Human Resource Management (HRM)
For companies that want to attract and retain top talent
Benefits of Human Resources Management
Efficient human resource management is vital for successful business operations. Here, we will list just a few of the benefits:Greater Employee Satisfaction and Motivation
HRM supports candidates throughout the hiring process, from interview preparation to integration into their new work environment, enhancing their productivity and efficiency.
Reduced Employee TurnoverHRM also includes talent retention strategies, such as adapting working conditions, offering benefits, and developing flexible work arrangements. By retaining existing talent, we can reduce costs associated with recruitment and training of new employees.
Compliance with Legal RequirementsFinally, professional HRM ensures adherence to labor laws, minimizing the risk of legal issues while fostering a positive employer image.
1. Attracting and Retaining Top Talent
No organization can function without professional and quality staff. To attract the right talent, we work with you to develop adequate attraction and retention strategies, for example through competitive salaries, benefits, and building a positive reputation of you as an employer. We focus on contemporary strategies, like digital advertising and employer branding, to attract engaged, tech-savvy, and proactive candidates. Additionally, we help you choose “the right person for the job” using proven tools, such as surveys for goal setting and candidate assessment.Employer branding
Employer branding refers to building an attractive image of you and your organization, which increasingly influences success in attracting and retaining talent. As many as 69% of candidates consider employers’ brands important or very important when making job decisions, so they shouldn’t be overlooked. We will help you build a positive reputation using contemporary marketing tools, identify if and which changes you should make to your hiring strategy and approach, and help you implement them.Benefits
Benefits, such as financial incentives or remote work opportunities, are crucial for maintaining competitiveness in the market. We will help you design the right offerings to enhance employee satisfaction, attract new talent, and build a strong employer brand, all while respecting your guidelines and capabilities.Candidate Selection
It is estimated that the cost of hiring the wrong person is about 30% of the annual employee salary, which only confirms the importance of choosing the right people for the job. By selecting good candidates, we save money and time (for other employees, too), decrease frustrations, and avoid duplicative work.However, untrained staff often struggle to recognize truly good candidates, even if they deeply understand the processes new employees should handle. The right candidates are not just those who can perform their tasks efficiently, but also those who fit into the company culture and share its values.
We will help you identify candidates who meet all these criteria, moving beyond mere assessment of technical skills. Our approach ensures a more effective and objective selection process by developing personalized candidate evaluation methods, including structured interviews, aptitude tests, and soft skills assessments. Additionally, we provide expert insights during the final hiring stages, allowing you to confidently choose the best candidates.
Our goal is to help you find the right people but also build a long-term, cohesive team.
Compensation and Reward Systems
Compensation and reward systems encompass strategies for determining base salaries, allowances, bonuses, and other forms of financial and non-financial employee incentives. Therefore, they can’t (or shouldn’t) be perceived as exclusively administrative functions but rather as key methods in reducing employee turnover and enhancing the organization’s reputation and credibility. We offer you a more agile and digitalized compensation and reward system that focuses on the employees and giving them what they want, while simultaneously enabling productivity tracking and reward personalization. We also help you develop a strategy that encompasses a combination of fixed and variable segments aligned with collective agreements, legal regulations, and internal policies.
2. Retaining Experts
Today, many organizations today operate with a high risk of employee turnover due to stress, demanding working conditions, and global demand for skilled professionals. If, however, you manage to retain experts, you will improve the quality of your services, your reputation, and the long-term stability of your organization. We help you do so with professional advice and guidelines tailored to your wishes and needs.Relationships with Schools and Faculties
One way we can secure a continuous influx of qualified employees is by developing your relationships with schools and faculties. For example, we can help you:- organize internships
- secure collaboration in educational programs
- organize educational workshops and guest lectures
Onboarding and skill development
Systematic onboarding helps employees:- adapt to your organization, specific work processes, and culture,
- succeed at their jobs more quickly, and
- stay in your organization for longer, as most employees decide whether to remain during onboarding.
- A new employee becomes operational in a shorter time.
- Professionally trained staff reduce the risk of errors.
- Well-educated employees provide better service to patients.
- A structured onboarding process enhances your reputation and creates a positive first impression.
- Additionally, a strong start increases loyalty and reduces employee turnover.
