Profitable Employees
4-Day Online Workshop
How to increase profit from each employee as an owner by using an effective personnel management system
Who are We?
Handy Worker — a consulting-recruiting company
257 HR Departments for Small and Medium-Sized Businesses Have Been Built
Speaker and Author of the Methodology
Valerii Goriachev
Expert in team creation and HR department construction
Business Owner of 3 companies with a staff of 70+ employees
Founder of the consulting-recruiting company Handy Worker and IT company HRvisor
Hired more than 2500 employees for 40 business directions
Training Format
Video Course with Practical Tasks and Feedback from an Expert
4 Days
The entire training takes
2 Hours
You need to dedicate 2 hours a day to training
GetCourse
training platform
8 Hours
of educational seminars in video format
150 Slides
total volume of all PDF presentations, which will also remain with you
12 Documents
regulations documents and useful handouts that you can use at work
4 Tasks
assignments practical tasks that will help you consolidate the knowledge acquired
Online Workshop
for Business Owners
Helps Solve Problems Faced by 95% of Businesses
Owner in Operations, Putting Out Fires
Chaos in Business Processes
Personnel Shortage
Employees are not Independent and Irresponsible
Company Growth Decreases Profitability
The Company Depends on Irreplaceable Employees
Onboarding Process isn't Established
High Staff Turnover Inefficient Hiring Process
Irreplaceable Employees Dictate Terms
Online Workshop
Program
You will Learn
1.
How to attract the most productive people to your company who will bring profit to the business
2.
How to engage and unite employees so that each contributes to creating the best product on the market and shares your ideas
3.
How to create an employee management system that makes them independent and engaged
4.
How to make employees fans of the company who won't leave you even in difficult times
Day №1. Delegation and Regulations
How to Manage a Business with Pleasure and Achieve Results Through a Team
Topics
How to delegate tasks effectively to ensure employee accountability and responsibility.
Why does the energy and desire of the owner to develop the business disappear and how to restore them.
How to work with disagreeing and unmotivated employees who actively resist changes.
How the system of regulations and their control should work in the company.
Results
Understand how to structure work with employees so that managing a business does not take more than 4 hours a day
You will no longer fear losing employees as you will learn how to accumulate experience and transfer it to new team members
Learn to work even with problematic people and get results from them
Develop skills to effectively work with challenging individuals and achieve results
Useful Materials that will Remain with You
Table of Regulation Control in the Company
Instructions on How to Write Regulations
Task Delegation Instructions
Day №1. Delegation and Regulations
How to Manage a Business with Pleasure and Achieve Results Through a Team
How to delegate tasks effectively to ensure employee accountability and responsibility.
Why does the energy and desire of the owner to develop the business disappear and how to restore them.
How to work with disagreeing and unmotivated employees who actively resist changes.
How the system of regulations and their control should work in the company.
