Corporate culture is far more than just an internal phenomenon! These are accepted behavior patterns that pierce the entire company and engage everyone: investors, staff, clients, partners... It’s not just an indicator of quality management, it reflects an actual - not declarative - attitude that the company exhibits towards all stakeholders.

Don’t forget: Corporate culture is always there! The question is: what shape does it take, is it going to help or instead prevent the company from achieving its strategic goals?
An attempt to delegate the formation and fostering of corporate culture to the HR level will most probably fail.  That is why our workshop will focus on the cooperation between the management and the HR department for joint success.

We are pleased to invite you to the closed workshop “Business Administration System. Corporate Culture: an Effective Management Tool.” We will talk about possibilities and dangers of establishing a corporate culture, as well as about algorithms to effectively develop and foster it.

This is a club format workshop!

Seats are limited!

Who is it for?
As the key translators of the corporate culture are managers of all levels, and its development and implementation cannot be reduced to HR, our workshop is targeted at:

· Business owners

· Top management

· HR officers

Agenda:

· The meaning of corporate culture and its difference from job standards

· “Big idea” as a key value Myth or reality?

·  Correlation of values with your business model, strategic goals and socio-cultural trends

·  Relevance of your values

·  Values: A marketing “nonsense,” a management tool or an HRM?

·  When do values exist only on paper?

·  How can we turn them into actual values?

·  Establishing legal responsibility for violating corporate culture.
 

Corporate contracts: New opportunities

· Development of corporate culture

· Role of the management

· Role of Human Resources

· Conflict of values with employees’ interests

· Implementation

·  Alternatives to a corporate culture

·  Personal example

·  Staff engagement