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Greetings,

I am trying to determine a way in which the cache automatically clears when a page or specific object/plugin/application is updated in our Wordpress page. I ask because whenever, I update certain content, the changes do not appear, even when clearing browser cache. It is then that I have to empty the caches within W3TC.

Is it possible to have the cache empty automatically whenever any object/page/data is updated? If not, then what steps can I take to assure that whenever a change is made, it automatically appears. For some pages, its fine, but for others not as much.

Hope it helps.

https://wordpress.org/plugins/w3-total-cache/\n

I have exactly the same problem. \"admin-bar-button\" plugin was disabled and then deleted but I still get the following error:

\"Recently an error occurred while creating the CSS / JS minify cache: File \"/home/enjoyyourcooking.com/wp-content/plugins/admin-bar-button/adminBar-front.css\" doesn\'t exist.\"

Screenshot

Tried flashing cache, playing with settings of W3 Total Cache. This file is not mentioned in any W3 Total Cache settings. Nothing helps. How can I get rid off this error?\n

Hey Rakesh,

Have you checked out these tutorials on cloudflare? They might help you.

https://support.cloudflare.com/hc/en-us/articles/200169756-Can-I-use-WordPress-caching-plugins-like-Super-Cache-or-W3-Total-Cache-W3TC-with-CloudFlare-

https://support.cloudflare.com/hc/en-us/articles/200169546-What-fields-do-I-need-to-enter-in-W3TC-W3-Total-Cache-settings-\n

My hosting provider checked the server again and found a problem. The permissions for the root directory were set wrong. Now my homepage works, but it displays no content. Also /wp-admin still doesn\'t work (internal server error).

I\'m waiting for their reply to check again.\n

I found that using W3 Total Cache and Cloudfalre makes my website to load fast, tried the both but not seen any improvement. anyone suggest detailed tutorial to configure W3 Total Cache with Cloudflare.\n

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\n View Feed\n

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Custom Login Style Pack #3. Easily activate four different WordPress login styles at the click of a button.

The post Style Pack #3 appeared first on Frosty Media.

\n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:32:\"http://purl.org/dc/elements/1.1/\";a:1:{s:7:\"creator\";a:1:{i:0;a:5:{s:4:\"data\";s:6:\"Austin\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}s:40:\"http://purl.org/rss/1.0/modules/content/\";a:1:{s:7:\"encoded\";a:1:{i:0;a:5:{s:4:\"data\";s:7280:\"

This plugin is an extension and requires Custom Login (version 3.x) which can be downloaded for free here.

Have you wanted to add that extra touch to your WordPress login page? Have you been looking for ways to customize every part of your site to your personal or business brand?

My guess is you’ve answered yes to one of those questions. With Custom Login it’s easy to brand your login page with the change of a few settings.

Adding Custom Login Style via a Style Pack

What this style pack offers is four customized settings that you could activate at the click of a button. Upon activation you can do nothing and enjoy the new custom login style or tinker with the settings by adding your own logo or additional CSS, HTML or jQuery.

#1 The Bokeh in Yellow Style

$\"Custom$
\nA yellow hue bokeh of holiday lights. The form will slide down with CSS3 animation.

#2 The Chanukah lights Style

$\"Custom$
\nChanukah lights. The form will slide in with CSS3 animation.

#3 The Christmas Lights Style

$\"Custom$
\nChristmas lights. The form will bounce in with CSS3 animation.

#4 The Tree Ornaments Style

$\"Custom$
\nEveryone loves tree ornaments. The form will slide up big with CSS3 animation.

This Style-Pack is has an unlimited license!

How-to install

Follow this documentation guide.

Screenshots

\n $\"Custom$ \n $\"Custom$ \n $\"Custom$ \n $\"Custom$ \n $\"Custom$ \n $\"Custom$ \n $\"Custom$ \n $\"Custom$ \n

The post Style Pack #3 appeared first on Frosty Media.

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Custom Login Style Pack #2. Easily activate four different WordPress login styles at the click of a button.

The post Style Pack #2 appeared first on Frosty Media.

This plugin is an extension and requires Custom Login (version 3.x) which can be downloaded for free here.

Have you wanted to add that extra touch to your WordPress login page? Have you been looking for ways to customize every part of your site to your personal or business brand?

My guess is you’ve answered yes to one of those questions. With Custom Login it’s easy to brand your login page with the change of a few settings.

Adding Custom Login Style via a Style Pack

#1 The Car Enthusiast Style

$\"Custom$
\nThis style is for the car enthusiast, the background is a 2015 WRX on the beach. The form will slide down with CSS3 animation.

#2 The Winter Wonderland Style

$\"Custom$
\nThis style pack has that fresh snow overcast feeling. The form will slide in with CSS3 animation.

#3 The Squirrel Style

$\"Custom$
\nThis style pack is has fun written all over it, bright green with a squirrel looking right at you. The form will flip in with CSS3 animation.

#4 The Dutch Vacation Style

$\"Custom$
\nThis style pack has that dark secretive vibe. The form will slide in with CSS3 animation.

How-to install

Follow this documentation guide.

Screenshots

\n $\"\"$ \n $\"\"$ \n $\"\"$ \n $\"\"$ \n $\"\"$ \n $\"\"$ \n $\"\"$ \n $\"\"$ \n

The post Style Pack #2 appeared first on Frosty Media.

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Use the coupon code \"CustomLogin500K\" and download Custom Login Style Pack #1 for free, a $10 value. Custom Login Style Pack is a Custom Login Extension.

The post Style Pack #1 appeared first on Frosty Media.

