HR Consultancy

A group becomes a team when its members have the same vision, they are solidary, they have common performance standards, they are aware and they take this both at individual level and especially group.

The road to this status requires continuous work, based on an adaptive strategy. In this process, creativity, adaptability and responsibility are important and indispensable. And the steps that follow a stage change according to the results and development of the team.

Our clients' oppinions:

My experience with HPDI was extraordinary.

- Mihaela Opait, Frigoglass

HPDI's strategy is the complete process of evaluating and optimizing inter-human processes that define a company's identity and performance. Communication, motivation, involvement and innovative spirit are just a few of this concept's attributes. The approach is adaptive to the specifics of each of our partners. That's why every strategy designed by HPDI is unique and based on the long-term experience, leadership know-how and experienced trainers in management, psychology, communication, human resources development.


The concepts that we are concerned about are communication in all its forms, attitudes, perceptions, responsibility, taking and delegating work tasks, socio-professional relationships, organizational culture of the company (the way of implementation and the employees' level of involvement). Analysis tools: interviews, classical and on-line questionnaires, observation period.


The report made from the analysis follows the defining processes of the socio-professional relationship. It includes all aspects of effective communication, motivation, resilience to change, delegation and follow-up, efficiency of the relationship, impact of conflict management, involvement, stimulation of innovation, unconventional thinking, etc. Depending on the preliminary discussions, the analysis can also be followed by other processes related to group transformation into team and its efficiency.

Strategy definition

Following the conclusions, short and long-term goals are set. It then proceeds to their hierarchy, depending on the importance of the departments concerned and the observed needs. The plan of activities and measures is carried out. In the case of objectives targeting different departments, it is recommended to work in simultaneously on several planes, constantly.


Activities will follow commonly agreed objectives and will range from complex events to ongoing internal actions. At this stage, we pay close attention to continuity as the method of awareness and taking responsibility on development direction. All activities will be followed by debriefing sessions focusing on verifying how knowledge will be applied within the company. Working tools: customized training, coaching, workshop, leadership mastery, team building.

Follow - Up

This is the essential step in the process of team efficiency. To be effective, actions that have been aware of the previous stage will be remembered and analyzed with the team within 30-60 days after the activity. The behavior of the group members after the action and the evolution of these behaviors in the next period are analyzed. Gaps are identified and corrected. Analysis tools: post-dating, interview, classic and on-line questionnaires.
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