The advisory team was invited to work with the Department of Organizational Efficiency to propose alternatives that address the company’s main concerns: (i) specific, relatively short training for employees participating in the FMP project; and (ii) the intellectual capital outflow – the transfer of employees involved in the project to other companies due to job dissatisfaction.

Solutions suggested include custom training programs and an experience management system. In addition, to motivate employees not to leave the company the conceptual basis of evaluation and reward mechanisms was analyzed by providing ideas for their improvement.

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