This plugin is an extension and requires Custom Login (version 3.x) which can be downloaded for free here.

Have you wanted to add that extra touch to your WordPress login page? Have you been looking for ways to customize every part of your site to your personal or business brand?

My guess is you’ve answered yes to one of those questions. With Custom Login it’s easy to brand your login page with the change of a few settings.

Adding Custom Login Style via a Style Pack

#1 The Light Blue Slide In Style

$\"Light$
\nThis style pack is light but packs a blue punch. The form will slide in with CSS3 animation.

#2 The Jagged Zoom Right In Style

$\"Jagged$
\nThis style pack is has soft earth colors but has that sharpe jagged edge. The form will slide in with CSS3 animation.

#3 The Wood Fade In Down Style

$\"Wood$
\nThis style pack is rich with a dynamic wood background. The form will slide in with CSS3 animation.

#4 The Fog Fade In Up Style

$\"Fog$
\nThis style pack has that dark secretive vibe. The form will slide in with CSS3 animation.

How-to install

Follow this documentation guide.

Screenshots

\n $\"\"$ \n $\"\"$ \n $\"\"$ \n $\"\"$ \n $\"\"$ \n $\"\"$ \n $\"Fog$ \n $\"Light$ \n $\"Wood$ \n $\"Jagged$ \n

The post Style Pack #1 appeared first on Frosty Media.

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The post No Password Login appeared first on Frosty Media.

This plugin is an extension and requires Custom Login (version 3.x) which can be downloaded for free here.

Allow users to login without having to remember their password. This plugin is safe and secure and uses WordPress’ best coding practices.

With a simple shortcode you can allow a form where a user can enter their email or username which then sends them an email with a login URL key. That URL can only be used once and expires after 10 min.

An example

$\"Custom$

Screenshots

\n $\"Custom$ \n $\"Custom$ \n

The post No Password Login appeared first on Frosty Media.

\n\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}}}}i:4;a:6:{s:4:\"data\";s:30:\"\n \n \n \n \n \n \n \n \n \";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";s:5:\"child\";a:3:{s:0:\"\";a:5:{s:5:\"title\";a:1:{i:0;a:5:{s:4:\"data\";s:15:\"Login Redirects\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"link\";a:1:{i:0;a:5:{s:4:\"data\";s:52:\"https://frosty.media/plugins/custom-login-redirects/\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:7:\"pubDate\";a:1:{i:0;a:5:{s:4:\"data\";s:31:\"Fri, 25 Apr 2014 03:31:33 +0000\";s:7:\"attribs\";a:0:{}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:4:\"guid\";a:1:{i:0;a:5:{s:4:\"data\";s:43:\"http://frosty.media/?post_type=plugin&p=125\";s:7:\"attribs\";a:1:{s:0:\"\";a:1:{s:11:\"isPermaLink\";s:5:\"false\";}}s:8:\"xml_base\";s:0:\"\";s:17:\"xml_base_explicit\";b:0;s:8:\"xml_lang\";s:0:\"\";}}s:11:\"description\";a:1:{i:0;a:5:{s:4:\"data\";s:325:\"

Manage user roles and redirect said user after successful logins with this Custom Login Redirect extension for WordPress.

The post Login Redirects appeared first on Frosty Media.

This plugin is an extension and requires Custom Login (version 3.x) which can be downloaded for free here.

When it comes to managing a WordPress site which allows signups, you rarely want subscriber roles to view the dashboard or admin pages after they log in.

WordPress solutions

WordPress has many hooks and filters which allow you to control visibility access on a user role base. But this method requires you to understand PHP.

So, here’s an easy way to redirect subscribers users (or which ever role you’d like) to a default WordPress page or custom URL (of your choosing) after said user logs in.

How to use it

There is really only four options needed for this plugin, and three of those have default values.

On/Off
~~Redirect minimum user role.~~ Removed in 1.1.0
Redirect To (A WordPress page).
Redirect URL (when Redirect to equals “A Custom URL”) local URLs only.
Redirect to URL for each registered role (if empty uses the Redirect URL setting).

Manage user roles and redirect said user after successful logins with this Custom Login Redirect extension for WordPress.

Screenshots

\n $\"\"$ \n $\"Custom$ \n $\"Custom$ \n $\"Custom$ \n

The post Login Redirects appeared first on Frosty Media.

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The Custom Login Page Template is an extension for the Custom Login WordPress plugin allowing login forms to be generated on any WP page.

The post Page Template appeared first on Frosty Media.

This plugin is an extension and requires Custom Login (version 3.x) which can be downloaded for free here.

Create your own WordPress Custom Login page from any page you previously created in WordPress.

You must create a new blank WordPress page or use an existing one. Note: the content will be replaced with the login form.

How to use it

There is only two options in this plugin, and one turns it on and off.

On/Off
Your custom login page.

That’s it! Once setup the WordPress login form will replace the default content on the page set in the settings.

Screenshots

\n $\"\"$ \n $\"\"$ \n $\"\"$ \n $\"\"$ \n

The post Page Template appeared first on Frosty Media.

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Custom Login Stealth Login protects your wp-login.php page from brute force attacks by requiring a authentication key and code in the URL.

The post Stealth Login appeared first on Frosty Media.

This plugin is an extension and requires Custom Login (version 3.x) which can be downloaded for free here.

By now you seen all the stories of WordPress sites being vulnerable to brute force attacks. But what does it really mean? Simply put, a hacker or generated computer program is targeting your wp-login.php page and is trying to log in hundreds (if not thousands) of times with the most generic usernames and random “popular” passwords.

