1. HR SERVICES
PERSON AND ORGANISATION DEVELOPMENT
CHANGE MANAGEMENT
Qualitas T&G Consulting and Organizational Development Ltd.
H-6728 Szeged, Alkotmány u. 104.
Post address: H-6725 Szeged, Szent Ferenc u. 19.
Phone: +36-62-558 141; 142
Fax: +36-62-558 143
E-mail: qualitas@qualitas.hu
Web: www.qualitas.hu
www.kompetenciavizsgalat.hu

2. “Qualitas: A guarantee for conscious and accountable development both for the person
and the organisation”
Guaranteed: the tasks are performed in a transparent manner by well-prepared specialists
who focus on quality work.
Conscious: only after having full insight into the clients’ problems and needs do we offer a
solution.
Accountable: we take responsibility for the success of the entire complex development
process.
Development: the organisation will be more successful thanks to the change that takes
place in the interest of reaching the jointly articulated objectives.
For the person and the organisation: as a result of our development work, we find optimal
matches.
Our company, Qualitas T&G Consulting and Service Limited Liability Enterprise was estab-
lished in 1996.
Over the years, our scope of activities has widened continuously. Today we deal with train-
ing programmes, organisation development, change management, human resource devel-
opment, RDA competence model and MBTI type indicator model applications, personal de-
velopment, leadership development, leader support (coaching), and assessment. We use
modern IT backing in our work (internet-based assessment system, project-monitoring
internet services, etc.).
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3. We offer a systematic and solution-centered approach!
Next you will find the methods and techniques we use. The organisation, group and personal
development processes in all cases represent tailor-suited solutions.
Content
1 Leadership, management ..................................................................................................................... 4
1.1 Coaching ........................................................................................................................................ 5
1.2 MBTI applied in leadership ............................................................................................................ 6
1.3 RDA - a profile-based workforce selection and development system .......................................... 7
1.4 Leader trainings ............................................................................................................................. 9
2. Human resource development...................................................................................................... 10
2.1 Personal development ................................................................................................................ 10
2.2 Group development .................................................................................................................... 11
Problem-solving team–coaching ................................................................................................... 11
T-group trainings built on own experiences.................................................................................. 11
Trainings ........................................................................................................................................ 11
3. Dealing with changes..................................................................................................................... 12
3.1 Blue-ocean workshop – focus on the future ............................................................................... 12
3.2 Change management .................................................................................................................. 13
3.3 Organisation development .......................................................................................................... 14
3.4 IT support for developments ....................................................................................................... 15
4. How to request an offer; financing ............................................................................................... 16
5. References ..................................................................................................................................... 17
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4. 1 Leadership, management
A manager (as a leader) has to set objectives, formulate strategies and tactics, communicate
appropriately, know how to manage others, negotiate and persuade, motivate and super-
vise, face challenges and obstacles on a daily basis as well as manage and control change in
order to achieve goals. At the same time a leader (as a manager) also has to be involved in
the operative management, monitoring and evaluation of the realisation process of the
plans.
The key figures in an organisation’s success are its leaders. According to research, 25% of an
organisation’s success depends on leadership. This is why the training of leaders, the con-
tinuous development of their leader skills, abilities, and their personal leader efficiency en-
joy paramount importance. For this we offer the following methods and techniques.
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5. 1.1 Coaching
Have you ever felt you are trapped in a particular situation?
Have you ever felt that you are just surrounded by obstacles and cannot find your way
out?
Have you felt that you have studied and worked a lot but what you have learnt are not
part of your everyday operation?
Has it ever happened to you that when facing a novel situation you were overwhelmed
by all the new things, which seemed like mission impossible to manage?
Or have you ever felt that you simply have to move on and leave things behind?
If you can associate with just one of the above questions, and you have not found an answer
to it yet, coaching is the solution you need. A coach is a person who asks the right questions
and helps you find the answers too!
What is coaching?
Coaching provides support to leaders in the development process, helps apply new things in
practice, provides targeted development of skills and abilities, and helps integrate these in
the person’s behaviour. The coaching process consists of 6-8 meetings, during which the
coach helps the client find the answers to the questions set and enables the client to mobi-
lise his/her resources.
Our coach will help you achieve the following objectives:
recognise your own values and hidden abilities as well as those of others,
accept, manage and bring the best out of the changes that take place around you,
be able to change your behaviour if you feel it is necessary, and to this end
be able to explore and mobilise your resources.
It does not happen without your input. If you start off, you will clearly feel that you are on
the right track towards achieving the goals you have set for yourself. And that is what we call
true success.
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6. 1.2 MBTI applied in leadership
Many times in our relationship with people we experience that there are certain people who
approach issues similarly to us, while we cannot fully understand how others can have to-
tally opposing ideas. There are people who share the same values as us, while others simply
do not; there are people who are attracted to the same things, while others show no inter-
est whatsoever in the things that turn us on.
Here we offer MBTI, with the help of which we can identify the main characteristic features
of the people around us, and we can improve our knowledge of ourselves as well as others.
