1. Pillar – Job market

The first pillar deals with all the prospective employees. We start at schools, at all levels. We cooperate with dozens of elementary, secondary schools and universities all over the country. Our efforts focus on connecting the school system with work experience as much as possible and on introducing elements of dual education. We offer tours, work experience, part-time jobs, internship, implementation and management of final coursework, bachelor and diploma theses, as well as a subsequent, long-term cooperation after graduation. Besides cooperation with schools, the first pillar also includes building the employer brand, effective cooperation with agencies, labour offices or other government institutions. Our goal is to be seen on the labour market and to effectively work in the municipalities where we operate.

2. Pillar – Adaptation

This pillar follows the first one and deals with processes for new employees or for employees changing jobs. We dedicate an increasingly more space to the preparation of elaborate on-boarding programmes and strive to improve them. The standard we are building is that each new employee will receive a tailored on-boarding plan as well as practical information in the form of a brochure, e-mail or in a mobile application. Adaptation includes mentors, i.e., employees who can accelerate the adaptation process with their knowledge and ability to pass on information.

Regular feedback or assessments of the fulfilment of the adaptation plan and the trial period are important components of adaptation.

3. Training

The third pillar deals with development of professional knowledge, increasing competences or building new skills of adapted employees during their entire employee cycle. This includes a wide range of activities, from seminars and workshops through work evaluation, provision of a constructive feedback, couching to cooperation in projects to membership in professional associations. We have several principles for personal development: everyone is responsible for their own development; the level of manager plays a key role in the development of the team members; the development must be a well thought-out investment, and the 70:20:10 learning model – 70% of activities are learning on the job, 20% learning through other people (couching, mentoring, 360° feedback etc.) and 10% is formal training.

We are intensely involving internal talents who have the potential, ambition and ability to grow professionally.

4. Pillar – Succession

Succession plans are prepared to maintain and effectively transfer our knowledge and skills. We systematically develop and prepare prospective successors so that they are able to take over the work of any experts leaving and even make it better.