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We identify high level talent by means of up-to-date assessment tools and methods for executive and management positions, as well as trained personnel for all kinds of companies and organizations.
We provide an extended array of services such as: Human Resources Consulting and Outsourcing, Recruitment, Labor Market Research, Processes and Politics, among others.
Human resources consulting is the advisory of a consultant specialized in HR in an organization to ensure that duties and responsibilities are being fulfilled according to the company objectives. This service may be contracted per hour or monthly for specific matters or duties according to the specific needs of each organization.
With our Human Resources Outsourcing we guide your internal Human Resources department, as support to your management department, without having to pay the social contributions of a payroll collaborator. It serves as an extension of the Human Resources department whose object is to handle the Human Resources needs and requirements.
This service may be provided for as long as required (depending on the needs and requirements of the client) until the organization has solid bases and structures in this area.
Is the process by means of which DPA assesses processes and procedures within the Human Resources area by evaluating the operation of the department and providing recommendations on required needs and improvements.
Is the process performed with special tools developed by our firm by means of which key job positions and persons in an organization are determined to identify internal and external training needs and to plan and execute actions in the human development area that ensure the long-term continuity and sustainability of the business.
Description of job positions: refers to the process of defining objectives, duties, responsibilities, requirements, and competences needed for a job position in an organization.
Classification of job positions: is the process by means of which a value is assigned to the job positions of an organization according to the organizational impact, responsibility, budget, and number of direct reports. This enables establishing the correlation of salary bands for the design of scales that enable a comparative system with market behaviors.
Salary Scales: a scale comprises percentages and allows organizations to have internal salary equity based on the classification of each one of the job positions taking external equity into consideration. The design of such scales enables establishing lines for promotions and advancement, as well as the minimum and maximum ranges in which a job position may move in terms of salary. Salary scales allow companies to establish strategies to retain and attract talent in the market.
A succession plan allows identifying key job positions and persons within an organization, developing individuals according to specific needs to occupy a higher responsibility job position, and creating an action plan that ensures continuity of business.
Is a service offered by a company to its executive or key personnel as part of their exit package when the company is forced to terminate a person for internal reasons. This service provides support in job relocation and makes the “grieving” process more manageable. It is also offered as part of the exit package, individually or as part of a group, when a company has to close operations.
Human resources consulting is the advisory of a consultant specialized in HR in an organization to ensure that duties and responsibilities are being fulfilled according to the company objectives. This service may be contracted per hour or monthly for specific matters or duties according to the specific needs of each organization.
With our Human Resources Outsourcing we guide your internal Human Resources department, as support to your management department, without having to pay the social contributions of a payroll collaborator. It serves as an extension of the Human Resources department whose object is to handle the Human Resources needs and requirements.
This service may be provided for as long as required (depending on the needs and requirements of the client) until the organization has solid bases and structures in this area.
Is the process by means of which DPA assesses processes and procedures within the Human Resources area by evaluating the operation of the department and providing recommendations on required needs and improvements.
Is the process performed with special tools developed by our firm by means of which key job positions and persons in an organization are determined to identify internal and external training needs and to plan and execute actions in the human development area that ensure the long-term continuity and sustainability of the business.
Description of job positions: refers to the process of defining objectives, duties, responsibilities, requirements, and competences needed for a job position in an organization.
Classification of job positions: is the process by means of which a value is assigned to the job positions of an organization according to the organizational impact, responsibility, budget, and number of direct reports. This enables establishing the correlation of salary bands for the design of scales that enable a comparative system with market behaviors.
Salary Scales: a scale comprises percentages and allows organizations to have internal salary equity based on the classification of each one of the job positions taking external equity into consideration. The design of such scales enables establishing lines for promotions and advancement, as well as the minimum and maximum ranges in which a job position may move in terms of salary. Salary scales allow companies to establish strategies to retain and attract talent in the market.
A succession plan allows identifying key job positions and persons within an organization, developing individuals according to specific needs to occupy a higher responsibility job position, and creating an action plan that ensures continuity of business.
Is a service offered by a company to its executive or key personnel as part of their exit package when the company is forced to terminate a person for internal reasons. This service provides support in job relocation and makes the “grieving” process more manageable. It is also offered as part of the exit package, individually or as part of a group, when a company has to close operations.
Is a search process and personnel preselection of operating, technical, and medium level job positions up to the highest management level job positions following client requirements. Headhunting is the main strategy used, as well as social media and our database to identify candidates who satisfy the requested profile. By using several means of communication, we may identify and recruit a maximum of candidates and create effective short lists in a short period of time.
