Paulo CAVALARI

On this project he had opportunity to apply improved health check techniques, where we mapped the main HR processes workflows, bring ABC (activity-based costing) methodology, had some interviews with sr. executives, executives, manager and we also applied techniques to identify the area maturity in order to identify gaps.
He delivered a substantial report composed by: the current scenario map versus desired one, their position against Central America market, maturity level, main HR and… Mostrar más

On this project he had opportunity to apply improved health check techniques, where we mapped the main HR processes workflows, bring ABC (activity-based costing) methodology, had some interviews with sr. executives, executives, manager and we also applied techniques to identify the area maturity in order to identify gaps.
He delivered a substantial report composed by: the current scenario map versus desired one, their position against Central America market, maturity level, main HR and business trends, HR detailed cost, initiatives prioritized and classified and implementation roap. Mostrar menos

The first project that he had opportunity to apply the health check techniques, where we mapped the main HR processes and their particulars (policies, procedures, strong and weak points, system, etc), in order to identify the gaps. Additionally we had some interviews with sr. executives, executives, manager and we also applied techniques to identify the area maturity.
The project delivered a substantial report that had in your content: the current scenario map versus desired one, maturity… Mostrar más

The first project that he had opportunity to apply the health check techniques, where we mapped the main HR processes and their particulars (policies, procedures, strong and weak points, system, etc), in order to identify the gaps. Additionally we had some interviews with sr. executives, executives, manager and we also applied techniques to identify the area maturity.
The project delivered a substantial report that had in your content: the current scenario map versus desired one, maturity level, main HR and business trends, initiatives prioritized and classified, transformation plan and implementation roap. Mostrar menos

His challenge on this project was to have a short assessment on human resources area in order to identify if the business strategies and the initiatives proposed by CHRO were considered on HR area plans and projects. We had some interviews with sr. executives, executives, manager and we also applied techniques to identify the process maturity.
On the end of the project we delivered a report with: the current scenario, HR and business trends and implementation roap (recommendations to… Mostrar más

His challenge on this project was to have a short assessment on human resources area in order to identify if the business strategies and the initiatives proposed by CHRO were considered on HR area plans and projects. We had some interviews with sr. executives, executives, manager and we also applied techniques to identify the process maturity.
On the end of the project we delivered a report with: the current scenario, HR and business trends and implementation roap (recommendations to the business strategic plan – like technology improvements). Mostrar menos

He was responsible for all workstreams Integration, assuring the processes alignment and checking that all workstreams were considering the interdependencies in the Fit/Gap documents correspondent. In additional he worked as functional leader of base HR and security/hierarchy workstreams.

On this project he acted as functional consultant responsible for 3rd Level to PeopleSoft e-Performance and HRMS, functional analysis, enhancements and small functional projects for more than 80 countries, including UK and Japan. he was also responsible for knowledge transfer and assistance for 2 functional consultants as well.

His role on this project was senior consultant during whole project phases (analysis, design, construction, implementation, tests and ) I was also responsible for hiring, salary change, transfer and termination workflow functionalities development in PeopleSoft system.
During the phase he was responsible to ensure the improvements agreement between the project teams, which were delivered with high quality desired and at the time scheduled.

He had a primordial performance in this project as key where my mission was: to guarantee that the project caused the minimum impact in relation this changes that would be occur with the system implementation, and that the quality of service was the primordial point. This implementation had two phases; the last one dedicated to the workflow processes (hiring, termination, promotion and transfer).
During this project he had an opportunity to live deeply all project phases (analysis… Mostrar más

He had a primordial performance in this project as key where my mission was: to guarantee that the project caused the minimum impact in relation this changes that would be occur with the system implementation, and that the quality of service was the primordial point. This implementation had two phases; the last one dedicated to the workflow processes (hiring, termination, promotion and transfer).
During this project he had an opportunity to live deeply all project phases (analysis, build, tests, implementation and ). I had also to minister training for managers and final s. Mostrar menos