1. HR SERVICES TARGETED TAILORED TRUSTED WHO WE ARE WHY YOU NEED US
WHAT WE DO
HOW WE DO IT

2. EXCEED YOUR EXPECTATIONS
is part of Crewit with over 15 years of expertise in consulting & representing HR Teams.
A team of highly qualified and creative problem solvers
360 support covering all areas of HR management
WHO WE ARE
OUR VALUES
EXCEED YOUR EXPECTATIONS
BRING YOU VALUE
ENHANCE YOUR BUSINESS
Targeted to help you to maximise capital through people
Proven experience in SMEs (incl. start-ups) & big multinationals
Solid expertise from construction, tech, media, FMCG industries
Broad knowledge of UK, European and US markets

3. Are you prepared to win in this battle?
WHY YOU
NEED
How do I bring my business from good to great?
Do I create the best experience for my clients/customers and will they return to us?
People who feel energised and valued deliver better results and if your employees are set for success, so is your business
How do I make the most of my people?
Are my people committed enough and bring the best value to the business?
Companies make sound investments into their employer proposition which turns talent management into a real battle
Are you prepared to win in this battle?

4. WHAT WE DO ON-BOARDING ORG EFFECTIVENESS HIGH PERFORMANCE
TALENT MANAGEMENT
RETAIN BEST TALENT, TRAIN AND PREPARE THEM FOR THE NEW CHALLENGES
REWARD
MOTIVATE PEOPLE TO DEMONSTARTE THE RIGHT BEHAVIOURS AND ATTITUDE
EMPLOYER BRANDING
CREATE AN ENGAGING CULTURE WITH CLEAR MISSION, VISION, VALUES AND ONGOING INTERNAL COMMUNICATIONS
TALENT ATTRACTION
BRING IN TALENTS THE QUICKEST AND TARGETED WAY POSSIBLE
ORG EFFECTIVENESS
CONNECT BUSINESS PROCESSES WITH ORG DESIGN, ROLES AND RESPONSIBILITIES
HIGH PERFORMANCE
DRIVE TOP BUSINESS PERFORMANCE THROUGH INDIVIDUAL STRETCH
ON-BOARDING
ENABLE NEW STARTERS TO DELIVER FROM THEIR FIRST DAYS
BASICS
MANAGING PEOPLE-RELATED PROCESSES, PROCEDURES AND PAPERWORK SMOOTHLY
WHAT WE DO

5. EMPLOYER BRANDING ORG EFFECTIVENESS WHY WHY HOW HOW
Job turnover in org with high company culture is a mere 13.9%, vs in low %
74% of employees feel more motivated and loyal when an employer cares about their wellness
15 min of socializing with co-workers exhibited a 20% performance boost
Effective processes boost the success rate of your projects by 70%
21.6% of top and middle management think that their processes are handled better than their subordinates do
HOW
HOW
Mission / vision / values design / review
Build-up of corporate culture and its attributes – what your culture stands for
Arrangement of employee survey with action plan based on the feedback
Development of internal communications
Development of social aspect: health & wellbeing, diversity, social events
SWOT analysis of business processes
Elimination of waste, inefficiencies and bottlenecks
Org design recommendation to fit for purpose
Roles and responsibilities review and upgrade to reflect organisation needs
Time efficiency of employees & consultants

6. TALENT ATTRACTION ON-BOARDING WHY WHY HOW HOW
The best candidates are off the market within 10 days
15% of candidates who have a positive hiring experience put more effort into the job
64% of applicants would share negative application experience with others
Structured on-boarding programs result in 58% more new employees staying with a company for more than 3 years
On-boarding programs increase employee performance by up to 11% 
HOW
HOW
Identification of recruitment tactics and creation of external talent pool
Design and delivery of advertising campaigns
Introduction of competencies
Development and implementation of the selection process: interviews, assessments
Development and implementation of the On-Boarding programme, including:
Company induction
Employee handbook
Targets and objectives setting and monitoring
Helpful guidelines and forms
Training of line managers

