In English
Relation Projects 2010
Project 1 - Organizational Human Diagnosis
Specific Objective: To raise the degree of relationship among people and professionals, assessing the perception and identity of participants in the company context. Propose actions for the development of people and business.
Steps of the Program:
* Opening Meeting
* Organizational Profile
* Social Diagnosis
* Professional Profile Survey (technical, behavioral, human, and emotional): series of tests, according to the hierarchical level
* Evaluation of the Effectiveness of Procedures in the company
* Report with advice and Recommendations of the Diagnosis
Project 2 – Maintenance of the People Management Program
Specific Objectives:
* Guide the Legal Representative about Human Behavior Strategies;
* Guide the group of Managers about the various issues on People Management;
* Supporting staff in the professional development process.
Services Provided:
1. Individual service to Managers to solve doubts and provide guidance about the practice of People Management, taking ideas and suggestions for the process of Human Behavior Improvement and processes of People Management.
2. Monitoring of the professional’s profile and guidance of individual candidate or group of negative items of human behavior when compared with the needs of the company - focus on technical, behavioral, emotional and spiritual skills.
3. Suggestions for improvement of the Procedures and Processes of Human Resources/People Management, to keep the company in accordance with market practices and in accordance with the internal possibilities approved by the Board of Directors.
4. Conduct small trainings (maximum of 1h30min) and monitoring for integration and harmonization of the staff.
Working hours: It will be of 8 hours a day, for a presential month and up to 2 hours a month, by phone, e-mail or MSN.
Project 3 – Positions and Wages
Specific Objective:
Develop the Management Plan of Positions and Wages through the review of the descriptions, analysis and evaluation of positions. This process may generate changes in the administrative structure as well as in policies and administrative practices.
Goals:
* Establish the relative place of each position in the organizational structure;
* Ensure internal equity and external balance;
* Establish an effective wage policy that allows the retention and professional growth of its employees, according to their skills and behavioral techniques aimed to maintain a healthy and competitive organizational environment;
* Avoid the turnover of staff, especially the talents.
Steps of the Program:
* Analysis of company structure
* Survey of positions in a meeting with HR
* Preparation of descriptions of positions
* Evaluation of positions/Ranking of positions
* Survey of the Reference Wage in the market
* Preparation of the Wage Table
* Establishment of Policy and Procedure of Administration of Positions and Wages
* Drafting of the Wage Framework
* Presentation of the report with suggestions
Project 4 - Professional Select
Specific Objective:
To search and select some professionals, by technical evaluation of their professional and behavior competencies, aligning it with the company’s expectations aiming several areas and segments of the Company operations.
Project Steps:
* Identify of profiles involved such as CO’s, immediate superior, job and candidates.
* Recruitment of personal using multiple ways as agencies companies associates, etc.
* Establish the profile of the candidate: LPC ® - evaluate technical skills and behavioral
* Interviews individual and by group dynamics techniques (open to company client representative to participate)
* Psychological Test will be available if the company client request. *
* Sending the final candidates to interviews at the Company (HR and Operational requesting area).
* Preparation of Final Candidates Reports, describing their competencies, both technical and behavior.
* Provide Feedback to the candidates at the end of this process.
Project 5 - Improvement of Human Behavior
Specific Objective:
Advise, i.e. help with professionals so that the aspects of human behavior and social relations, in the organizational reality, it can be changed from rethinking of their daily actions and of tendencies of the professional profile and of the view of competitive and successful companies. It is the change in attitude and behavior of the person.
Steps to Be Developed:
1. Professional Profile Survey (technical and behavioral)
2. Feedback meeting the Behavioral Profile Survey (BPS)
3. Setting the time in work hours and work schedule
4. Individual guidance meeting for the improvement of human behavior
Project 6 – Business Strategy and Human Resources
Specific Objective: To hear and guide the contractor and / or executive in matters relating to daily work, when proposing alternative forms of solution or setting priorities.
Methodology: Consultation of up to 1 hour set by local consultants.
Project 7 - Strategic Meeting
Specific Objective:
Monitoring of strategic meetings with the board, in order to mediate, facilitate and provide suggestions on the discussed topics. Guide on the best practices in communicating with employees.
