In the world of HR, one-size-fits-all solutions often fall short. Sometimes, what you need is more – more insightful conversations, more attentive listening, and more creative problem-solving.
If you’re unsure of the answers to these questions and challenges, don’t hesitate to reach out:
- How to start building an HR system in my company from ground up?
- How can we improve the response rate of good candidates?
- How to structure the first day, and week, of a new employee’s and how to introduce to the workplace and colleagues?
- As my company grows, which IT systems would best suit my needs to streamline or automate employee data management, annual leave requests, interviews, hiring, and onboarding?
- How to successfully manage employee satisfaction and ensure they see their future career in my company?
When to Engage an Interim Manager?
An Interim Manager is often hired when a permanent employee is temporarily unable to perform their duties, such as during maternity leave. In such situations, the primary goal is to ensure the continuity of business operations and active projects.
Another common scenario is when a company, due to financial or strategic reasons, does not require a permanent employee but needs to implement a specific system or finish a project. In this case, the primary goal is to improve the specific situation within a defined timeframe.
Why to Engage Interim Manager?
- Maintains team motivation: Their presence ensures that the team remains motivated and does not lack leadership.
- Strong focus on the situation: Due to the “short-term” nature of their engagement, they bring a strong focus to the situation at hand.
- Rich experience: Their extensive experience eliminates any downtime due to the need for “getting up to speed” with the job.
- Unbiased perspective: Their impartiality brings a fresh and innovative perspective to the situation.
Through service of engaging an experienced Interim Manager for a specific period, we can support you in addressing specific challenges or managing specific projects within your company in two segments of your business:
Interim HR Manager
- Provide strategic HR leadership and direction
- Create and manage HR operations and processes
- Develop and manage HR teams
- Implement HR initiatives and projects
- Address HR challenges and issues
Interim Business Operations Manager
- Manage and oversee day-to-day business operations
- Improve operational efficiency and effectiveness
- Optimize business processes
- Identify and implement cost-saving measures
- Oversee project execution
Company culture, efficient processes, and clear procedures are the cornerstones of a successful organization. They establish a framework for behavior, decision-making, and daily operations, ultimately impacting employee engagement and overall business performance.
Here’s how we can help you build a strong foundation for your company:
- Custom made policies that establish your company’s general guidelines for behavior, values, and principles: Work Environment Policy, Travel Policy, Employee Workbook, etc.
- Tailored processes that streamline your business operations. Processes are a series of interconnected or sequential activities organized in a structured manner: Recruitment Process, Onboarding Process, Performance Management, etc
- Comprehensive Procedures.I generate various templates and procedures that provide detailed step-by-step instructions for carrying out specific tasks within a process such as: Employee Performance Evaluation, Onboarding and Offboarding Checklists, etc.
There is no greater decision in any company than choosing the right employees. Hiring someone who lacks the necessary experience, skills, or personality traits for a particular position can have long-term negative consequences for your business. The lost time and potential profit from hiring the wrong person can be detrimental, especially in small companies. Recruitment services entail the following:
Project Analysis and Preparation
- Job Requirements Definition
- Creating a detailed profile of the ideal candidate
- Crafting a compelling job ad that accurately reflects the position and attracts qualified candidate
- Utilizing appropriate channels to reach the right pool of potential candidates
Candidate Screening
- Actively sourcing candidates through relevant channels
- Reviewing resumes and cover letters to identify candidates who meet the minimum qualifications and match the ideal candidate profile
- Conducting structured interviews to assess candidates’ skills, experience, and cultural fit using standardized questions and evaluation criteria
- Candidate Evaluation
Candidate Selection
- Engaging with finalists to answer their questions, provide additional information, and gauge their continued interest in the position
- Candidate Shortlist Presentation
Human resource planning is a crucial process in any business environment, aimed at ensuring that the company has the right number of right people, in the right roles, at the right time to achieve its desired goals.
We can advise you on the following:
- Current Situation Analysis: Assessing the current workforce in terms of skills, experience, and demographics to identify gaps and strengths.
- Future Needs Forecasting: Predicting future HR requirements based on business growth plans, technological advancements, and market trends.
- Strategies for Filling Needs: Developing strategies to attract, recruit, develop, and retain the talent needed to meet future needs.
- Action Plan Implementation and Evaluation: Implementing the HR plan and regularly evaluating its effectiveness to make adjustments as needed.
Are you a business owner or department manager with an HR team that lacks expertise?
Or perhaps you’re an HR generalist, assistant, or office manager looking to expand your HR knowledge?
Maybe you’re a small business owner handling HR responsibility on your own.
Making the right hiring and leadership decisions can be challenging and costly without expert guidance. Our effective training programs will help you avoid these pitfalls.
Our comprehensive training programs will equip you with the knowledge and tools in the following areas:
- Onboarding: Learn how to integrate new hires into your team seamlessly.
- Recruitment and Selection: Master the art of attracting top talent.
- Performance Management: Create effective performance management plans and track employee progress.
- Rewards and Benefits: Motivate your team with the right compensation and benefits packages.
Ready to get started? Contact us today to learn more about our HR training programs, online and in-house, according to your needs.
Onboarding is a crucial process that serves two key purposes:
- Company Acclimation: Familiarizing new hires with the organization’s culture, policies, procedures, and overall structure, regardless of their role or seniority level. This aspect is typically handled by HR or Office Managers.