One step is to change your admin username. But that still leaves your site open to thousands of login attempts. You can use a login IP limiter, but a hacker can use many IPs or proxy their IP and your website will likely crash before all IPs are blocked. I know, because this happened to me.

Is there a simple solution?

How about hiding the wp-login.php page…

That’s exactingly what Custom Login Stealth Login is intended for. It gives you one solution with two options for unauthorized users.

Redirects: If a user doesn’t have the correct “key” and “code”, redirect them away from the page.
Die: This is a programming term If a user doesn’t have the correct “key” and “code”, kill the generation of the page with a displayed message.

How to use it

There is really on five options needed for this plugin, and three of those have default values.

On/Off
Redirect(On)/Kill the page(Off)
Redirect URL (when Redirect is “On”)
Question (the query variable or “key“)
Answer (The query answer or “code“)

Simple! Once setup your login page can only be accessed by visiting yourwebsite.com/wp-login.php?question=answer where question is the question you set and answer is the answer you set in the settings. These settings are defaulted to bypass=true.

Screenshots

\n $\"\"$ \n $\"\"$ \n $\"\"$ \n

The post Stealth Login appeared first on Frosty Media.

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\r\nWe believe every client deserves the benefit of working with a senior partner every time. On every job. Partners with industry knowledge, who have built their own businesses and reputations in their markets. Partners with practical insights into attracting and retaining the very best talent a market has to offer. We’re entrepreneurs at heart. We’re not held back by rigid procedures and corporate politics like so many other more traditional search firms. And because Amrop partners have vested interests in the countries in which they operate—we don’t just pick up and leave when the going gets tough–clients gain the perspective of long experience with local business cycles. Amrop senior partners work closely with clients to make sure they get executive leadership that fits their business, position and company culture.\r\n

3. Our global network

\r\nOur global networked structure makes it easy for clients and candidates to access a wealth of knowledge and expertise. Because we’re not constrained by hierarchy, or the rigid structures imposed by traditional search companies, we can respond quickly and efficiently to clients’ needs. We listen to our clients rather than to a corporate head office.\r\n\r\nWe are united by our Context Driven approach to executive search that encompasses shared values, standards, policies and procedures while reflecting the unique realities on the ground in local markets around the world. With broader coverage than most global search firms, our people know their markets because they’ve built their businesses in them.\r\n\r\nWherever you are, you are at the center of our network.'), (30, 18, '_menu_item_type', 'post_type'), (31, 18, '_menu_item_menu_item_parent', '0'), (32, 18, '_menu_item_object_id', '9'), (33, 18, '_menu_item_object', 'page'), (34, 18, '_menu_item_target', ''), (35, 18, '_menu_item_classes', 'a:1:{i:0;s:0:\"\";}'), (36, 18, '_menu_item_xfn', ''), (37, 18, '_menu_item_url', ''), (1987, 305, '_menu_item_target', ''), (1986, 305, '_menu_item_object', 'custom'), (1985, 305, '_menu_item_object_id', '305'), (1984, 305, '_menu_item_menu_item_parent', '0'), (1983, 305, '_menu_item_type', 'custom'), (2306, 36, 'rule', 'a:5:{s:5:\"param\";s:13:\"page_template\";s:8:\"operator\";s:2:\"==\";s:5:\"value\";s:12:\"services.php\";s:8:\"order_no\";i:0;s:8:\"group_no\";i:0;}'), (57, 21, '_menu_item_type', 'custom'), (58, 21, '_menu_item_menu_item_parent', '108'), (59, 21, '_menu_item_object_id', '21'), (60, 21, '_menu_item_object', 'custom'), (61, 21, '_menu_item_target', ''), (62, 21, '_menu_item_classes', 'a:1:{i:0;s:0:\"\";}'), (63, 21, '_menu_item_xfn', ''), (64, 21, '_menu_item_url', 'http://amrop.lt'), (94, 25, '_edit_lock', '1457612983:1'), (66, 22, '_menu_item_type', 'custom'), (67, 22, '_menu_item_menu_item_parent', '108'), (68, 22, '_menu_item_object_id', '22'), (69, 22, '_menu_item_object', 'custom'), (70, 22, '_menu_item_target', ''), (71, 22, '_menu_item_classes', 'a:1:{i:0;s:0:\"\";}'), (72, 22, '_menu_item_xfn', ''), (73, 22, '_menu_item_url', 'http://amrop.ee'), (96, 27, '_edit_lock', '1448964662:1'), (75, 23, '_menu_item_type', 'custom'), (76, 23, '_menu_item_menu_item_parent', '108'), (77, 23, '_menu_item_object_id', '23'), (78, 23, '_menu_item_object', 'custom'), (79, 23, '_menu_item_target', ''), (80, 23, '_menu_item_classes', 'a:1:{i:0;s:0:\"\";}'), (81, 23, '_menu_item_xfn', ''), (82, 23, '_menu_item_url', 'http://amrop.com'), (93, 25, '_edit_last', '1'), (84, 24, '_menu_item_type', 'custom'), (85, 24, '_menu_item_menu_item_parent', '108'), (86, 24, '_menu_item_object_id', '24'), (87, 24, '_menu_item_object', 'custom'), (88, 24, '_menu_item_target', ''), (89, 24, '_menu_item_classes', 'a:1:{i:0;s:0:\"\";}'), (90, 24, '_menu_item_xfn', ''), (91, 24, '_menu_item_url', 'http://amrop.lv'), (95, 27, '_edit_last', '1'), (2247, 335, '_menu_item_url', 'http://www.amrop.ee'), (2246, 335, '_menu_item_xfn', ''), (2000, 307, 'lower_text', '

