As Solutions Kft.
- Organisational development
Area of expertise
Organisational development and HR consulting
Organisational coaching is a form of organisational development in which we place considerably more emphasis on the human factors than traditional organisational development does.
Our conviction
An organisation’s successful and efficient operation always comes before success in the market.
If an organisation is partly or completely disorganised, success in the market and revenue will also partly or completely fail to materialise. There is a clear correlation between the two.
Organisational development
Goals
- Increasing organisational efficiency and focus
- Developing cooperation
- Clarifying responsibilities and decision-making powers
- Strengthening motivation and commitment
- Reducing staff turnover
- Creating the conditions for objective periodic appraisals
Areas
- Creating and refining the business and operating philosophy and the system of goals
- Organisational audit, assessment of processes, norms and positions
- Reshaping or establishing the organisational structure (system-level development of processes, job roles, tasks, competencies, decision-making powers and expectations)
- Drawing up a code of ethics
- Designing motivation and bonus systems
- Introducing a performance appraisal system
- Creating the non-financial conditions for motivation (trust, loyalty, team spirit, atmosphere, environment, non-financial motivational tools)
- Defining the coaching and training programmes that support development (based on the experience gained throughout the process)
- Periodic organisational supervision after the programme has ended
How we work
Organisational coaching
Individually and in small groups
During the process we work with employees and leaders individually and also in small groups, in order to understand the current organisational behaviour, processes, formal and informal roles, norms, goals and problems.
Principles of organisational and work psychology
When reshaping goals, processes, positions and norms, or introducing new ones, we keep in mind and apply the principles of organisational and work psychology that ensure those affected are able to adapt to the changes.
Changes that actually happen
Throughout our work we keep in mind the considerations of work and organisational psychology that ensure the changes can be followed by the human mind and are easy to adapt to. Accordingly, we are able to bring about changes in a company’s life that actually happen, and are not merely written down.
People at the centre
“In reality, we are not building a business. We are building people and groups. If we do this well, they will build the business for us.”
Testimonials
What our clients say
“I got into a personal coach training with many doubts. I didn’t have any experience in this process at all, but I was able to recognize that I will benefit from this in the future.
I had no regrets! We made a lot of unspoken, undefined thoughts clear. It makes a difference knowing that you are performing well on the job, not just feeling that you are! I was completely satisfied with the personal training and this is why I had the courage to start my company’s organizational development project, which is still in progress to this day. I am excited about the outcome. Thank you for the fair and excellent job so far.”
“I have asked Palatinus Consulting to examine the internal structure of my company, to make proposals for optimizing the operation. Palatinus Consulting made a personal competence measurement and taking that into account we have reorganized the duties and responsibilities of our managers, so that everyone is performing the tasks that are in line with their strengths. This way the performance of my colleagues and my company has been significantly improved. I’m extremely pleased with the work of Palatinus Consulting, they are a partner who I certainly recommend any time.”
“With Zoltan the work is constructive and effective! Beyond the problems of organizational structure he’s also helping CEOs to solve the occurring complex problems caused by the constant overwork, by modifying the approach of management. He has multiple complementary qualifications and the ‘real life’ experiences obtained at other companies which make him a very credible adviser in his role. At the end of the gruelling work together there are always issues that have emerged or new ideas, that makes it all worth it after all.”
References
Organisational development on the client list
The companies on the reference list where the work done includes organisational development, organisational supervision or organisational consulting.
Babilon Informatika Rendszerház Kft.
- Organisational development
Electro Point
- Organisational development, organisational supervision
ÉSK Innovációs Kft. (architectural firm)
- Organisational development
Goodwill Consulting Kft.
- Organisational development
Hambau Kft.
- Organisational development
Hegymegi-Barakonyi és Társa – Baker & McKenzie Ügyvédi Iroda
- Organisational consulting, coaching
Lightware Vetítéstechnikai Kft.
- Organisational development
- Organisational supervision
Lizzy Card papír Kft.
- Organisational development
Maxsys Biztonságtechnikai Kft.
- Organisational development, organisational supervision
Saubermacher Magyarország Kft.
- Organisational development
Ventil Épületgépészeti Kft.
- Organisational development and organisational supervision
Vitalcomp Kft.
- Organisational development
- Organisational supervision
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On this topic
Organisational development
First the organisation, then success in the market
We are convinced that an organisation’s successful and efficient operation always comes before success in the market.
Area of expertise
Leadership coaching
Solving leadership problems, developing leadership effectiveness, delegation, communication, confrontation and handling conflict.
Area of expertise
Corporate training
Developing communication and cooperation, handling conflict and stress at work, team building, leadership training and workshops.