Mind Your Head

Resources and competitive advantages

Team of a rare profile for the market able to do qualitative researches and analysis

  • Specialists (moderators, analysts), who can research and analyse the results in a skilful way
    • In-depth interviews with top-managers and high-qualified specialists,
    • Focus-groups with low and middle ranking staff, employees of rivals at the labour market
    • Quantitative surveys.
  • The results of such methods and analyses of other level are not only general figures of staff state to general criteria, but also
    • To explain the eye of the problem, its consequences
    • Cause and background isolation of the problem, its precise points of localisation
    • To present reasons and exemplifications, visually proving the subject of the given discussion.

    • Not only the general diagnosis.

  • The competitors, dealing with HR-analytics, as a rule, have specialists only on qualitative researches in their team.
    • Their main task is to implements foreign techniques precisely and to analyse the figures they got.

    • Our colleagues do not only work up the techniques themselves, but they are able to research unstructured big data. This is service of a different level – apprehension and recommendations.

  • Techniques of qualitative researches:
    • 1. In-depth and expert interviews (including Delphi techniques applying)
    • 2. Focus-groups and other forms of group discussions:
      • «Brain-storming»,synectics, 365 technique, role discussions, including Six Thinking Hats tool (technique for collective idea expression and problem solving during project development) game simulation, script writing
      • «Quadro» (techniques for reasoning revealing and working up of the hostile positions)
      • «Snowball», «Priorities» (techniques for positions revealing and accomodation)
      • Workshop – an interacting technique for opinion revealing, used actively in ideas and product testing.
  • During the interviews and focus-groups HWA moderators acquirements allow:
    • To reach contact with different social groups representatives – of workers to top-managers of largest companies in our country, that is proved with results and client feedback
    • To conduct a talk of different complexity and formalisation – from rigidly structured interviews to rather free ones, focused on key tasks of the discussion
    • To deepen the interview and discussion content due to follow up, suggestive or hardball questions
    • If necessary moderators can come to different regions of the country for conducting interviews and discussions, where client branches are located
    • It is also possible (to decrease the project cost) to conduct a number of in-depth telephone interviews.

Not only sociology (right collecting and data presenting on workers' opinions), but also consulting

    • The specialists of the Centre are competent in not only collecting information in the right way, but to present applied and ready-to-use organising solutions.
    • The specialists of the Centre researched best HR manager cases of European countries; they are familiar with management peculiarities of many Russian enterprises and are able to help in choosing one or another management tool.
  • Consulting directions, carried out by the Centre:
    • Communication consulting (expert review on inner communication management)
    • HR-management
    • Organising consulting (conclusions and recommendations, applicable for organising reality, implementing to general management and regarding organising structure and business-process improvement)
    • Politics consulting (huge staff management – this is to manage towns and whole societies, collective and social laws and processes must be taken into consideration)
  • Examples of applicable consulting solutions offered by the Centre:
    • Priority measures programme on business-processes improvement, restricting not only staff loyalty and motivation, but the whole company efficiency
    • Communication standards for customer managers
    • Company brand platform and architecture, including labour market
    • Texts on company strategy and values given on “staff” language. Full content administration of Internet portals
    • Inner communication concept (values, safe work, etc.)
    • Effective charity programme in the company host city
    • Candidate positioning programme at town elections in the company host region
    • Training (for inner communication techniques, effective methods of project managements, etc.)

      • All the HWA methodologies are based on the RusFactor concept - in-depth understanding of Russian archetype peculiarities

      • Techniques for staff state evaluation RusFactor is developed and tested on the research base of more than 120 thousand workers in different branches of Russian companies.
      • Research of Russian and foreign staff’s values structures (in order to implement new corporate values) showed the “strong Russian profile” of values, that differs from the foreign one
      • 3. Examples of group factors on evaluating level of satisfaction with the employer are neglected within foreign techniques, but form the most important criteria for Russian staff in particular:
        • 1. Stability
          • Sufficient level of sustainable part of wage (prioritised to bonuses and rewards)
          • Longterm (for decades) stability strategy, absence of significant restructures
          • Performance target is hard to accept, process quality and management are oriented on
        • 2. Communality, social equity, managers as a “caring landlord”
          • The immediate superior is evaluated due to their power to penalize or to express paternalism (affect significantly bonus, hours, dismission, availability of working tools), but not due to openness and readiness to give advice
          • A priori good atmosphere among the staff of one level, level of opposition with other administrative levels is important
          • The supreme leader should not respect people, but care for them
        • 3. Tasks influencing the whole country (“federalism”) are thought to be interesting. Working of a cog in a machine, but as for a huge task, it can turn out to be rather attractive
        • 4. Etc.

      Special competenses on staff estimation and development as company competitive advantage at its sales market

      • The Centre evaluates satisfaction and loyalty level of corporate clients within “Strategic b2b marketing” direction
        • Hereof – extensive system of staff evaluation criteria, that deals with corporate clients (front-managers), - their client focus and potential for company brand translation
      • The Centre specialists as a result of experience understand marketing and strategic targets, due to which staff restructuring is necessary. They are able to regard problems and challenges in working with the staff from more complex point of view, give objective recommendations, rising client loyalty
      • Examples os Centre services, basing on that competence:
        • Company reputation audit both among clients and at labour market (and also in a business community, among civil servants and intermediaries/ partners)
        • Front-managers performance audit by their working with clients (by the techniques combined with the one for corporate clients loyalty evaluation that Centre applies as being b2b marketing market leader), including mystery-shopping, in-depth interviews with clients. Define level of their customer focus
        • Development of client communication and customer care standards, that will really lead to increase of client loyalty