Project 8 – Internal Rules in Management of People
Preparation of Policies and Procedures of People Management, aiming the organization in the human and organizational development process and the promotion of the commitment and appreciation of employees, toward fulfillment of the goals of business of the organization.
Steps:
1. Data survey with the board
2. Establishment and validation of Internal Rules
3. Establishment of the Internal Policies and Procedures in Managing People
4. Monitoring with the legal office of the client company, to review such documents
5. Preparation of the booklet of Internal Rules and the folder of Policies and Procedures of People Management
6. Preparation of the spreadsheet and evaluation of the numbers provided by the company for preparing the budget in People Management
7. Creation of the Code of Ethics along
Project 9 - Behavioral Development
Leadership Development: through lectures on behavioral issues and related to the reality of managing people and processes of the company to the directors/managers.
Discussed Topics:
* The importance of self-knowledge;
* Barriers and opportunities in daily work;
* Communication and interpersonal relationship as the basis of professional achievement;
* Positive results through effective teams and the art of influencing people;
* Decision making and conflict management;
* Behavioral aspects of the negotiation process.
Methodology: experiences, case study, team dynamics and theoretical exposure.
Estimated time:: from 1h30 to 2h in each topic.
Development of the Work Team: through workshops on topics related to everyday behavior, aiming to integrate the actions of influential professional to the company.
Discussed Topics:
* Integration for the construction of goals and dreams;
* Visible and Invisible: The art of interacting with people in the practice of the position;
* Awareness of responsibility to carry out the mission of the position and high performance;
* Decision making with assertiveness.
Estimated time: from 1h30 to 2h in each topic.
Definition of Organizational Culture: Development, implantation, redirect the culture of the company by reinforcing the role of leadership, programs of quality of the behavioral competence and others that contribute with the improvement of the image and increase of the market share of company.
Discussed Topics:
* How to “order” to run;
* How to eliminate gossip;
* How to select;
* How to provide feedback/evaluation;
* How to fire.
Methodology: Operational training about people administration, guiding and passing information of internal and appropriate procedures, meeting the existing laws.
Estimated time: 1 hour for each topic.
Other Projects:
Lectures: They are developed and taught lectures on Human Behavior and Strategies of People & Business in accordance with the need of the client company.
Research in Business Management: searches are compiled from the business and human behavior in accordance with the need of the client company.
Teaching material: marketing of films of motivation and guidance on matters relevant to human behavior
Responsible Consultant: Raquel Kussama, Currently the consultant of NJE CIESP - Indaiatuba and coordinator of the Entrepreneurial Excellence Award CIESP - Campinas.
Degree in Social Work specialized in Human Resources and courses in Anthropology and Organizational Development.
She has worked for more than 20 years in the area of HR and business strategies, serving national and multinational companies of small, medium and large sizes in the application of the concept of People & Business Strategies and implementation of HR processes and tools.
Lecturer with topics aimed at Human Behavior and Social Relations of Work. Awarded by the Certification in People Management, by FIESP in 2004. Director of LEXDUS.
Curriculum
Raquel Kussama
45 years old - Brazilian - Resident in Campinas / SP / Brazil
Personal Contact: 55 19 3252-6696 / 9341-7938
e-mail: entrenos@lexdus.com.br
Source:
Website: www.raquelkussama.com.br
Google - Raquel Kussama
YouTube – Raquel Kussama
Professional Qualifications:
Experience of more than 25 years development in small, medium and large size companies of Campinas, São Paulo, Osasco, Brasília, Belém, Minas Gerais, Goiânia, Salvador, Recife, in the economy segment: industry (chemical, metallurgy, agribusiness, textiles, foodstuffs, capital goods), services, trade and public administration.
For the past 15 years, we’ve been working with focus on Professional Competence whether technical, behavioral, emotional, spiritual, highlighting some work performed:
Lecture: about human behavior and the interference of its results in organizations.
Strategic Planning of Human Behavior: through consultancy and advice to executives and business owners, actions for improvement and organizational restructuring are made in search for positive results with focus on human and organizational development. Also in the creation of Sales Strategy of the company, in the Structure of People Management, through the implementation of Internal Rules, Policies and Procedures of People Management, Code of Ethics and in the Process of Professionalization of the company.
Creation, Structuring and Supervision of the Human Resources Area: development of projects of action for HR and supervision of professionals in the implementation of the best practices in People Management / HR.
