PLANS OF

IMPROVEMENTHow we can develop a better working environment :-)

STAFF’S DIAGNOSTIC

Due to the level of tenure our CCRs has attained,

we can see that the initial attention to our core

values has suffered an erosion.

Interest to perform with excellence in daily tasks

convey lack of motivation.

We confirm this behavior in the credibility that

many of the employees show towards initiatives

from the company.

We should develop a strategy to reinforce the

feeling of implication in the company’s mission.

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EMPLOYEES AS PARTNERS

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People working

for the business:Contribute with: And they expect::

Shareholders

Employees

Providers

Clients and

consumers

Capital and

investements

Works, effort,

knowledge and skills

Raw materials,

Services, technology

Acquisitions of

services and products

Revenues and

added value

Salaries, benefits,

retributions

and satisfaction

Benefits and new

benefits

Quality, price,

satisfaction

INTELLECTUAL CAPITAL

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People can be seen as partners of the

organization who provide:

Skills ,capabilities, Intelligences

This way, people are considered business

assets.

Successful companies treat members as

business partners and not just like

employees.

HUMAN RESOURCES MANAGEMENT

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People are considered the main asset.

Company and individual goals are achieved

through the efficient collaboration of

employees with the business mission.

Wikipedia defines HRM as “employing

people, developing their resources, utilizing,

maintaining and compensating their services

in tune with the job and organizational

requirement.”

MODERN PERSONNEL MANAGEMENT

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•Employees are isolated in positions

•Strict rigid schedules

•Concern for rules and procedures

•Subordination to the boss

•Fidelity to the organization

•Dependence to the boss

•Alienation to the organization

•Emphasis in specialization

•Task execution

•Emphasis in manual skills

•Manpower

People as resources

•Team work•Negotiation of objectives and sharing

•Concern over results

•Attention in customer satisfaction

•Linked to mission and vision•Interdependence among peers and team

•Participation and commitment•Emphasis in ethics and responsibility

•Activities providers

•Emphasis in knowledge

•Intelligence and talent

People as partners

TALENT MANAGEMENT HELPS BY:

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Reaching the enterprise’s objectives

Providing competitiveness to the organization

Providing well trained and motivated personnel

Raising self-realization and satisfaction of workers in the

company

Developing and keeping life-quality at the workplace

Managing the change

Establishing ethical policies and developing socially

responsible behaviors.

DEVELOPMENT OF PEOPLE

Provides the employees with tools so they learn:

1. New attitudes

2. Solutions

3. Ideas

4. Concepts to modify habits and behaviors forthem to be more efficient in what they do

5. Service Excellence:Employees’ training and preparation areoriented toward this goal.

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DEVELOPING STRATEGIES FOR CCRS

Improvement of Environment

Reinforcement of building up a career at Stream

More credibility to the promotions’ process

Attention to the common areas (cafeteria, rear door)

Access to online libraries to create more interest in workplace

Periodical celebration of special activities dedicated to the staff

Acknowledgement of employees with annual rewards

Bonus for results plan

Specific Training Program NEW University:

Building Relationships 101

Business Ethics 101

Dealing with Difficult People 102

Effective Business Communication 102

Technical training s divided in areas

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A SUCCESSFUL TRAINING PROGRAM

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Benefits

Services efficiency progress

Increase of results

Better customer attention

Quality and productivity

Creativity and

innovation

SUPERVISOR’S TRAININGS:

NEW UNIVERSITY

Fundamentals of Business Management 101: Management in Perspective

Leadership: Creating and Communicating Vision (Video)

Management (Video): Fire Up and Motivate Your Employees

Management Skills Introduction 101: Ready! Set! Manage!

Managing Change 101: Refocusing Yourself

Motivation - Method and Strategies: Leading for Commitment

Motivation 101: Leading with a Vision

Motivation 102: Communicating

Motivation 103: Rewarding and Correcting

Motivation 104: Performance and Training

Motivation 105: Building Trust

Stress Management 101: Stress on the Job

Teams That Work 101: Building Effective Teams

Time Management Fundamentals 101: Evaluating and Improving Time Management

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MOTIVATIONAL PROPOSALS

We need to create a sense of togetherness in the team reflecting our common connection:

Chat meetings with the teams to focus on team work and commitment

Bringing over motivational experts

Identifying appropriate courses/workshops specially designed for our experience.

Special outdoors activities to reinforce diverse qualities in the individuals:

Customer oriented work

Collaboration

Team work

Productivity

Analytical thinking

Adaptation to new challenges

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