Amrop Estonia

\r\nExecutive Search Baltics OÜ\r\nTõnismägi 3A,\r\n10119 Tallinn, Estonia\r\nTel.: +372 6 408 700\r\nFax: +372 6 408 702\r\nE-mail: tallinn@amrop.com\r\n\r\n '), (135, 5, '_wp_page_template', 'services.php'), (117, 33, '_menu_item_type', 'post_type'), (118, 33, '_menu_item_menu_item_parent', '304'), (119, 33, '_menu_item_object_id', '27'), (120, 33, '_menu_item_object', 'page'), (121, 33, '_menu_item_target', ''), (122, 33, '_menu_item_classes', 'a:1:{i:0;s:0:\"\";}'), (123, 33, '_menu_item_xfn', ''), (124, 33, '_menu_item_url', ''), (126, 34, '_menu_item_type', 'post_type'), (127, 34, '_menu_item_menu_item_parent', '304'), (128, 34, '_menu_item_object_id', '25'), (129, 34, '_menu_item_object', 'page'), (130, 34, '_menu_item_target', ''), (131, 34, '_menu_item_classes', 'a:1:{i:0;s:0:\"\";}'), (132, 34, '_menu_item_xfn', ''), (133, 34, '_menu_item_url', ''), (137, 25, '_wp_page_template', 'services.php'), (138, 27, '_wp_page_template', 'services.php'), (139, 36, '_edit_last', '1'), (140, 36, 'field_55c21184b1d71', 'a:11:{s:3:\"key\";s:19:\"field_55c21184b1d71\";s:5:\"label\";s:10:\"Lower text\";s:4:\"name\";s:10:\"lower_text\";s:4:\"type\";s:7:\"wysiwyg\";s:12:\"instructions\";s:0:\"\";s:8:\"required\";s:1:\"0\";s:13:\"default_value\";s:0:\"\";s:7:\"toolbar\";s:4:\"full\";s:12:\"media_upload\";s:3:\"yes\";s:17:\"conditional_logic\";a:3:{s:6:\"status\";s:1:\"0\";s:5:\"rules\";a:1:{i:0;a:3:{s:5:\"field\";s:4:\"null\";s:8:\"operator\";s:2:\"==\";s:5:\"value\";s:0:\"\";}}s:8:\"allorany\";s:3:\"all\";}s:8:\"order_no\";i:0;}'), (2307, 36, 'rule', 'a:5:{s:5:\"param\";s:13:\"page_template\";s:8:\"operator\";s:2:\"==\";s:5:\"value\";s:8:\"team.php\";s:8:\"order_no\";i:0;s:8:\"group_no\";i:1;}'), (142, 36, 'position', 'normal'), (143, 36, 'layout', 'no_box'), (144, 36, 'hide_on_screen', ''), (145, 36, '_edit_lock', '1609147132:2'), (146, 37, 'lower_text', '

Why is it useful?

\r\nManagement Assessment provides a thorough analysis of each executive’s strengths and weaknesses from an external and objective point of view. That adds considerable value to any decision process as well as serves also as an objective platform for feedback.\r\n

When is it needed?

\r\nWhile Management assessment can provide benefits at any time, our experience shows that companies most often ask for this service in following situations:\r\n

- Identification of High Potential
- Mergers, Acquisitions & Due diligence
- Unsatisfactory results or key persons leaving the company
- Reorganization
- New CEO
- Filling management vacancies and promotion
- Identification of competence gaps and focus areas for key people training and development
- New strategic development or establishment of new business

\r\n

How is it performed?

\r\nManagement Assessment is performed by using a set of professional tools that includes:\r\n\r\nInterviews (Structured competency based interviews conducted on a 2:1-basis and carried out by experienced interviewers)\r\n\r\nBenchmarking (Comparison of the person against an external standard of recognized leaders of the market)\r\n\r\nReference checking (An investigation of a person’s previous employment history, qualifications, performance and personality using the person’s relevant work related contacts at all levels/ 360°)\r\n\r\nPsychometric testing (Measuring the person with well-validated psychometric instruments, developed for business needs, which produces comprehensive and reliable profile)\r\n

How is it performed?

What is it?

\r\nManagement Assessment is a structured, comprehensive, objective and tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market.\r\n\r\nIt is related to a specific set of criteria, (specific for position, role or managerial level), based on professional and documentable observations and measures.\r\n\r\nManagement Assessment provides a thorough and objective analysis of each executive’s strengths and weaknesses from an external and objective point of view. That adds considerable value to any decision process as well as serves also as an objective platform for feedback.\r\n\r\nTo fully understand the current skills and future potential of an executive, a multidimensional assessment process is required.\r\n\r\nAmrop is able to help you to define the strategically most important and critical areas of the job of the CEO (or Management Team Member) as well as evaluate the current potential / individuals in these positions. Amrop explores and connects your critical contextual dimensions: from your strategy and culture, to the needs of your candidates, internal and external.\r\n\r\nIf all the board is assessed, Amrop can help to ensure that your board members have the right level of diversity in terms of skills, experience and representation. Our partners have many years of experience in uncovering current qualifications and future requirements. Through our analysis we ensure that your board becomes a balanced group of individuals that focus on the right issues according to your company strategy.\r\n\r\nWe work closely with both the chairman and board members and the results of our review are presented with our recommendations for future action.\r\n

When is it needed?