We present to the client a group of candidates who satisfy the academic, experience, knowledge, and competence requirements. We perform interviews, assessments, and psychometric tests and, if applicable, language tests.
DPA, through a personal and confidential process, searches for ideal talent in the market for high level or high specialty job positions by identifying in the market those candidates who have the specific talent required by the client.
Candidate selection at this level includes assessment of management abilities and personality competences. In some cases it may also include an “Assessment Center” where candidates must solve an actual business case to analyze the depth, knowledge, and experience of the candidates at the corporate vision level.
Is a process by means of which DPA plans, organizes, and carries out the means needed for the massive attraction of personnel to receive a high number of candidates within a limited period of time according to the profiles required by the client to expand or start its company.
Is a search process and personnel preselection of operating, technical, and medium level job positions up to the highest management level job positions following client requirements. Headhunting is the main strategy used, as well as social media and our database to identify candidates who satisfy the requested profile. By using several means of communication, we may identify and recruit a maximum of candidates and create effective short lists in a short period of time.
We present to the client a group of candidates who satisfy the academic, experience, knowledge, and competence requirements. We perform interviews, assessments, and psychometric tests and, if applicable, language tests.
DPA, through a personal and confidential process, searches for ideal talent in the market for high level or high specialty job positions by identifying in the market those candidates who have the specific talent required by the client.
Candidate selection at this level includes assessment of management abilities and personality competences. In some cases it may also include an “Assessment Center” where candidates must solve an actual business case to analyze the depth, knowledge, and experience of the candidates at the corporate vision level.
Is a process by means of which DPA plans, organizes, and carries out the means needed for the massive attraction of personnel to receive a high number of candidates within a limited period of time according to the profiles required by the client to expand or start its company.
Is a process by means of which the salary and benefits of one or several job positions in the market are compared to identify the existing range for the same job position. DPA performs compensation surveys – Salary and Benefits – per sector, group of companies, or general market, so the participating company may have a tool to keep an internal salary balance.
The result gives the human resources manager the power to be more assertive when executing promotions, raises, and other salary related actions while being competitive.
Is the best instrument to internally measure the satisfaction of company employees that may be performed at any level of the organization with the participation of all the employees or by group or department. It is widely used when developing work teams or team alignment.
This tool enables a company to identify critical areas or matters and opportunities to change within its continuous improvement program and develop an action plan to have more productivity, less rotation, and better interpersonal relations.
Is the process by means of which DPA is hired to confidentially and anonymously investigate the products, services, and quality provided by a company to its clients to analyze the level of service or product satisfaction in key areas.
This study includes a detailed report of strengths, weaknesses, and results with the corresponding recommendations for improvement during a feedback session with the client.
Is a process by means of which the salary and benefits of one or several job positions in the market are compared to identify the existing range for the same job position. DPA performs compensation surveys – Salary and Benefits – per sector, group of companies, or general market, so the participating company may have a tool to keep an internal salary balance.
The result gives the human resources manager the power to be more assertive when executing promotions, raises, and other salary related actions while being competitive.
Is the best instrument to internally measure the satisfaction of company employees that may be performed at any level of the organization with the participation of all the employees or by group or department. It is widely used when developing work teams or team alignment.
This tool enables a company to identify critical areas or matters and opportunities to change within its continuous improvement program and develop an action plan to have more productivity, less rotation, and better interpersonal relations.
Is the process by means of which DPA is hired to confidentially and anonymously investigate the products, services, and quality provided by a company to its clients to analyze the level of service or product satisfaction in key areas.
This study includes a detailed report of strengths, weaknesses, and results with the corresponding recommendations for improvement during a feedback session with the client.
Is the basic tool of organizations to know each one of the job positions and achieve an internal organizational balance. The process starts by collecting information from the persons who occupy the job positions to determine the characteristics of duties and responsibilities, required knowledge, experience, relations, and competences, among others.
DPA has ample experience in the preparation of job position, policies, and procedures manuals. These documents are key for good work relationships because these manuals establish the rights and duties of the company and the employees to ensure order, discipline, and respect within the organization. Additionally, these manuals are an effective induction tool as they provide basic information to new employees on how to proceed in specific situations, general procedures, policies, and labor laws.
These procedures are key to follow the internal policies of the company and its lines of communication and procedures. Furthermore, these manuals may be used as the basis of defense of the company before any labor contingency.