MBTI (Myers-Briggs Type Indicator) is mainly used in the field of Human Resources and con-
sultancy. This is an ideal tool for personal development, team building and team develop-
ment. During team building for example, we can analyse the goals of the team, assess the
types of the current team members and think over what would be needed from the future
team members, what the objectives are and what personal characteristics would be re-
quired in order to achieve these objectives.
The consultancy process starts with identifying the personality type of the client, then the
MBTI consultant works together with the client on 4-6 occasions when they concentrate on
developing the personal efficiency of the client with the help of the MBTI information.
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7. 1.3 RDA - a profile-based workforce selection and development system
Mobilise your hidden competencies in order to increase the efficiency of the individual and
organisation. The right person for the right position.
RDA is a competence assessment model, which is useful for company leaders, HR man-
agers and HR specialists. It is a quick and cost-efficient profile-based workforce selection
and development system that consists of two internet questionnaires, a detailed con-
sultant feedback and development proposals.
One of the key elements of efficient work is when the worker feels competent in the
field he/she works in day by day. It is vital in the life of an organisation to have the right
people in the right position. RDA provides you with the solution to how you can optimise
your team.
Save time with our online services.
On www.kompetenciavizsgalat.hu webpage, you can find assistance for the following:
increasing work efficiency;
developing and managing human resources, assessing leaders and workers, develop-
ing individuals and groups;
assessing training needs;
making recruitment and selection processes easier;
career orientation for students in public and higher education, further education and
labour market consultancy;
provide support to private individuals in the way they lead their lives;
exploring and developing corporate organisation cultures, and improving organisa-
tional climate.
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8. A picture tells more than a thousand words. Visual representation helps
you see clearly.
The tool we apply is the RDA competence assessment and development model. Below
you can see the RDA profile of a person compared with a function profile. It is well illus-
trated how the person matches the given position and what areas this person needs de-
velopment in.
Where else can the model be used?
• Working out personal and professional development programmes
• Restructuring and change management
• Conflict management
• Preventing burn-out
• Re-positioning, re-integration
• Improving communication efficiency
• Monitoring training programmes
• Assessing the personal competences of people with reading problems with picture
questionnaire
Other related services
• Online data recording and analysis
• Further trainings
• Personal and team coaching
• Mentoring
• Benchmarking
• Personal and group consultancy
• Coaching
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9. 1.4 Leader trainings
One of the most effective ways of learning is experiencing. “Experience learning is an active
way of learning and developing. Participants do not receive their knowledge from the trainer
but they process their own experiences and this is how they learn new things about them-
selves, each other and the world. The knowledge learnt this way results in a more efficient
personal operation than before as it is not based on theory but the actual personal experi-
ences of the participants.” (András Boros)
Training programmes on offer:
Leading skills training
Leadership methodology studies
Change management
Time management
Leading and decision-making motivation
Communication training
Conflict management training
Moderation training
Self-awareness training
Improving personal efficiency, assertiveness training
Our well-trained specialists build tailor-suited, personalised training programmes based on
the needs of the client.
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10. 2. Human resource development
“No organisation can depend on geniuses, the supply is always scarce and unreliable. It is the
test of an organisation to make ordinary human beings perform better than they seem ca-
pable of, to bring out whatever strength there is in its members, and to use each man’s
strength to help all the others perform. The purpose of an organisation is to enable common
men to do uncommon things.” (Peter Ferdinand Drucker)
Developing workers in an organisation is always based on how much the worker in question
matches the expectations of the given position or the organisation. Following the establish-
ment of a personal profile, we give tailor-suited individual, group and organisational devel-
opment proposals.
Next you will find our human resource development services.
2.1 Personal development
For individual development we offer three methods: RDA, MBTI and coaching.
What developing workers in an organisation depends on is:
The right person for the right job!
Development is based on the match between the person and the requirements of the given
position and the organisation.
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11. 2.2 Group development
Problem-solving team–coaching
Team-coaching is a process developed for group situation analysis and problem solving, dur-
ing which participants together come up with practical solutions that would assist them di-
rectly in their daily work. In addition to coming up with specific and practical solutions, co-
operation between participants improves, which will lead to building and developing closer
connections among and between people.
5-8 participants from the same position or from different levels
Group situation analysis, problem-solving in practice
Specific and practical solutions not only for the case owners
Developing cooperation skills
Follow-up
Quick integration into everyday practice
T-group trainings built on own experiences
Communication training – let your voice be heard
Conflict management training – achieve you goals
Leading and decision motivation – recognise what lies beneath your own and other
people’s decisions
Team building training – let organisational objectives replace personal goals
Trainings
Moderation – you can speak the same language as others
Leadership methodology studies – a group requires conscious management
Change management – do not step in the same river twice
Diagnosis and development of organisational cultures – what really counts is under-
neath the surface
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12. 3. Dealing with changes
As the saying goes, in our changing world, the only thing that remains constant is change.