\r\nWhile Management assessment can provide benefits at any time, our experience shows that companies most often ask for this service in following situations:\r\n- Identification of High Potential\r\n- Mergers, Acquisitions & Due diligence\r\n- Unsatisfactory results or key persons leaving the company\r\n- Reorganization\r\n- New CEO\r\n- Filling management vacancies and promotion\r\n- Identification of competence gaps and focus areas for key people training and development\r\n- New strategic development or establishment of new business\r\n

How is it performed?

\r\nManagement Assessment is performed by using a set of professional tools that includes:\r\n- Interviews - structured competency based interviews conducted on a 2:1-basis and carried out by experienced senior level interviewers;\r\n- CV analysis;\r\n- Strategic exercises and/or simulations;\r\n- Benchmarking - comparison of the person against an external standard of recognized leaders of the market;\r\n- Reference checking - an investigation of a person’s previous employment history, qualifications, performance and personality using the person’s relevant work related contacts at all levels/ 360°;\r\n- Personality testing - measuring the person with well-validated psychometric instruments, developed for business needs, which produces comprehensive and reliable profile\r\nUsually at least 2-3 from the above mentioned tools are used in assessment. Based on over 7000 Assessments, Amrop Global Offices has built insight into multiple assessment tools and constructed a robust portfolio. Since no tools are Amrop-owned, our suggestions are objectively tailored to each project: its nature and purpose, the tools already in use by the client and the seniority of assessees.\r\n\r\nTypical process:\r\n1. Pre-analysis: Identify strategic challenges and competencies for evaluation. Study organization and culture. Agree on process.\r\n2. Assessment: (Recommended) 2 in-depth interviews (Business and Personal/social). CV analysis, personality test, reasoning test, strategic exercise and simulation. Cross over review or 360 exercise. Evaluation of individual motivation.\r\n3. Reports and Feedback: Quantitative and qualitative evaluation of strengths, weaknesses and potential. Self-scoring. Recommendations for success in position. Feedback to participants and client.\r\n4. Full Debriefing: Conclusions and recommendations: regarding individual Managers, the Management Team, the Organization.\r\n5. Follow-up and Knowledge Transfer: Evaluation of process (HR). Follow up on client and on each Manager.\r\n

What is the result?

Our Team

\r\nBeing part of European Union, Baltic companies are forced to compete in global arena. Baltic’s joining EU is encouraging a bigger inflow of foreign investment, more mergers and acquisitions, more new companies established, with a consequent need for good key people. The consolidation of many sectors and the impact of new-economy businesses have created a marketplace of extraordinary change and fluidity. The economical growth has provided companies with revenue and resources to expand, but at the same time, it bolstered expectations of owners, investors and corporate boards.\r\n\r\nAs companies begin to recognize the importance of human capital in implementing more aggressive, growth-oriented strategies, they are also confronting the shortage of executive talent. Attracting and retaining the most qualified people who bring the highest levels of relevant experience to organizations are fundamental to success and survival in a world of growing competition.\r\n\r\nFor this reason, companies are looking for search consultants who are proven professionals of the highest quality and competence. Amrop Hever Baltics has been pioneer in executive search business in the Baltics since 1993, working with the most influential companies in different industries. We are proud that, 7 of 10 assignments come from clients that we have served before.\r\n\r\n/Aiga Ārste-Avotiņa/'), (160, 9, '_lower_txt', 'field_55c213aa13033'), (161, 40, '_edit_last', '1'), (162, 40, 'field_55c21f09f8b65', 'a:14:{s:3:\"key\";s:19:\"field_55c21f09f8b65\";s:5:\"label\";s:8:\"Position\";s:4:\"name\";s:8:\"position\";s:4:\"type\";s:4:\"text\";s:12:\"instructions\";s:0:\"\";s:8:\"required\";s:1:\"0\";s:13:\"default_value\";s:0:\"\";s:11:\"placeholder\";s:0:\"\";s:7:\"prepend\";s:0:\"\";s:6:\"append\";s:0:\"\";s:10:\"formatting\";s:4:\"none\";s:9:\"maxlength\";s:0:\"\";s:17:\"conditional_logic\";a:3:{s:6:\"status\";s:1:\"0\";s:5:\"rules\";a:1:{i:0;a:3:{s:5:\"field\";s:4:\"null\";s:8:\"operator\";s:2:\"==\";s:5:\"value\";s:0:\"\";}}s:8:\"allorany\";s:3:\"all\";}s:8:\"order_no\";i:0;}'), (163, 40, 'field_55c21f21f8b66', 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'post-news_open.php'), (5345, 844, 'sidebar_image_2', ''), (5346, 844, '_sidebar_image_2', 'field_55c882236c443'), (6775, 1052, 'sidebar_image_1', '388'), (6774, 1052, '_lower_text', 'field_55c21184b1d71'), (6674, 1040, '_position', 'field_55c21f09f8b65'), (6673, 1040, 'position', 'Otsinguspetsialist'), (6672, 1041, '_sidebar_image_2', 'field_55c882236c443'), (6671, 1041, 'sidebar_image_2', ''), (6670, 1041, '_sidebar_image_1', 'field_55c881fb6c442'), (6669, 1041, 'sidebar_image_1', ''), (6668, 1041, '_lower_text', 'field_55c21184b1d71'), (6667, 1041, 'lower_text', ''), (6666, 1041, '_phone', 'field_55c21f41f8b68'), (6665, 1041, 'phone', '+372 513 7847'), (6664, 1041, '_emails', 'field_55c21f2df8b67'), (6663, 1041, 'emails', 'hanna.pentsa@amrop.com'), (6662, 1041, '_location', 'field_55c21f21f8b66'), (6773, 1052, 'lower_text', 'Mõned neist on hetkel teelahkmel, otsides uusi väljakutseid. Enamik töötab aga praeguse tööandja juures olulistel ametikohtadel, kuid olles avatud mõtlemisega, on nad alati huvitatud tööturu suundumustest ja valmis arutama uusi võimalusi.\r\n

Millistest põhimõtetest lähtume kandidaatidega suhtlemisel?