Leadership Development: lectures, training, capacity training and leadership building. Working in private and public organizations, with levels of leadership, as well as to suppliers and distribution channels, aiming to reach awareness about what business is and the importance of the role of command and influence on people.
Team Development: create strategic alliances in organizations by integrating and strengthening the positive aspects of each professional, providing guidance on overcoming the individual’s limits when the team is required.
Improvement of Human Behavior: From the Professional Profile Analysis, we advise, what means we contribute with professionals - Leaders of the organization so that in the aspects of human behavior and social relationships, and yet facing the reality of the organizational context, the daily action is reconsidered and changed in accordance with the trends of professional profiles and of the vision of competitive and successful organizations. It is the change in attitude and behavior of the person.
Social Projects: Vocational Guidance - focus on Behavioral Competence for Insertion in the Labor Market for adolescents from 16 to 19 years old, the Administrative Assistant Training Program and the project of Inclusion of the Impaired in the Company (from internal organization, selection and preparation of leaders and work colleagues).
Some Served Clients – as consultant:
METALDYNE, VILMORIN, DEKKER CHRYSANTEN, UNIPLAST, LOJAS PP, EAGLE SEEDS, EQUIPAR, AVIAGEN BRASIL/AGROCERES ROSS, CAMARA DOS DEPUTADOS – Brasília, K&G COSMÉTICOS, ORSINI INDUSTRIAL, INDUSCAMP, INCOTEC BRASIL, CLAUSE BRASIL, ECOMAR, TEXTIL ASSEF MALUF, TECH FILTER, APEX BRASIL, SEMINIS BRASIL, ENGELHARD BRASIL, SINDINSTALAÇÃO – FIESP, NASH DO BRASIL, CIESP CAMPINAS E INDAIATUBA, CDL CAMPINAS, NOGUEIRA SA, NITRO QUIMICA - VOTORANTIM, CARWIN, VECOTEC, HOSPITAL VERA CRUZ, TREZE E PAULISTA, SOBRAPAR, TI AUTOMOTIVE, GRUPO ADVENTO, REDE OBA, TAKII SEEDS, BECAIRE ENGINEERING, ENZA ZADEN SEEDS, and so on.
Professional Experience – as employee:
* Companhia Nitro Química Brasileira –Votorantim Group (January/1993 to January/1995), Social Development Manager / Head of Benefits and Social Service.
* Indústria e Comércio Dako do Brasil (April 1990 to May 1992), Social Worker.
* Allied Automotive – Divisão Bendix do Brasil (October/1987 to March/1990), Social Worker and, in 185, as Trainee.
* Medidores Schlumberger (September/1986 to September/1987), Social Worker.
I’ve worked for 10 years in national and multinational companies in the areas of Social Development, Social Services and Benefits, in which I highlight some works:
* Administration and cost reduction in benefits: medical and dental care - internal and external, group life insurance, daycare/nursery, salary, education, day care aid, credit and loan cooperative and others by collective agreement.
* Management of professionals in the areas of Social Service, Psychology, Labor Medicine, Restaurant and Benefits.
* Participation in studies of the company: RSI, Labor Accident, Occupational Disease, Teamwork Training, Labor Litigation, Anti-Strike Movement, Organizational Restructuring, Cost Reduction of the global company.
Academic Education:
* I constantly participate in courses, seminars and conferences in the area of Human Resources and Business Management.
* Post-Graduation: Administration in Human – Instituto Salesiano Dom Bosco Americana - 1987
* Post-Graduation: Organizational Development (some credits)– INPG - 1992
* Graduation: Anthropology I and V – UNICAMP – 1986
* Graduation: Social Services – PUCCAMP - 1985
Published Works:
* Humanization in Work Environment, CIESP Indaiatuba, 2009.
* How a Selection Process Happens, Ser Mais Magazine, 2009
* HR can contribute to the Business when It Acquires Company Overview, CIESP Indaiatuba 2009, Faculdades Anhanguera Campinas, 2009.
* Integration and Interaction of Professional Action: Ii Mitigate Conflicts and Improves Company Results, CIESP Indaiatuba, 2009.
* Create and Recreate: The HR Action is Constant Movement in the Growth of People and Business, Recife 2008; CIESP Indaiatuba 2009.