Is the basic tool of organizations to know each one of the job positions and achieve an internal organizational balance. The process starts by collecting information from the persons who occupy the job positions to determine the characteristics of duties and responsibilities, required knowledge, experience, relations, and competences, among others.
DPA has ample experience in the preparation of job position, policies, and procedures manuals. These documents are key for good work relationships because these manuals establish the rights and duties of the company and the employees to ensure order, discipline, and respect within the organization. Additionally, these manuals are an effective induction tool as they provide basic information to new employees on how to proceed in specific situations, general procedures, policies, and labor laws.
These procedures are key to follow the internal policies of the company and its lines of communication and procedures. Furthermore, these manuals may be used as the basis of defense of the company before any labor contingency.
DPA performs tests that include management competences, personality, and behavior trends, and also personal interviews to measure the development level of each one of the management competences that have been identified as required for a job position.
DPA helps companies to create, implement, and analyze surveys that adapt to their needs. For example, we provide 180 degree measures that consist on a leader/supervisor evaluating collaborators and teammates (these evaluations may occasionally include clients) and 360 degree assessments that is a more thorough evaluation that includes feedback from subordinates.
For leadership assessments there are many methodologies and models. What is important is to be able to identify and describe abilities, strengths, and skills of those who are part of the leadership team of a company.
Is an instrument designed according to the needs of an organization to measure the performance and efficiency of its collaborators by evaluating achievements and results to strengthen the development and knowledge of individuals and correct areas that require improvement.
Is a tool to develop executives that is carried out through a personal and professional counseling system to generate a positive impact in the organization.
This system provides information, knowledge, abilities, references, collaboration, and personalized counseling to each executive to develop their potential in their management style.
A career plan in an organization allows identifying those professionals who have the required attributes to be considered candidates to be developed and be ready for a future assignment within an organization.
It is an individual growth process that increases tenure and reduces rotation in a company. It is an indicator of company stability.
Is the process by means of which the personnel of a client is trained in different areas through workshops, lectures, team building, round-table discussions, or other means according to the needs of the company.
For example, some of the provided workshops are:
DPA performs tests that include management competences, personality, and behavior trends, and also personal interviews to measure the development level of each one of the management competences that have been identified as required for a job position.
DPA helps companies to create, implement, and analyze surveys that adapt to their needs. For example, we provide 180 degree measures that consist on a leader/supervisor evaluating collaborators and teammates (these evaluations may occasionally include clients) and 360 degree assessments that is a more thorough evaluation that includes feedback from subordinates.
For leadership assessments there are many methodologies and models. What is important is to be able to identify and describe abilities, strengths, and skills of those who are part of the leadership team of a company.
Is an instrument designed according to the needs of an organization to measure the performance and efficiency of its collaborators by evaluating achievements and results to strengthen the development and knowledge of individuals and correct areas that require improvement.
Is a tool to develop executives that is carried out through a personal and professional counseling system to generate a positive impact in the organization.
This system provides information, knowledge, abilities, references, collaboration, and personalized counseling to each executive to develop their potential in their management style.
A career plan in an organization allows identifying those professionals who have the required attributes to be considered candidates to be developed and be ready for a future assignment within an organization.
It is an individual growth process that increases tenure and reduces rotation in a company. It is an indicator of company stability.
Is the process by means of which the personnel of a client is trained in different areas through workshops, lectures, team building, round-table discussions, or other means according to the needs of the company.
For example, some of the provided workshops are:
DPA has professional support to provide counselling to its clients when preparing strategic and/or operating business plans to reach short, medium, and long-term goals and to achieve the required development and growth of a company.
The process includes providing support to identify critical and key points of the organization, to assess and take decisions on improvement projects that allow the organization to fulfill its market objectives and reach corporate goals, including identifying resources in operation, finance, and human resources areas.
We may provide support to an organization in the establishment of key indicators in the Human Resources area, to clearly measure, follow-up, produce, and achieve the needed results.
Establishing clear objectives as a reference is key to be able to make comparisons, assessments, and improvements in general.
DPA has professional support to provide counselling to its clients when preparing strategic and/or operating business plans to reach short, medium, and long-term goals and to achieve the required development and growth of a company.
The process includes providing support to identify critical and key points of the organization, to assess and take decisions on improvement projects that allow the organization to fulfill its market objectives and reach corporate goals, including identifying resources in operation, finance, and human resources areas.
We may provide support to an organization in the establishment of key indicators in the Human Resources area, to clearly measure, follow-up, produce, and achieve the needed results.
Establishing clear objectives as a reference is key to be able to make comparisons, assessments, and improvements in general.
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