\r\nKohtleme oma kandidaate samade põhimõtete kohaselt nagu oma klientegi – st juhindume konfidentsiaalsusest, delikaatsusest ja vastastikusest austusest. Ehk on see põhjuseks, miks paljudest meie praegustest kandidaatidest saavad edaspidi meie kliendid.\r\n\r\nKasutame suletud andmebaasi, kuhu on juurdepääs ainult meie konsultantidel. Me ei edasta kandidaate puudutavat infot kliendile kunagi enne, kui oleme saanud selleks kandidaadi käest loa.\r\n

Miks olla meie kandidaat?

\r\nMeie andmebaasiga ühinedes on kandidaadil võimalus osaleda Amropi rahvusvahelistes projektides.\r\n\r\nInfo Amropi projektide kohta suurendab kandidaatide võimalusi tööturul.\r\n

Kuidas Amrop andmebaasiga ühineda?

\r\n

Lugupeetud KANDIDAAT!

\r\n

Tõenäoliselt olete juba kursis, et 25. mail 2018 jõustus isikuandmete kaitse üldmäärus (EL) 2016/679 (“GDPR”). GDPR tõi endaga kaasa mitmed olulised muutused, mis võivad omakorda muuta seda, kuidas me teile teenuseid osutame.

\r\n

Me püüame küll tagada, et uued nõuded mõjutaks võimalikult vähe meie suhet teiega, ent te võite siiski märgata mõnda muutust. Näiteks sätestab GDPR uued õigused, mille eesmärk on anda teile suurem kontroll oma isikuandmete üle. Me austame neid õigusi ja suhtume tõsiselt teie privaatsusesse. Lugege meie värskendatud privaatsuspoliitikat lisainfo saamiseks neis küsimustes.

\r\n

Me vajame teie nõusolekut, et saaksime teile teenuseid osutades oma kohustusi täita. Vaadake seetõttu manustatud nõusoleku vorm üle ning täitke ja saatke see meiliaadressile tallinn@amrop.com kinnitamaks, kas te nõustute sellega, et me töötleme teie isikuandmeid nõusoleku vormis loetletud eesmärkidel.

\r\n

Te ei ole kohustatud nõusolekut andma. Kui otsustate meile oma nõusoleku anda, siis saab selle igal ajal tagasi võtta. Saatke meile lihtsalt vastava palvega meil aadressile tallinn@amrop.com. Kui te nõusolekut ei anna või kui te küll annate nõusoleku, ent võtate selle hiljem tagasi, siis ei saa me teile tõenäoliselt teatud teenuseid (nagu näiteks sobiva tööpakkumise tegemine) osutada.

\r\n

GDPR kandidaadi nõusoleku vorm

\r\nSoovi korral võib kasutada ka Amropi CV vorme: Amrop CV est või Amrop CV eng\r\n\r\nKui soovite lisainfot või teil tekkis küsimusi, palun edastage need tallinn@amrop.com.\r\n\r\n \r\n

Lugupidamisega

\r\n

Amrop Eesti

'), (6772, 1050, '_edit_lock', '1621493404:1'), (6771, 1051, '_wp_attached_file', '2021/05/GDPR-Consent-Form_candidate_ENG.docx'), (5344, 844, '_sidebar_image_1', 'field_55c881fb6c442'), (220, 11, '_wp_page_template', 'contacts.php'), (210, 9, 'lower_text', 'In Amrop we know that every business, every situation, every candidate is unique. Our aim is to understand and value YOUR uniqueness, both as a client and a candidate.\r\n\r\nWe will dig deeply and thoroughly into details to understand the context of the assignment and the final aim of the search process in order to come up with the solution which suits best for all related parties.\r\n\r\nWe do our tasks with passion, professionalism and dedication. We are focused, agile and entrepreneurs at heart. This is why our expertise is valued and why many of our clients and candidates often return to us.\r\n\r\nWe have global network that makes us international and domestic knowledge that makes us local. We are big and small at the same time.\r\n\r\nWe have been experts of Baltic executive search market since 1993. We execute more than 120 search assignments in these markets every year which makes us highly appreciated and recognized partner.\r\n\r\nWelcome to Amrop.'), (1866, 278, 'lower_text', '

Kes on meie kandidaadid?

\r\nMeie kandidaadid on tippjuhid, keskastme juhid ja tippspetsialistid.\r\n\r\nMõned neist on hetkel teelahkmel, otsides uusi väljakutseid kuid enamik töötab aga praeguse tööandja juures olulistel ametikohtadel. Kuid olles avatud mõtlemisega, on nad alati huvitatud tööturu suundumustest ja valmis arutama uusi võimalusi.\r\n

Millistest põhimõtetest lähtume kandidaatidega suhtlemisel?

Miks olla meie kandidaat?

\r\nMeie andmebaasiga ühinedes on kandidaadil võimalus osaleda Amropi rahvusvahelistes projektides.\r\n\r\nInfo Amropi projektide kohta suurendab kandidaatide võimalusi tööturul.\r\n

Kuidas Amrop andmebaasiga ühineda?

