{"id":2887,"date":"2024-12-18T11:50:44","date_gmt":"2024-12-18T11:50:44","guid":{"rendered":"https:\/\/arzalegazpi.com\/services\/"},"modified":"2025-07-17T15:26:22","modified_gmt":"2025-07-17T15:26:22","slug":"services","status":"publish","type":"page","link":"https:\/\/arzalegazpi.com\/en\/services\/","title":{"rendered":"Services"},"content":{"rendered":"\t\t
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Our Services<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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We act as guides or advisors to our clients, developing strategic and stable projects and services in the following areas:<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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PEOPLE DEVELOPMENT<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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TRAINING AND DEVELOPMENT <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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Our experience in competency development and management skills training allows us to address learning needs in areas such as Teamwork, Communication, or Negotiation, or in more specific aspects such as Meeting Management.<\/p>

Arza designs and delivers in-company training, using a more practical than theoretical methodology, and combining classroom work with outdoor training and online elements.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t

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Talent Identification and Evaluation <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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We strive to uncover the hidden talent that people possess within organizations, and we identify the growth and development potential of human capital in companies.<\/p>

To do this, we use ad hoc methodologies based on Assessment and Development Center techniques, Management Audit, and focused interviews. We also incorporate the results of people’s performance into this diagnostic process. The resulting information is useful for detecting training and development needs, or for making promotion decisions. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t

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High-potential Employee Programs <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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We know that it is as important to help people with improvable performance increase their capabilities and competencies as it is to leverage the potential of outstanding employees.<\/p>

Linked to Professional Career Planning, we design growth and learning paths for future executives, which include coaching processes, or proposals for internships and rotation in different positions. Without forgetting, of course, the specific treatment in terms of reward, retention, and training. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t

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Leadership and Executive Development <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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Thousands of hours are invested in technical and academic training, and very little time in executive development.<\/p>

No one knows where the Faculty of Leadership is, but at Arza, we develop programs to improve delegation, participation, and people management skills for executives and managers. The programs may include 360\u00ba feedback processes and be followed by training and development processes. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t

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Individual Coaching <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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Personal and professional growth has always required the support of advisors who facilitate reflection, self-knowledge, and the development of our potential.<\/p>

Arza has a team of expert collaborators in individual coaching, capable of integrating this practice into global development projects.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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HR MANAGEMENT SYSTEMS<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Performance Management Systems and Management by Objectives <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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Measuring the performance of people and teams is the starting point for improving it. We help organizations establish, weigh, and measure indicators and objectives, under the prism of MBO and the Balanced Scorecard. And we link this process to variable compensation mechanisms. <\/p>

We don’t forget that to improve the \u201cwhat I achieve\u201d, we must address the \u201chow I do it\u201d. We define competency profiles, dictionaries, and questionnaires to measure attitudes, conduct, and behaviors, but especially to improve them. We aim for each manager to work as a coach with each of their collaborators, offering feedback and helping them develop their own development plan. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t

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Professional Career Planning and Management <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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Talent needs routes and pathways to flow within organizations.<\/p>

Keeping in mind the identification of people’s potential, we also need to establish professional paths, defining origin and destination positions and connections between positions to promote internal rotation. We believe that greater internal rotation, planned and desired, leads to less external turnover. <\/p>

From this perspective, we can also help our clients, especially family businesses, in managing their succession plans.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t

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Ongoing Advice to General Management and HR <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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Methodologies, techniques, and systems are neither good nor bad, but rather appropriate or inappropriate depending on the intended objective and the organizational moment. We want to be by your side when you need to make decisions about implementing HR practices or systems, and about the best way to do it.<\/p>

We help our clients think, project, and plan possible scenarios derived from the implementation, management, and development of people management systems. We become assistants to the General Management or Human Resources. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t

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HR Function Audit and Balanced Scorecard <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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To respond to the demands of the environment and the expectations of their internal clients, HR areas must optimally use available resources, have effective processes, and measure their value contribution. <\/p>

We analyze and diagnose people management systems, processes, and practices in organizations. Without limiting ourselves to a mere evaluation exercise, we provide proposals based on the best market practices, and we implement them by adapting them to our clients’ reality. <\/p>

We design and implement HR Dashboards that allow for comprehensive monitoring and measurement of the function’s value contribution. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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ORGANIZATION AND COMPENSATION<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Organizational Design and Sizing <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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Both in growing new organizations and in companies wishing to modify their structure, imagining an organizational chart is just the beginning in the process of building a new reality.<\/p>

