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Conferences

2nd Edition: Strategic HR Conference: Performance. Leadership. Personality

2nd Edition: Strategic HR Conference: Performance. Leadership. Personality

14 Apr 2011

Second edition: Conference ”HR Strategic –Performance. Leadership. Personality” 14 Aprilie, 2011Hotel Marriott,Constanta Room Key ... read more
1st Edition: Talent Management Programs and Building Effective Leadership Pipelines

1st Edition: Talent Management Programs and Building Effective Leadership Pipelines

20 Noi 2009

Successful Leaders know that effective Talent Management practices are essential to provide competitive advantage and meet business outcomes. 20th ... read more
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Testimonials
Mihaela Flamaropol, Raiffeisen Bank
In our company we use assessment Hogan instruments almost a year now, and we used it for both our colleagues proposed for promotion as well as external candidates for managerial positions. It has been established a correlation between the bank and the competence scales of HPI and HDS assessment tools, the profile of the person assessed has been observed and thus it were identified the areas for
Lory Kanceva, BASS
From our point of view, we can say that HART expertise in this area is a factor of recommendation, by the professionalism and seriousness in evaluating candidates. Regarding the organization of AC, the HART’s focus is to train the assessors, this factor representing one of the main ingredients in having a quality AC. In an AC every detail is important and we consider that HART’s
Diana Popa, Angelini Pharmaceuticals
It helped me a lot in creating a logical thread of an interview and not to repeat some mistakes that we made without being aware of them.
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