- Role-Specific Training: Introducing new employees to their specific tasks and responsibilities, tailored to their role and seniority level. This is usually undertaken by their direct supervisors or Team Leads.
Our Onboarding Support Services are following:
- Developing and Implementing Onboarding Processes: Creating a structured onboarding program that effectively integrates new hires into the organization.
- Creating Checklists and Step-by-Step Guides: Providing clear and detailed instructions for process owners to ensure a smooth onboarding experience.
- Designing Action Plans and Activities: Crafting a comprehensive plan of activities for the new employee’s first six months, ensuring they have the necessary support and guidance.
- Developing Positive Communication and Content: Creating engaging communication materials to introduce the new employee to the rest of the company and foster a welcoming environment.
Offboarding is the process that takes place when an employee leaves a company, whether voluntarily or involuntarily. It’s crucial to take a series of steps to minimize risks, avoid business disruptions, protect business interests, data, and property.
It’s also essential to maintain a positive organizational climate among remaining employees and preserve good relationships with former employees.
This process is called offboarding management.
We can assist you with the following aspects of offboarding:
- Developing and Implementing Offboarding Processes: Creating a structured offboarding program that effectively manages employee departures.
- Creating Checklists and Step-by-Step Guides: Providing clear and detailed instructions for process owners to ensure a smooth offboarding experience.
- Designing Communication Materials: Crafting engaging communication materials to inform other employees about their colleague’s departure.
- Conducting Exit Interviews: Conducting exit interviews to gather valuable feedback from departing employees and address any potential concerns.
Research shows that employees start considering leaving a job almost six months before they actually make the decision to leave. In the sea of responsibilities that small and medium-sized business owners face, it’s easy to miss these signals. It’s worth investing the time and energy into having conversations with employees to show that problems may not be insurmountable.
What does the Performance Management process look like and where can we guide you?
- Establishing clear expectations for employee performance and outcomes
- Ensuring employees understand how their contributions align with the company’s objectives
- Establishing a system of regular performance evaluations
- Cultivating a culture of continuous feedback exchange between employees and supervisors/leaders to encourage open communication
- Developing individualized development plans to help employees enhance their skills and competencies
Rewarding employees based on their performance is an effective strategy for boosting motivation, increasing productivity, and retaining top talent.
If you have already clearly defined roles and responsibilities, established a performance evaluation system, embraced a culture of feedback, and developed employee development plans, the next step is to:
- Design a Comprehensive Rewards System. An effective rewards package goes beyond monetary compensation and encompasses a range of incentives that appeal to diverse employee needs and preferences.
” We ask ourselves, ‘Who am I to be brilliant, gorgeous, talented, fabulous?’ Actually, who are you not to be?” – Marianne Williamson
Coworkers` Testimonials
“As the former CEO of Microsoft Croatia, I’ve had the privilege of working with Andrea Čerina at our local office. Her exceptional leadership and expertise in HR management have been instrumental in driving Microsoft Hrvatska’s success. Her ability to manage a diverse range of HR functions, from recruitment and onboarding to employee relations and compensation, has been invaluable. I wholeheartedly recommend Andrea Čerina as a highly skilled and dedicated HR professional.”
Lejla Zukić-Krivdić, CEO
Microsoft Croatia
„Our collaboration with the company Andrea Čerina was employed with, has been greatly enhanced by her exceptional work as HR and Operations Manager. Her expertise in recruitment, payroll, and benefits administration has been invaluable to our collaborative efforts. Andrea has consistently demonstrated a high level of professionalism and efficiency in their work which contributed significantly to our shared success.“
Petra Zajc, Senior Accountant
Astra poslovni inženjering
„I soon realized that Andrea was a valuable asset for the project teams to the satisfaction of the project managers and their peers. Ms. Cerina possesses important personal qualities such as the ability to work efficiently under pressure and an understanding the importance of teamwork. She was also always focusing on goals including timing and recipients respecting the required degree of correctness.“
Eric Balling, Project Manager
COWI IPF
„Under Andrea’s leadership, our HR & Operations department became a true business partner. Her ability to align company strategy with employee needs is truly impressive. Her energy and dedication to her work are admirable. I wholeheartedly recommend her as a top-tier HR professional and a pleasure to work with.“
Miroslav Keleković, CEO
Andritz Digital Factory
“Collaborating with Andrea as a colleague was a positive experience. Thanks to her efforts, we were able to attract top talent to the team and efficiently fill key positions. Her ability to identify areas for improvement and implement effective solutions had a significant impact on our efficiency. It was a pleasure to work with someone so passionate about their work and dedicated to the success of every project. People like her, who bring their knowledge, skills, business acumen, and intelligence, are exactly what every successful company needs.”
Paricher Kolarac, Senior Project Manager
Andritz
„Andrea Čerina is a very diligent individual with strong organizational skills. She has excellent communication skills and works well across different country cultures, organization types, and seniority levels. Ms. Cerina has a very positive personality and was an integral part of First Data`s international team, Superiors, colleagues and clients highly appreciated her. Ms. Cerina`s character is beyond doubt.“
Domagoj Mandarić, Regional Managing Director SEE
First Data International
Contact Us
Are you facing HR or organizational challenges? Do you have questions? Need advice?
Fill out the contact form and we will get back to you as soon as possible to learn more about your specific needs.
- andrea@hrbizstudio.com
- +385 95 546 1746
- Andrea Čerina
HR & BIZ Studio agency is registered with the Ministry of Labor, Pension System, Family, and Social Policy for recruitment under number 790/24.