Understand how to structure work with employees so that managing a business does not take more than 4 hours a day
You will no longer fear losing employees as you will learn how to accumulate experience and transfer it to new team members
Learn to work even with problematic people and get results from them
Develop skills to effectively work with challenging individuals and achieve results
Table of Regulation Control in the Company
Instructions on How to Write Regulations
Task Delegation Instructions
Day №2. Building a Team
A Personnel Hiring System that Generates Profit, not Losses
Topics
How to stop losing money on hiring and start attracting perfect employees
How to immediately recognize a person who is not right for you
How to hire quickly and cheaply in a tight labor market
How to get a quick return on investment from an employee in the form of a result
Results
Understand how to hire any employee in 5 days who will definitely produce quick results
Learn how to build a system to use hiring as a profitable investment
Assess your current staff using the HRvisor platform to identify productivity issues and learn corrective measures
Useful Materials that will Remain with You
Personnel Selection and Training System
Inventory Funnel Personnel Handling Instructions
Day №2. Building a Team
A Personnel Hiring System that Generates Profit, not Losses
How to stop losing money on hiring and start attracting perfect employees
How to immediately recognize a person who is not right for you
How to hire quickly and cheaply in a tight labor market
How to get a quick return on investment from an employee in the form of a result
Understand how to hire any employee in 5 days who will definitely produce quick results
Learn how to build a system to use hiring as a profitable investment
Assess your current staff using the HRvisor platform to identify productivity issues and learn corrective measures
Personnel Selection and Training System
Inventory Funnel Personnel Handling Instructions
Day №3. Scaling and Staff Training
The Foundation for Scaling. What Every Company Aspiring to be a Market Leader Should Have
Topics
How owners can systematically grow without overnight stays at the office
Actions by owners that reduce business efficiency and hinder its growth
The system of onboarding and staff training for a quick return from the personnel
Job descriptions system for delegating responsibility
Results
Plan on how to put on autopilot the influx of new productive people into the company
Detailed description of the personnel management system that will accelerate scaling by times
Useful Materials that will Remain with You
HR Department Structure
HR Specialist Job Description
Personal Assistant Job Description
Example of a Roadmap for Intern Onboarding
Example Training Plan for an Employee
Day №3. Scaling and Staff Training
The Foundation for Scaling. What Every Company Aspiring to be a Market Leader Should Have
How owners can systematically grow without overnight stays at the office
Actions by owners that reduce business efficiency and hinder its growth
The system of onboarding and staff training for a quick return from the personnel
Job descriptions system for delegating responsibility
Plan on how to put on autopilot the influx of new productive people into the company
Detailed description of the personnel management system that will accelerate scaling by times
HR Department Structure
HR Specialist Job Description
Personal Assistant Job Description
Example of a Roadmap for Intern Onboarding
Example Training Plan for an Employee
Day №4. Salary and Motivation
How to Boost Motivation and Financial Return from Each Employee
Topics
How to link the salary of top managers and key employees to results
How to raise staff motivation and reduce employee turnover in the company
How to reduce the number of conflicts and disagreements in the team
Testing system for employee involvement in the company’s affairs
Results
Learn how to reduce staff turnover by 25 %
Gain insights into increasing labor productivity without additional hiring through enhanced motivation
Useful Materials that will Remain with You
Description of Top Managers' Salaries Based on Results
10 Tools for Increasing Staff Motivation
Day №4. Salary and Motivation
How to Boost Motivation and Financial Return from Each Employee
How to link the salary of top managers and key employees to results
How to raise staff motivation and reduce employee turnover in the company
How to reduce the number of conflicts and disagreements in the team
Testing system for employee involvement in the company’s affairs
Learn how to reduce staff turnover by 25%
Gain insights into increasing labor productivity without additional hiring through enhanced motivation
Description of Top Managers' Salaries Based on Results
10 Tools for Increasing Staff Motivation
257 Entrepreneurs Solved Their Problems Thanks to Our Methods and Training
Here’s What They Say About Their Results
Problems
Could not fill salespeople and sales department manager vacancies for months
Could not find logistics and foreign economic activity managers
Recruitment tools didn't work or didn't yield desired results
Low-level candidates were coming
Regularly lost profit due to defects
Couldn't retain worthy candidates even at the hiring stage
Solutions
Conducted labor market research
Launched a hiring and adaptation system
Developed a recruiting funnel
Created a personnel reserve
Results
Hired 7 people, including three salespeople and two sales department managers
Hired unique managers in the logistics and foreign economic activity department
Losses due to defects reduced to zero
Significantly increased the quality of applicants
Profit increased by 20% in two months
Staff increased from 30 to 37 people during the project participation
