Clients

We understand that every company and role is unique. We do cover the full pamphlet within the Human Resources Management like we are experts in the full Talent Management area also.

We also advise and assist in HR digitalization projects, and have profound respect for the often huge pre-work, but can also advise you on the implementation, and the connections between the programs.

We also have many assignments from clients who need us to train employees and managers in different systems, like we can assist you in delivering transformation Training & Change Management.

Our culture

Organizational culture encompasses values and behaviors that “contribute to the unique social and psychological environment of an organization. To describe our company culture, we have selected 10 words:

  • Action Oriented
  • Approachability
  • Dealing with Ambiguity
  • Individual Emåathy
  • Ethics & Value
  • Integrity & Trust
  • Organizational Agility
  • Perseverance
  • Problem solving
  • Resilience

(Alphabetic order)

We welcome you to see the definition of each areas:

Enjoys working hard; is action oriented and full of energy for the things he/she sees as challenging; not fearful of acting with a minimum of planning; seizes more opportunities than others.

Is easy to approach and talk to; spends the extra effort to put others at ease; can be warm, pleasant, and gracious; is sensitive to and patient with the interpersonal anxieties of others; builds rapport well; is a good listener; is an early knower, getting informal and incomplete information in time to do something about it.

Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty.

The ability to observe and see other person’s life and understand the value. The ability to more deeply understand people by perceiving or experiencing their life situations and as a result gain insight into structural inequalities and disparities.

The three components of the model—individual empathy, Contextual understanding, and social responsibility—are explored and explained. Social empathy provides a framework for more effective social policies that address disparities and support social and economic justice for all people. Social workers are well positioned to enhance social empathy, and application and suggestions for further enhancement and research are provided.

Adheres to an appropriate (for the setting) and effective set of core values and beliefs during both good and bad times; acts in line with those values; rewards the right values and disapproves of others; practices what he/she preaches.

Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain.

Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations.

Pursues everything with energy, drive, and a need to finish; seldom gives up before finishing, especially in the face of resistance or setbacks.

Uses rigorous logic and methods to solve difficult problems with effective solutions; probes all fruitful sources for answers; can see hidden problems; is excellent at honest analysis; looks beyond the obvious and doesn’t stop at the first answers.

Are you resilient – can you pick yourself up when things don’t go as planned? And do you learn and grow from your mistakes and failures?