\r\nSelleks tuleb saata elulookirjeldus aadressil Tallinn@amrop.com'), (732, 132, 'lower_text', 'The consolidation of many sectors and the impact of new-economy businesses have created a marketplace of extraordinary change and fluidity. The economical growth has provided companies with revenue and resources to expand, but at the same time, it bolstered expectations of owners, investors and corporate boards.\r\n\r\nAs companies begin to recognize the importance of human capital in implementing more aggressive, growth-oriented strategies, they are also confronting the shortage of executive talent. Attracting and retaining the most qualified people who bring the highest levels of relevant experience to organizations are fundamental to success and survival in a world of growing competition.\r\n\r\nFor this reason, companies are looking for search consultants who are proven professionals of the highest quality and competence. Amrop Hever Baltics has been pioneer in executive search business in the Baltics since 1993, working with the most influential companies in different industries. We are proud that, 7 of 10 assignments come from clients that we have served before.\r\n\r\n/Aiga Ārste-Avotiņa/'), (211, 9, '_lower_text', 'field_55c21184b1d71'), (2310, 36, 'rule', 'a:5:{s:5:\"param\";s:13:\"page_template\";s:8:\"operator\";s:2:\"==\";s:5:\"value\";s:9:\"about.php\";s:8:\"order_no\";i:0;s:8:\"group_no\";i:4;}'), (221, 45, 'lower_text', '

Amrop Latvia

\r\n

SIA Executive Search Baltics Smilšu 18,
Rīga, Latvija, LV-1050
Tel.: +371 67210408
Fax: +371 67210422
E-mail: riga@amrop.com

'), (222, 45, '_lower_text', 'field_55c21184b1d71'), (223, 11, 'lower_text', '

Amrop Estonia

\r\nExecutive Search Baltics OÜ\r\nMaakri 19/1, 20th floor\r\n10145 Tallinn, Estonia\r\nTel.: +372 66 77 800\r\nE-mail: tallinn@amrop.com\r\n\r\n '), (224, 11, '_lower_text', 'field_55c21184b1d71'), (225, 11, 'position', ''), (226, 11, '_position', 'field_55c21f09f8b65'), (227, 11, 'location', ''), (228, 11, '_location', 'field_55c21f21f8b66'), (229, 11, 'emails', ''), (230, 11, '_emails', 'field_55c21f2df8b67'), (231, 11, 'phone', ''), (232, 11, '_phone', 'field_55c21f41f8b68'), (5343, 844, 'sidebar_image_1', ''), (5342, 844, '_lower_text', 'field_55c21184b1d71'), (5341, 844, 'lower_text', ''), (5340, 844, '_phone', 'field_55c21f41f8b68'), (5339, 844, 'phone', '+372 66 77 800'), (5338, 844, '_emails', 'field_55c21f2df8b67'), (241, 46, '_edit_last', '1'), (242, 46, '_edit_lock', '1542878334:2'), (243, 46, '_wp_page_template', 'articles.php'), (253, 53, '_edit_lock', '1545040734:2'), (252, 53, '_edit_last', '1'), (251, 53, '_wp_page_template', 'articles.php'), (264, 61, '_edit_last', '1'), (267, 61, 'position', 'acf_after_title'), (268, 61, 'layout', 'no_box'), (269, 61, 'hide_on_screen', ''), (270, 61, '_edit_lock', '1448970728:1'), (271, 61, 'field_55c860785337b', 'a:14:{s:3:\"key\";s:19:\"field_55c860785337b\";s:5:\"label\";s:4:\"Link\";s:4:\"name\";s:5:\"links\";s:4:\"type\";s:4:\"text\";s:12:\"instructions\";s:0:\"\";s:8:\"required\";s:1:\"1\";s:13:\"default_value\";s:0:\"\";s:11:\"placeholder\";s:0:\"\";s:7:\"prepend\";s:0:\"\";s:6:\"append\";s:0:\"\";s:10:\"formatting\";s:4:\"html\";s:9:\"maxlength\";s:0:\"\";s:17:\"conditional_logic\";a:3:{s:6:\"status\";s:1:\"0\";s:5:\"rules\";a:1:{i:0;a:3:{s:5:\"field\";s:4:\"null\";s:8:\"operator\";s:2:\"==\";s:5:\"value\";s:0:\"\";}}s:8:\"allorany\";s:3:\"all\";}s:8:\"order_no\";i:0;}'), (2658, 61, 'rule', 'a:5:{s:5:\"param\";s:13:\"post_category\";s:8:\"operator\";s:2:\"==\";s:5:\"value\";s:2:\"15\";s:8:\"order_no\";i:0;s:8:\"group_no\";i:0;}'), (280, 36, 'field_55c881fb6c442', 'a:11:{s:3:\"key\";s:19:\"field_55c881fb6c442\";s:5:\"label\";s:15:\"Sidebar image 1\";s:4:\"name\";s:15:\"sidebar_image_1\";s:4:\"type\";s:5:\"image\";s:12:\"instructions\";s:0:\"\";s:8:\"required\";s:1:\"0\";s:11:\"save_format\";s:6:\"object\";s:12:\"preview_size\";s:9:\"thumbnail\";s:7:\"library\";s:3:\"all\";s:17:\"conditional_logic\";a:3:{s:6:\"status\";s:1:\"0\";s:5:\"rules\";a:1:{i:0;a:2:{s:5:\"field\";s:4:\"null\";s:8:\"operator\";s:2:\"==\";}}s:8:\"allorany\";s:3:\"all\";}s:8:\"order_no\";i:1;}'), (281, 36, 'field_55c882236c443', 'a:11:{s:3:\"key\";s:19:\"field_55c882236c443\";s:5:\"label\";s:15:\"Sidebar image 2\";s:4:\"name\";s:15:\"sidebar_image_2\";s:4:\"type\";s:5:\"image\";s:12:\"instructions\";s:0:\"\";s:8:\"required\";s:1:\"0\";s:11:\"save_format\";s:6:\"object\";s:12:\"preview_size\";s:9:\"thumbnail\";s:7:\"library\";s:3:\"all\";s:17:\"conditional_logic\";a:3:{s:6:\"status\";s:1:\"0\";s:5:\"rules\";a:1:{i:0;a:2:{s:5:\"field\";s:4:\"null\";s:8:\"operator\";s:2:\"==\";}}s:8:\"allorany\";s:3:\"all\";}s:8:\"order_no\";i:2;}'), (300, 66, '_wp_attached_file', '2015/08/cont2.png'), (301, 66, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:305;s:6:\"height\";i:247;s:4:\"file\";s:17:\"2015/08/cont2.png\";s:5:\"sizes\";a:3:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:17:\"cont2-150x150.png\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:9:\"image/png\";}s:6:\"medium\";a:4:{s:4:\"file\";s:17:\"cont2-300x243.png\";s:5:\"width\";i:300;s:6:\"height\";i:243;s:9:\"mime-type\";s:9:\"image/png\";}s:17:\"sidebar_image_img\";a:4:{s:4:\"file\";s:17:\"cont2-293x236.png\";s:5:\"width\";i:293;s:6:\"height\";i:236;s:9:\"mime-type\";s:9:\"image/png\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (302, 67, '_wp_attached_file', '2015/08/cont3.png'), (303, 67, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:305;s:6:\"height\";i:240;s:4:\"file\";s:17:\"2015/08/cont3.png\";s:5:\"sizes\";a:3:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:17:\"cont3-150x150.png\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:9:\"image/png\";}s:6:\"medium\";a:4:{s:4:\"file\";s:17:\"cont3-300x236.png\";s:5:\"width\";i:300;s:6:\"height\";i:236;s:9:\"mime-type\";s:9:\"image/png\";}s:17:\"sidebar_image_img\";a:4:{s:4:\"file\";s:17:\"cont3-293x236.png\";s:5:\"width\";i:293;s:6:\"height\";i:236;s:9:\"mime-type\";s:9:\"image/png\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (290, 65, 'lower_text', '