Could not fill salespeople and sales department manager vacancies for months
Could not find logistics and foreign economic activity managers
Recruitment tools didn't work or didn't yield desired results
Low-level candidates were coming
Regularly lost profit due to defects
Couldn't retain worthy candidates even at the hiring stage
Conducted labor market research
Launched a hiring and adaptation system
Developed a recruiting funnel
Created a personnel reserve
Hired 7 people, including three salespeople and two sales department managers
Hired unique managers in the logistics and foreign economic activity department
Losses due to defects reduced to zero
Significantly increased the quality of applicants
Profit increased by 20% in two months
Staff increased from 30 to 37 people during the project participation
Problems
Owner involved in operations
Pain in the field of management reporting and business control, but not enough attention is paid to it
Marketing problems, resulting in insufficient customer flow
There was not enough recruitment of line personnel
Lack of specialists created an overload in certain areas
Solutions
Conducted labor market research
Launched a hiring and adaptation system
Implemented an unconventional hiring solution
Established a flow of candidates for line positions
Results
Revenue doubled
Increased production efficiency by 15 %
The owner freed up time from areas where there was a lack of people
The owner launched a project to put order in management reporting
Established an HR department responsible for recruiting specialists and managers
Owner involved in operations. Pain in the field of management reporting and business control, but not enough attention is paid to it
Marketing problems, resulting in insufficient customer flow
A strong shortage of specialists in various departments
There was not enough recruitment of line personnel
Lack of specialists created an overload in certain areas
Conducted labor market research
Launched a hiring and adaptation system
Implemented an unconventional hiring solution
Established a flow of candidates for line positions
Revenue doubled
Hired 3 people in the marketing area, including a manager, thereby increasing customer flow
Increased production efficiency by 15 %
The owner freed up time from areas where there was a lack of people
The owner launched a project to put order in management reporting
A strong shortage of specialists in various departments
Hired 3 people in the marketing area, including a manager, thereby increasing customer flow
Established an HR department responsible for recruiting specialists and managers
Problems
Labor shortage in the company's region: there was no possibility of scaling
Kept uninvolved staff on the payroll for fear of not finding new ones
Hiring was expensive, and the adaptation process was long
Solutions
Conducted labor market research
Set up a system for selection and training of engineers
Created a personnel reserve in case sales volumes increased
Found a strong HR director
Results
All burning positions in the company are closed
Adaptation time reduced by 3 times
Recruitment costs reduced and recruitment efficiency increased by times
The company now has a stable HR department
Reduced staff turnover and increased employee engagement
Labor shortage in the company’s region: there was no possibility of scaling
Kept uninvolved staff on the payroll for fear of not finding new ones
Hiring was expensive, and the adaptation process was long
Conducted labor market research
Set up a system for selection and training of engineers
Created a personnel reserve in case sales volumes increased
Found a strong HR director
All burning positions in the company are closed
Adaptation time reduced by 3 times
Recruitment costs reduced and recruitment efficiency increased by times
The company now has a stable HR department
Reduced staff turnover and increased employee engagement
Average recruitment cycle for an employee is 1.5 to 2 weeks
These results are achieved by our clients EVEN in settlements with a population of 4,000 people
Average recruitment cycle for an employee is 1.5 to 2 weeks
These results are achieved by our clients EVEN in settlements with a population of 4,000 people
Problems
Lack of productive employees and managers did not allow to engage in expansion
When opening a new point, the efficiency of the entire network decreased
Points were temporarily closed due to lack of staff
Solutions
Conducted labor market research
Developed a recruiting funnel
Launched a hiring and adaptation system
Together with the owners, they thought out and introduced an onboarding system
Results
In 2.5 months, 19 salespeople were hired. Closed the issue of deficit for this position
In 2.5 months, hired 2 strong HR specialists with the potential to grow into managers
In 2.5 months, hired a sales trainer, also a potential manager
In a year, the network's turnover increased by 30%. At the same time, the profit margin was preserved
Lack of productive employees and managers did not allow to engage in expansion
When opening a new point, the efficiency of the entire network decreased
Employees were quitting
Points were temporarily closed due to lack of staff
Conducted labor market research
Developed a recruiting funnel
Launched a hiring and adaptation system
Together with the owners, they thought out and introduced an onboarding system
In 2.5 months, 19 salespeople were hired. Closed the issue of deficit for this position
In 2.5 months, hired 2 strong HR specialists with the potential to grow into managers
Employees were quitting
In 2.5 months, hired a sales trainer, also a potential manager
In a year, the network's turnover increased by 30%. At the same time, the profit margin was preserved
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