Consultancy

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• Consultancy
• 2005 / 2006

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WHO WE ARE

• HIGH CLASS is an organization of highly
  experienced professional consultants, with over
  20 years of services rendered in Brazil and in
  other countries to a diverse number of companies.
  
• We have a great experience conducting human
  productivity development programs, having
  developed and implemented state of the art
  technologies in Human Resources, Organizational
  Restructuring, Strategic Planning, Remuneration
  Strategy and Policies, Recruitment and Selection
  of Personnel, Training and Development,
  Leadership, Motivation and other Human Resources
  related projects.

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Consultancy Objectives

• Training and Developing Human Resources Managers
  and Supervisors to effectively act in all areas
  of the People Life Cycle.

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People Life Cycle
Data that does not directly relate to one phase
of the people lifecycle or covers several of them
Effectively distributing and integrating people
to ensure added value as soon as possible
Individual productivity and cohesion between
overall business goals and individual efforts
Phase concerning managing people leaving the
organization.
Capabilities and processes related to introducing
potential employees to the organization
Building competencies and capabilities that
enable fulfillment of business goals
Compensation and benefits and the processes
supporting these
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Areas of Expertise
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I Strategic Planning

• Due to the fast technological changes and
  internationalization, the for profit and not for
  profit organizations have incorporated strategic
  planning to its management processes. The
  strategic focus defining the organization's
  mission and vision motivates the organizations
  to define and achieve its long range objectives.

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Strategic Planning

• The strategic planning has the objective of
  answering basic questions such as
• - What is the objective of the organization's
  existence.
• - What does it want to achieve?- How does
  the organization achieve its objectives?

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Development of the Strategic Planning.

• Diagnosis
• Macro environment
• Micro environment
• Critical Success Factors
• Competitive Advantages.
• Business Definition
• Business Competitiveness
• Business and Product Cycle
• Choosing Competitive Strategy
• Technological Innovation
• Strategy
• Organization's Mission.

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II Human Resources Policies and Management.
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Human Resources Policies and Management.
Policies are established rules to govern
functions and guarantee that they are performed
in accordance with the desired objectives

Action Guides
Each organization develops its own Human
Resources Policy in line with its philosophy and
characteristics.
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Attraction

• Staffing
• Human Resources Planning.
• Recruitment and Selection.
• Sources of Recruitment.
• Interviewing Techniques.
• Psychological Evaluations.
• Follow-up
• Recruitment Evaluation.
• Head Hunting

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Deployment

• Induction Training
• Socialization
• Job Description
• Competencies

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Development

• Training
• Training Needs.
• Development
• Career Planning.

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Performance

• Motivation.
• Balanced Score Card
• Individual Development Plan
• Performance Evaluation.
• Reasons for evaluating Performance.
• Which Performance should be evaluated?
• How to evaluate performance?
• Who should evaluate whom?
• Feedback.

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Reward

• Remuneration
• Base Salary
• Short term incentives
• Bonus
• Profit sharing
• Long Term Incentives
• Benefits
• Salary Administration
• Occupational Health and Safety
• Personnel Administration
• Information System

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Exit

• Preparing for retirement
• Pension Plan
• Exit Interview
• Retention Plan
• Outplacement

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Labor Law

• Overtime
• Outsourcing
• Consultancy
• Vacation
• Absenteeism
• Disciplinary Actions
• Remuneration
• Union Agreements
• Union
• Benefits
• Social Charges
• Expatriates
• Bonus (Profit Sharing)

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III- Social Accountability
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Social Accountability

• Cooperation with non governmental agencies.
• Service Clubs
• Lyons
• Rotary
• Children's Project
• Educational organizations
• SENAI / SESI
• SENAC / SESC
• Community Projects
• Housing Project
• The City if Sacramanto Example
• The CBMM example

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IV Projects Management
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IV Projects Management

• Project Management Process
• Integrated Project Management
• Project Scope Management
• Project Time Management
• Project Cost Management
• Project Quality Management
• Project Human Resources Management
• Project Communications Management
• Project Risks Management
• Project Procurement Management
• Finalizing Projects

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V Management Systems
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Management Systems

• ISO 9.000
• ISO 14.000
• OHSA 18.000
• SA 8.000

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Some of our Main Clients
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Some of our Main Clients

• Anglo American Corporation
• Anglo Gold
• De Beers South America
• De Beers Angola Prospecting
• De Beers Group
• Cardysistem
• Companhia Brasileira de Metalurgia e Mineração
• Companhia Mina da Passagem
• Companhia Canetas Compactor
• Ciplan Cimento Planalto
• Cofermeta
• Companhia Vale do Rio Doce CVRD
• Docegeo
• Elmo Calçados
• Giroflex
• Grupo Velcan
• ICAL

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Some of our Main Clients

• Harnischfeger do Brasil
• Hospital de Olhos de Minas Gerais
• Lafarge
• La Lampe
• Leroy Merlin
• Mineração Lagoa Seca
• Novo Nordisk Fabricação Farmacêutica do Brasil
• Pará Pigmentos (CVRD)
• Ponteio Lar Shoping
• Pró Informática
• Prosegur Brasil
• Rede Federal de Armazéns Gerais Ferroviários
• RTB Rio Tinto Brasil
• São Bento Mineração
• SOICON
• VIVO TELEFONIA CELULAR
• Therma Engenharia