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In this fast paced and ever changing business environment, outsourcing has become the need of the corporations Staff Augmentation models Committed to achieve maximum customer satisfaction, we offer customized staff augmentation models with the objective of meeting specific requirements of our clients in the most efficient manner. We understand that different businesses follow particular business models and thus we provide modified solutions that will work around your needs as well as ensure the successful completion of any project. Flat Price Project Time & Material Observational phase: examining your practical and cultural environment and your vision Research proposals Launching the search for candidates Candidates' interviews and assessments We present you with the profiles and candidates we have selected We assist you with the decision-making process (assessment tests, gathering references) Whenever necessary, we assist you in drawing up contracts (negotiation of wages and contractual clauses…) Assisting with integration and monitoring the trial period
We offer customizable modules to build and sustain high performance, in 4 areas: TEambuilding Change management Project management Customer service
Change Praktikum - IAE Aix MBA Change & Innovation
Tender Offer Proposal WNT – May 2012 (DPC)2 Duclot : Dutilleul : de la Pava Pena : Pretot : Calvo
Agenda The company The Mission Our actions plan Timeline Security Fees Team
The Company (DPC)² - A Global Management Consulting Company. More than 15 years experience in a wide range of disciplines. Advises SMEs, big multinational companies and clients in the public sectors in more than 20 countries. Key success factor - Multidisciplinary approach
The Mission – Next Challenges Major reorganization. Launching of a new strategic business unit. Improving supervision according to this new structure. Worldwide impact on different areas within the company. Rely on a collaborative management approach, as well as continuous improvement and innovation culture. Get the ownership of employees at every level.
The Mission – Risks Reluctance to change Poor performance Staff turnover (talent loss) Not having organic growth No ownership of the vision Not meeting the objectives Productivity decline.
The Mission – Key Points Impact of the project on several services Human Resources Existing client Production Financial Procurement Sales departmentDistribution New productSupply Chain New market New team Marketing R&D Service Information Technology
Our action plan Address all the key points to make this project a success Setup a steering committee to lead the change in the company at all levels Ensure maximum buy-in by using approved technics Divide the tasks in relevant project lead at operational level
New organisational structure Objective: New organizational structure, which allows managing effectively the new business structure. Actions: mission, vision, goals, appoint project leaders, define job descriptions, new reporting lines, compensation, communication. Our support: Strategic assistance and guidance, progress tracking, risk assessment, communication, business process design, facilitation. Planning: strategic definition – process design – implementation
Human Ressources Objective: Provide HR advices and solutions enabling you to face fast moving environment and build a better workplace. Actions: Job Analysis, description, evaluation – Organization & Manpower Planning – Compensation and Benefits – survey – Restructuring & Organizational chart. Supports: HR Functional and Technical consultants - trainer
Recruitment Services Objective: offer improvement in quality, cost, service and speed, enabling you to achieve economies of scale from recruitment processes as well as respond to a fast growing business. Actions: Staff Augmentation services, designed to handle the entire recruitment process focusing on speed of delivery, quality of talent & accountability. Supports: HR consultant, Head hunters
Trainings Programs Objective: Create a high performance organization with a solid customer-centric ethos (B2B, B2C), and maintain productivity and morale while transitioning to new processes, structures, customers, roles, or goals. Actions: Training Needs analysis, Evaluating Training Effectiveness, Competency Gap Analysis, Audit of the Training and Development Function, Career Development and Succession Planning, customizable training module. Supports: Coach & trainer
Finance Objective: Offer a variety of financing options and support services to accompany your growth. Actions: Ranging from straightforward referrals, delivery of leasing solutions, to complex IPO groundwork. Supports: Financial consultant, business analyst.
Manager Objective: assure that the organization is supported by the right managerial structure, make sure that managers are well equipped for success Actions: interviews – training – continuous improvement – feedback – assessments – harmonization – ambassadors Supports: facilitator – coach - trainer Planning : beginning of June for evaluation, Sept. for trainings
Supply Chain Management Identify and select suitable distribution channel Wholesalers, distributors, agents and retailers Storage facility location and level of stock Organize the line distributor – sales – production level (forecast) Manage under and over coverage level Sales, after-sales and maintenance ability
Marketing Identify the buying habit (needs and criteria for buying) Investigate the competition (technology, price, differences...) Define short, medium and long term actions (internet-pos) Advert (articles, medias, email, display shelf...) Coordinate marketing action / product launch Hiring B to C specialists
Internet Objective: increase sales by launching B2B & B2C websites Actions: interviews – adapt – analyse – support – communicate – improve Supports: facilitate interviews, help for communication and supplier choice Planning: from mid-June to Sept. for dimensioning, implementation starting Sept.