An innovative, dynamic and unique Employee Management and Evaluation tool whose novelty is multidimensionality based on the intersection of different factors. The tool makes it possible to carry out sophisticated personnel evaluation that can properly guide resource development.

Identification of the skills that represent the ideal profile of a job position and comparison with the skills acquired by the employee. From the comparison, by means of a graphical representation, the areas to be improved to best perform the tasks assigned to the job are clearly visualized.

In a context where cultural change is fast and constant and the introduction of new technologies, modes of communication, and needs are constantly altering scenarios, the role of managers in managing change increasingly requires flexibility and resilience. Our methodology is based on the development of managerial skills that we believe are essential to meet the challenges of an ever-changing world of work.

What makes the difference between achieving or not achieving an important result? Between an excellent performance and a mediocre one? What makes us give more? Motivation is probably the most important soft factor that needs to be constantly monitored and can produce outstanding results as well as unproductive situations. But how to develop, nurture and maintain it? How to avoid wrong behaviors? We will give an answers to all these questions.

In all organizations planning for the future in the medium and long term is a strategic priority as is filling uncovered positions or addressing new needs. Potential assessment meets these needs. But how to correctly identify those who will need to be able to provide continuity in the future for the organization or fill vacant positions without being influenced by stereotypes or clichés? The methodology we apply highlights the aptitudes of individuals by facilitating their correct orientation to positions suited to the individual's characteristics by assessing not only their skills and aptitude characteristics, but also their motivation and readiness for change.

Those who lead a Company, a Unit, or are in charge of a project have the task of making choices, arriving at a synthesis, and the responsibility to decide. To get decisions shared, the leader must have authority, credibility, and courage. What is the difference between leadership and management? What qualities must a leader have? How many and what are the leadership styles? Is leadership an innate skill or can it be developed? We will provide an answers to these questions.

An effective tool to intercept, surface and intervene in situations of low motivation or disaffection with the company and/or management. Through qualitative and quantitative analysis we will be able to produce a graphically representative snapshot of the engagement index and related corrective actions.