* The Challenge in Bringing the Company’s Strategy to Professional Practice, UNISAL, 2008.
* The Professional of the 21st Century, TV Interativa SOS Computadores, 2008.
* Lecture: The Soul of Organizations asks for Creativity: You Must Lose the Fear to Take Risks!, CRIARH, 2007.
* Lecture: Humanization in Company, CIESP Campinas, 2007.
* Strategic Management: The Future in Your Hands, lecture given in no CRIARH, 2007, Recife.
* Experience: Change Project, CRIARH, 2007, Recife.
* Lecture: Love and Profession, GEA, 2007, Campinas.
* The importance of HR in Strategic Planning of Human Behavior in the Company’s Results, lecture given in CRIARH 2006, Recife.
* Relationship Supplier vs. Client Research, work published in the Profissionais e Negócios Magazine, January / 2006.
* Behavioral Profile Analysis, 2006.
* Innovation and Emotion in Work Environment, lecture given in CRIARH 2005.
* Certificate in People Management, presented on CRIARH – Goiânia, May/2004 and 3rd place at the Industry Congress, FIESP/CIESP, July 2004.
* Decision Making and Stress Balance in Professionals and Organizations – online lecture – EDUMED / EMBRATEL in 2003.
* Professionals’ Health is Consequence of the Health of Organizations – online lecture – EDUMED / EMBRATEL in 2002.
* How to Achieve Results Through People – 2002 – CRIARH, in Recife.
* Behavioral Competence - CRIARH – Pan American Congress of Creativity and Human Resources - 2001 – Recife
* Several articles published in the newspaper Correio Popular in terms of Economy and Employment, between the years 1996 to 2002.
* Prevention of Labor Accidents as one of the Personal Supervision Tasks – 1990.
* Absenteeism Program – 1986.
Awards:
* FIESP Award: Certificate in People Management, 2004.
* HR Woman Award, Campinas, in 2002.
Participation in the Community:
* NJE Consultant - Ciesp Indaiatuba, 2009.
* Coordinator of the 2009 Business Excellence Award – Ciesp Campinas.
* Member of the CRIARH Scientific Technical Committee from 2002 to 2005; 2007/2008.
* Director of the HOD - Human and Organiational Development - Department – Ciesp Campinas in the 2004/2006 management.
* Publisher of Encarte RH – CIESP Campinas, from 2004 to 2006.
* Creator of the DE PAI PARA FILHO column, Profissional & Negócios Magazine, 2006.
* Member of the Strategic Board of Ciesp Campinas in the 2001/2003 and 2004/2006 managements.
* Coordinator of the Entrepreneur + RH section, Profissional e Negócios Magazine – Business Central, national circulation - 15 thousand copies, in RH Responde and Coluna CIESP, in 2003.
* Member of the Management Board of the CIESP Policy Action Group – Campinas, in 2003/2004.
* Representative of CIESP - Campinas with the Zero Hunger Program - COMSEA and FUMEC, in 2003/2004.
* Creator of the Entrepreneur + RH section, Profissional e Negócios Magazine, 2004.
* Coordinator in the area of Studies and Research in HOD – EDUMED, in 2003.
* Coordinator of the Human and Organizational Development work group – Ciesp Campinas, assumed in 2001/2004.
* Member and coordinator of the Committee on Business Excellence Award – Ciesp Campinas, in 2000, 2001, 2002.
* TV show host – ARGUMENTO RH, TV Século XXI – 2002.
* Vice-President of the Human Resources Association of São Paulo, from 1998 to 2002.
* Vice-President of Entrepreneurial Community Relations of the Human Resources Association of São Paulo, from 2001/2002.
* Coordinator of the TOP RH – APARH Campinas, in 1999.
* Member of the Managers voluntary project – FEAC in 1999.
* Member of the Gênese Fiscal Board – Campinas, from 1996 to 1998.
* Member of Gênese, in 1995.
* Member of the organizing committee of the Quality of Life and Social Strategies
* Seminar, APARH – SP, in 1993.
* Coordinator of the Social Workers Group of the region of Campinas, in 1990 and 1991.
* Member of that same group from 1987 to 1991.
* Elected member of the UNIMED Advisory Board – Campinas, in 1991.
* Founding member of the Social Service Studies Group of Campinas, in 1990.