The future is for adaptive and pro-active organisations. We provide consultancy assistance to
handling and managing change. We give assistance to network operation.
3.1 Blue-ocean workshop – focus on the future
What is a Blue Ocean?
Blue Ocean is an uncontested market space; a novel strategic approach, with the help of
which – when applied systematically – “we can explore markets without competitors, where
the ocean is still blue and where our goals are limited by the value/cost trade-off and price
competition” (W. Chan Kim - Renée Mauborgne)
We developed our Blue Ocean programme because we realised that companies and enter-
prises are facing greater challenges than ever before and we are convinced that this pro-
gramme can help them think about the future and come up with plans. If you also feel that
this is one way to future success and survival, try our Blue Ocean workshop programme.
The “Blue Ocean workshop” is a session based on creative methods that focus on working
out a desired vision for the future thus helping you find solutions that would bring break-
through in society and business.
During the Blue Ocean workshop you work out the elements of a desired future by finding
the development paths that best match present facts.
A two-phase programme: a 1-day planning workshop, which is free and you only cover ac-
tual costs such as travel fees. This is followed by a tailor-made, personalised session, which is
based on the results.
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13. 3.2 Change management
Change happens to organisations by itself, involuntarily, while changing is a conscious and
planned process – this is why it is mostly related to leadership. Do organisations and within
them, the people want to change? What is the driving force behind change – being attracted
by and wishing for change or dreading the risk of not changing? What costs more, change or
remaining the same? How can we decide? How can we prepare our organisation for change?
And how can we go through this persistently and systematically?
We can provide you with professional assistance to carrying out changes. During change
management we use the so-called CHAMP model. Our experts build a change management
programme that is tailor-made to the personal needs and set objectives.
We use a targeted, tailor-made and integrated application of several models and tools that
assist you in managing changes. In order to establish a diagnosis, we collect the necessary
information about the organisation and to the some extent the members, and the environ-
ment of the organisation, these are systematically categorised, after which we plan the
depth and process of the change. We provide client-specific process consultancy for the re-
alisation phase. The process is evaluated with the help of the input-output-outcome-impact
model.
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14. 3.3 Organisation development
In the long-term, the success of an organisation, a company is strongly influenced by what
the organisation culture is like, and how developed the organisational culture is that sup-
ports the realisation of the objectives. It is of vital importance what traditions cooperation
has in an organisation. Can colleagues work together, work as a team, how partner-oriented
is the operation; do they pay attention to the needs and expectations of the customers and
the partners? Certain elements of the organisational culture – such as worker involvement,
innovation support, worker assessment and motivation system – all create excellent condi-
tions and circumstances for the contextual functioning of a quality management system.
In order to develop organisational cultures and organisations, we perform the following:
Organisation diagnosis – the assessment of the organisation’s actual status
Vision shaping and objective setting workshop
Defining the organisational culture that assists in the realisation of the objectives
Assessing training needs, planning training programmes
Organisational planning, organisational development
In the process of organisation development, we also apply the PDA (Process Diagrammatic
Approach) model, which is built on the theory that in the development of organisations, it is
not Euclid’s straight path that is the shortest. If we diagnose the starting point (diagnosis)
and define the objective, we will be able to plan the most optimal way to cross the distance
between the two.
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15. 3.4 IT support for developments
During development, we always use internet service applications that provide easily accessi-
ble information for our partners and clients, and that give targeted support for decision
preparation and monitoring the realisation of projects. We use and offer our e-Q Center sys-
tem, which enables us to perform questionnaires, needs and satisfaction surveys, organisa-
tion culture and climate analyses, training and development assessment, project follow-up
and the examination of how the knowledge is integrated into the organisation.
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16. 4. How to request an offer; financing
The process of requesting an offer/order
If our services above have raised your interest and if you feel you have found answers to
your questions and problems in our brochure, do not hesitate to request a personalised of-
fer.
1. Please, fill in the Offer Request Form and forward it to Qualitas T&G Kft. Do not worry
if you do not have specific ideas for the suitable method, we will only use the infor-
mation you provide as a guideline to find you the best solution.
2. After receiving the Offer Request Form, we will contact you.
a. Prior to sending our personalised offer, we strongly recommend a personal
meeting so that certain issues and development areas can be clarified and
identified. Only after this can we provide you with an appropriately personal-
ised offer.
b. During our personal meeting we can help you find the best financing possibili-
ties and check what e.g. EU tenders and applications or subsidies are available
at the time.
3. Based on this personal meeting we prepare the personalised offer.
4. Following the preparation of the offer, we are at your disposal for further personal
negotiations or consultation.
Financing possibilities for our services
Our Clients may choose from the following financing possibilities:
Own sources;
European Union tenders and applications, if applicable;
Hungarian New Széchenyi Plan sources;
Hungarian vocational subsidy sources.
For further details, please visit us on www.qualitas.hu.
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17. 5. References
SZTE KÖVI Szeged Megyei Jogú Város
Szolnok Városi Óvodák
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