We propose functional, divisional, or network-type organization approaches, as well as process-based ones. We try to understand the organizational strategy and provide the company with a flexible structural framework suitable for achieving the company’s goals. And we are increasingly convinced of the benefits of horizontal, transversal organizations where value-adding processes are above hierarchies. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t

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Organizations need to thoroughly understand their value chain and organize their resources optimally based on it.<\/p>

We analyze strategic and support processes, proposing the modification, implementation, or elimination of activities based on their contribution to the value chain.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t

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Starting from the basic description of a job position, we adopt systems for its evaluation: we measure its importance and assign it a score or value that will allow its comparison with most market systems.<\/p>

Once the evaluation process is completed, we also address the professional classification and level assignment of each position’s occupants. In this way, we link position and person to compensation policies. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t

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Compensation Policies and Systems <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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If compensation is a scarce resource, its management should be governed considering criteria of internal equity and external competitiveness, but also of \u201creturn on investment\u201d and added value.<\/p>

We diagnose the state of compensation practices in companies and intervene by defining specific bands and positioning for groups and individuals. We help companies appropriately interpret salary studies and available information on salaries, and link it to aspects of talent attraction and retention. <\/p>

We propose incentive and variable compensation systems linked to performance, and we try to ensure that companies’ compensation efforts reach employees in the most effective way.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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ORGANIZATIONAL DEVELOPMENT<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Teamwork is not an option. Current organizations must not only consider an \u201cintra-team\u201d perspective, but also an \u201cinter-team\u201d one: learning to perceive other units as partners, as internal clients, or as part of the same value-adding chain, but never as rivals. And this work cannot be disconnected from the process perspective or from transversal organizations. <\/p>

Sometimes, it is the Management Committee itself that needs greater cohesion. In these cases, we generate work and collaboration dynamics that include intervention in processes, but also mechanisms for personal change and group dynamics. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t

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Analysis and Reinforcement of Organizational Culture <\/div><\/span>\n\t\t\t\t\t\t\t\n\t\t\t<\/path><\/svg><\/span>\n\t\t\t<\/path><\/svg><\/span>\n\t\t<\/span>\n\n\t\t\t\t\t\t<\/summary>\n\t\t\t\t
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The processes of buying, merging, or acquiring companies often generate problems of identity and adoption of organizational values.<\/p>

In a new company, resulting from two or three previous ones, the creation of a new culture always comes after the consolidation of accounts or the design of a shared logo. Previous cultures often resist disappearing: at Arza, we aim to help define new values, without forgetting to leverage the positive elements of each of the previous identities. <\/p>

This analysis of organizational culture is incorporated de facto into each of our intervention proposals: we cannot think about professional careers, compensation, or management development without knowing the cultural identity of the companies.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t

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Taking the temperature of organizations is a useful exercise to understand their needs. A well-designed climate study, using qualitative and quantitative methodologies, can detect latent or non-evident organizational problems. <\/p>

We design ad hoc questionnaires but also have standard tools that allow benchmarking or comparison with other organizations. We define items and dimensions or factors to evaluate, but above all, we interpret and help generate action plans and climate improvement. We also use qualitative methods, such as focus groups and interviews, to conduct a complete diagnosis. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t\t

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What is my potential for attraction – outside the company – and retention – within the organization? How is communication and information transmission structured in my company? <\/p>

We know that rumors and informal communication within the company negatively affect the brand’s reputation and the ability to attract talent outside the company.<\/p>

We help organizations implement healthy, multidirectional, open, respectful, and participative communication mechanisms. We offer support in managing participation committees, internal communication magazines, employee portals, intranets, and social communication networks, with a dual focus, internal and external. <\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/details>\n\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

Our Services We act as guides or advisors to our clients, developing strategic and stable projects and services in the following areas: PEOPLE DEVELOPMENT TRAINING AND DEVELOPMENT Our experience in competency development and management skills training allows us to address learning needs in areas such as Teamwork, Communication, or Negotiation, or in more specific aspects […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"elementor_header_footer","meta":{"footnotes":""},"class_list":["post-2887","page","type-page","status-publish","hentry"],"yoast_head":"\nTalent Management and Development | Arza Legazpi<\/title>\n<meta name=\"description\" content=\"Discover our services in people management, HR, organization, and development to drive your company's growth and success.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" 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