Human Resources Management (HR)


Well organized companies with motivated employees are able to break through.

A well-thought-through organizational design can stimulate corporate performance and make risks manageable within the company's internal and external environment. On the other hand, the quality and motivation of human capital remains a defining factor for success. We support our clients to strengthen the organizational gel for achieving common purpose and shared values, clear decision making and aligned motivation. We help our clients gain benefits through a better motivated workforce, aligned interests, and performance-based compensation plans.


  • Diagnostics of HR systems 
  • Organization structure optimization
  • Performance evaluation systems 
  • Employee engagement evaluation
  • Development of employee motivation systems

Impact Stories

Leading construction materials producing company

The company approached us with a request to install a Balanced Scorecard based performance management system. However, our diagnostics showed that the company had an inefficient organizational structure that no longer reflected effective operational flows and might seriously impede the execution of any performance management system. Thus, we took the mandate to devise an optimal organizational structure for the company, helped institute human resource management functions, staff it and streamline functional flow. The assignment also helped create a necessary precondition for instituting a modern corporate governance system at the company.


Organization Design of Corporate Center

Leading Armenian group of companies with diversified businesses

The group had expanded into different sectors, some of them very distant from the core business. It lacked a centralized decision-making mechanism, and relied on the owner-family members’ business intuition on key strategic matters. We designed and helped implement an effective structure for a corporate center best suited to the internal characteristics of the widely diversified businesses. The final choice was made based on comparative analyses and organizational fit tests of the proposed alternatives varying in terms of level and extent of functional centralization. The proposed structure also allowed capturing cost efficiencies of centralized functions such as purchasing, finance, HR, and legal.