The dynamics of the business world require us to measure both the results of the strategy and the operation.

This process requires a deployment of responsibilities to ensure the alignment of the processes and assign responsibilities to the positions with clear, measurable, challenging and achievable objectives, to ensure the growth / maintenance of the Company’s competitive position.

From this perspective, we work together on the design of the measurement of the strategy and the results of the operation, the definition of objectives, indicators and the management of the process, to implement the performance model and to control the results through a personalized managerial tool.

We build the value offer for the employee on time and tangibility axes. The remuneration in salaries, variable payments and some benefits correspond exclusively to tangible and short-term remuneration. The concept of value proposition includes short-term components – intangibles; and long-term well tangible and intangible.

The value offer will include the design of benefits for retention and substantial deferred payments up to company shares applicable to management positions, concepts of employability and organizational climate.

The strategy will consider the cost of the different alternatives considering the alignment with values, culture and strategy.

We build and/or review the remuneration model for the members of the Board of Directors and Company Directors, using national information and international practices associated with the results of the business in the short, medium and long term as a reference. We measure the impacts of the net Income/cost ratio for the company, seeking optimization and improvement of the benefit-cost ratio.

We establish clear guidelines in the definition of bonuses and deferred payments, benefits for well-national executives and/or expatriates. Executive retention plans are included.

To make right decisions of optimal structure in costs and expenses, it is necessary to analyze related information on each macro process and compared processes on the basis of index numbers against the reference market/industry, and companies of the same size. The effectiveness analysis will clearly guide adjustment actions in cases of oversizing or undersizing.

We analyze the causality between definitions of structure, proportions of management positions vs. professional and operational, level of payment, administrative decisions on type of entailment , level of digitization, industry dynamics.

We help you establish the competence model required by strategy and culture, develop a career and succession plans based on job structure, technical requirements, specific skills, and degree of skill requirements.

We develop the measurement of work in your company, with the RPT Methodology, which is correlated with known global methodologies.

We include factors associated with the organizational world, meeting demands for sustainability of results, risk taking, volatility, uncertainty and agility competencies, knowledge and experience.

We prepare and train in the updating and gathering of information that is completely clear about each position of the company and its relationship with the strategic objectives.

This document is built thinking in the integration of the main actions related to the company’s macroprocesses and processes of the company, the indicators with which the they will be measured, the main interrelationships, the requirements profile and the framework of action defined under the Institution’s governance model.