Building and Sustaining an Exceptional Workforce Training

How to select, train and keep the best people in your company.

Building and Sustaining an Exceptional Workforce

How to select, train and keep the best people in your company.

Management provides a way to build a long-term relationship between the organization and its employees.

Building and Sustaining an Exceptional Workforce

This partnership between the organization and its employees will bring prosperity.


Theoretical and practical sessions with group exercises to develop: the methodology and tools needed to select, develop and keep the best people in the best work environment.


Who should participate?

HR and Personnel Managers, General and Department Managers, Successful HR strategies are led by the entire operations team.


Training economic points:

  • Reduce fluctuation and get the best out of your company’s team.

  • This point will be quantified during the training, depending on the situation and size of each company participating in the training.



HR strategy is fundamental to operational success.

1.- Attracting and Selecting the best professionals

1.1.- How to attract the best professionals, new innovative ways.

1.2.- First impression; feel the difference.

1.3.- The clear definition of the job, with development and career opportunities seduces a good professional.

1.4.- The correct way to evaluate the right candidate

2.- Onboarding process

2.1.- Support for the first days

2.2.- Support and feedback for the new employee.

2.3.- Clarification of roles, responsibilities and communication channels.

2.4.- Clarification of the relationship with superiors.

3.- Training & Development activities

3.1.- Introductory training.

3.2.- Real vocational training and support activities.

3.3.- Support for doubts and questions.

3.4.- How to approach a new employee in the first days.

3.5.- The decision of the first days, to stay or to leave?

3.6.- The continuous training system.

3.7.- Support for external training.

4.- Key points for a long term working relation

4.1.- Salary, bonus and other compensations of the company.

4.2.- Career plan based on the person’s aspirations.

4.3.- Relationship with the boss.

4.4.- The work team.

4.5.- The correct way to support personal needs.

4.6.- What is possible to accept and what is not possible to accept in a long-term working relationship.

4.7.- Company values and people’s values.

4.8.- The work environment forms the employee’s eyes.

4.9.- Working conditions: social, intellectual, philological, ergonomic.

5.- How to measure the cost of losing good professionals.

5.1.- Lost knowledge.

5.2.- The cost of training and retention.

5.3.- The cost of fluctuation.

5.4.- The moral and imitation process.

5.5.- How to end the working relationship correctly

Learnings reflection and Roadmap definition

Teams will reflect and analyze all the lessons and exercises learned during the training, visualizing the GAPs, where they want to be and defining a high-level action plan to improve their human resource systems.


Training objectives:

Discuss and reflect on how to cope with the new labor market situation in order to: attract, select, train and keep the best people. Defining system procedures and activities is necessary to become the best company for the best people.

  • Reflect on the real systems in your organization

  • Learn and share experiences with other professionals.

  • At the end, participants will return to their organizations with new ideas and strategies to improve their human resource systems.

Matching company and employee goals


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