7. HIGH PERFORMANCE TALENT MANAGEMENT WHY WHY HOW HOW
98% of businesses believe performance management is important, only 64% say they have an effective approach to it
Managers who received feedback on their strengths showed 8.9% greater profitability
70% of the respondents indicated that job-related training and development opportunities influenced their decision to stay at their job
Replacing an employee costs employers 33% of that employee’s annual salary
HOW
HOW
Set and review of KPIs and objectives cascaded top down and linked to company’s strategy and business objectives
Drive of high performing teams spirit (team training sessions)
Control over poor performance
Management of productivity
System of an ongoing feedback
Introduction of career discussions and career map
Implementation of training programmes: eLearning, instructor-led courses, videos, on-the-job training approach, coaching / mentoring programme
Creation of a strong internal talent pipeline, incl. student programme

8. REWARD BASICS WHY WHY HOW HOW
69% of employees say they would work harder if they felt their efforts were better recognized
When asked what leaders could do more of to improve engagement, 58% of respondents replied “give recognition”
Creation of low-risk environment from employment law point of view
Systematisation of processes and transactions, drive of efficiencies
HOW
HOW
Benchmarking, review and systematisation of salary system
Introduction / review of bonus system linked to performance
Introduction / review of a benefits system (budget linked solutions)
Introduction of a awards and recognition programme: annual awards, on-the-spot awards
Introduction of HR policies and process
Creation and support of HR workflows and paperwork
Digitalisation upon request through integration of HR system
Management of employee relations cases, including performance and conduct issues, grievances, conflicts, etc.

9. HOW WE DO IT WE FIT FOR YOUR PURPOSE
We have a set of best-in-class solutions that we will be tailored to your needs and implemented at your pace, with the level of involvement you want to have.
HR support can be project-based or ongoing. Choose any of the HR solutions in any sequence or buy a full package.
We provide coaching and mentoring during the whole journey.
We will measure your return of investment from our services.
HOW WE
DO IT
Analyze & Discuss
Develop & Implement
Test & Stick
Measure & Support
WE FIT FOR YOUR PURPOSE
You will be charged day rate of our HR consultants
Timings depend on the size of the project(s)

10. People are rewarded for a great result and are set for future success
Your company has a defined strategy with clear mission and vision. Business processes are targeted to support your aspirations
Agile org design reflects the business processes and contains only fit-for-purpose roles
You have best-in-class methods to match strong external talents into your org chart
People know why they are here and what they need to deliver, they share the same values and believes
People are comprehensively managed towards delivering more, they feel empowered to contribute towards a common result
People are rewarded for a great result and are set for future success
People are trained to expert levels and are capable of performing highly in their roles
People connect their future with the company and are certain about the way they will grow and progress
You comply with employment law and all risks are managed appropriately for you AS A
RESULT

11. Company: group of companies, 150 employees, construction industry, UK
Timing: 2 years ( )
Cost: £170,000
Savings delivered: £230,000
Project: introduction of all HR processes, programmes and solutions from scratch, including but not limited to culture & engagement, recruitment, on-boarding, compensation & benefits, performance management, training & development, internal communications, rewards & recognition, HR system & administration
Result: attrition rate decreased by 6%, recruitment speed increased twice, employee engagement index increased by 22%, #1 HR –related reward “Inventors in People” obtained
CASE STUDIES
Company: corporate multinational organisation, 27,000 employees, FMCG industry, Europe
Timing: 1 year (2013)
Project: business transformation to a category-based operations model employees affected: new business processes, new org model, new roles & responsibilities, assessments for new roles, retention, development plans
Result: better management of global portfolio, people costs cut
Company: corporate organisation, 1,200 employees, tech industry, Russia
Timing: 4 months (2009)
Project: introduction of a remote call-centre – 55 employees: recruitment, on-boarding, incentive programme, training and development programme
Result: low-cost contact centre introduced within limited period of time, 6% attrition rate after 1 year, engagement index fixed at 92%