work processes.
  • Innovation and idea generation platforms.
  • HR Big Data.
  • Talent communities.
  • Employee Engagement and Gamification.

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