Talent Management and Development
Talent development is a strategic process that helps you recognize, develop, and retain highly qualified experts. This process is particularly significant for organizations that employ various types of experts and where experts have a wide range of employers to choose from and can easily move to where better job opportunities arise. Still, many organizations don’t have enough time or internal skills to systematically develop talent. We help you in this process by first identifying your employees’ unique potential and getting to know their personalities, individual desires, and needs more closely. Based on these insights, we create strategies that help us develop the identified talents for the benefit of both sides (yours and your employees’) and create a space where employees can unleash them. We use proven and scientifically backed tools to do so, such as those for psychological and personality assessments. Considering that every organization is unique, we create strategies that fit your specific needs.Development – From Interns to Experts
Performance Management
Performance management is the process of tracking, assessing, and improving employee performance for the purpose of achieving organizational goals and supporting employees’ professional development in a direction that contributes to the previously set goals. We can divide our approach to performance management into 4 phases:- Analyzing Existing and Ideal Scenarios
- Planning for Performance Management Improvement
- Success Tracking
- Assessment
3. Organizational Culture
Organizational culture is the foundation of every successful company, as it determines how employees work, communicate, and make decisions. It is not just a “nice-to-have,” but a crucial factor in employee engagement, productivity, and innovativeness, as well as long-term operational sustainability. For example, employees are 24% more likely to quit if they don’t like a company’s culture, while as many as 91% of U.S. managers believe that aligning employees with organizational culture is just as or even more important than skills and experience. Our goal is to help you build and maintain a positive organizational culture aligned with your business goals. We do so by diagnosing the existing culture, for example through employee interviews and industry benchmarking, defining organizational goals and values, and developing and implementing adequate strategies, for instance by introducing new policies and procedures.Systematization
Systematization is one of the key prerequisites of a positive organizational climate. It involves formally defining roles, responsibilities, and the hierarchy within an institution. When the roles, responsibilities, and the hierarchy are systemized, you can expect:- Every employee to understand their tasks
- Roles to be aligned with relevant laws and regulations
- Efficiency to increase due to clearly defined tasks
- Employees to clearly understand responsibilities and work conditions
- Accurately defined roles to yield better candidates
Workplace Relationships
In the context of organizational culture, we shouldn’t forget workplace relationships. They are the cornerstone of successful organizations because employee satisfaction, motivation, and often the quality of products and services depend on them. The most important elements of workplace relationships are:- Employee and employer rights and obligations
- Addressing employee turnover issues
- Collective agreements
- Union relations
- Work climate, team collaboration, and conflict management
4. Documentation and administration
Some studies indicate that HR spends almost all of their time, or more precisely, 86% of their time, doing admin work. Delegate some or all of these tasks to our team and free your in-house experts for more strategic tasks.Personnel Records (Legal)
Personnel records consist of personal employee details, documents about their employment status and competencies, certificates of training, workplace safety courses, etc. You must maintain these records in compliance with applicable laws and regulations, which can be challenging. That’s why we offer you our administrative service which ensures that all personnel records are accurately managed and updated, in alignment with GDPR.HRIS (Human Resource Information System)
HRIS collects and manages employee data and offers functionalities that encompass the following processes:- Hiring (advertising job opportunities, managing applications and interviews, generating and storing documents, creating a base of qualified candidates, tracking compliance)
- HR administration (managing employee data, contracts, and documents like certificates, licenses, reminders to renew licenses, annual leave records, day off records)
- Records of employee attendance and leaves
- Payroll calculation
- Training (tracking licenses and certifications, managing e-learning, organizing and tracking training programs)
- Reporting (reports on the number of employees based on professions, employment statuses, departments, and other factors, reports on employee fluctuations, work hours, education and certificates, employee engagement and satisfaction, survey results, financial reports…)
Employment law documentation
The basic types of employment law documentation include:
- Employment documentation
- Documentation of qualifications and competencies
- Work time records
- Employee rights and obligations
- Health and safety standards documentation
- Termination of employment documentation
5. Exit
Termination of employment is often a sensitive process due to high accountability standards and the complexity of the work environment. Our goal is to ensure that every employment termination is handled professionally, in compliance with the law, and with respect for the employee.
Therefore, we emphasize several key elements:
- Legal Compliance
- Ensuring that every part of the termination procedure is compliant with relevant laws, regulations, and collective agreements
- Preparing all necessary documentation, like certificates of work experience, employment termination decision, and similar documents.
- Professional Communication
- Communicating with employees with clarity and compassion to reduce the risk of conflicts and misunderstandings
- Ensuring employees have access to all necessary information and documentation
- Handling delicate situations (like termination due to employee misconduct)
- Facilitating mutual termination
- HR Closure
- Creating and handing over the documentation to the employee
- Removing access to the organization’s informational systems and documents
- Employee deregistration from legal and tax systems
- Return of company resources
About Us
Our team consists of experts in the key areas of professional human resource management. Zrinka Stanić graduated from the Faculty of Law and earned a PhD in economics, specializing in human resource management (HRM). She has completed NLP Basic, NLP Practitioner, and NLP Master Practitioner training, enabling her to offer NLP coaching within HRM for both professional and personal employee development.Jelena Đekić holds a master’s degree in psychology and is also an NLP Master Practitioner, allowing her to provide comprehensive HRM support to organizations alongside Zrinka.