Amrop Latvia

\r\n

SIA Executive Search Baltics Smilšu 18,
Rīga, Latvija, LV-1050
Tel.: +371 67210408
Fax: +371 67210422
E-mail: riga@amrop.com

'), (291, 65, '_lower_text', 'field_55c21184b1d71'), (292, 65, 'sidebar_image_1', '63'), (293, 65, '_sidebar_image_1', 'field_55c881fb6c442'), (294, 65, 'sidebar_image_2', '64'), (295, 65, '_sidebar_image_2', 'field_55c882236c443'), (296, 11, 'sidebar_image_1', '66'), (297, 11, '_sidebar_image_1', 'field_55c881fb6c442'), (298, 11, 'sidebar_image_2', '67'), (299, 11, '_sidebar_image_2', 'field_55c882236c443'), (304, 68, 'lower_text', '

Amrop Latvia

\r\n

SIA Executive Search Baltics Smilšu 18,
Rīga, Latvija, LV-1050
Tel.: +371 67210408
Fax: +371 67210422
E-mail: riga@amrop.com

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Our Team

Mis see on?

\r\nJuhtimisaudit on struktureeritud, põhjalik, objektiivne ja konkreetse projekti vajadustega kohandatav hindamismeetod tipp- ja keskastme juhtkonna juhtimiskompetentside hindamiseks ning olemasoleva meeskonna võrdlemiseks turu üldise tasemega.\r\n\r\nJuhtimisaudit on seotud spetsiifiliste kriteeriumite kogumiga (sõltuvalt positsioonist, rollist või juhtimisastmest) ja põhineb professionaalsetel dokumenteeritavatel hindamistel ning mõõtmistel.\r\n

Miks on see kasulik?

\r\nJuhtimisaudit võimaldab põhjalikult analüüsida iga tippjuhi tugevaid ja nõrku külgi ettevõttevälisest ja objektiivsest seisukohast. See lisab väärtust mis tahes otsustusprotsessile ning on objektiivseks aluseks ka tagasisidele.\r\n\r\nSelleks, et lõpuni aru saada juhi olemasolevatest oskustest ja tulevikupotentsiaalist, on vajalik mitmedimensionaalne hindamisprotsess.\r\n\r\nAmrop aitab Sul defineerida strateegiliselt kõige olulisemad ja kriitilisemad juhi (või juhtkonna liikme) vastutusvaldkonnad ning hinnata nendel ametikohtadel töötavate inimeste potentsiaali. Amrop kaardistab ja ühendab omavahel Sinu ettevõtte olulisimad dimensioonid: alates ettevõtte strateegiast ning kultuurist kuni kandidaatide vajadusteni, nii seest- kui väljaspoolt vaadatuna.\r\n\r\nPärast juhtkonna hindamist aitab Amrop tagada, et Sinu ettevõtte juhtkonna liikmete oskused ja kogemused on piisavalt mitmekesised. Meie konsultantidel on pikaajaline kogemus olemasoleva kvalifikatsiooni ja tulevaste väljakutsete kaardistamises. Läbi põhjaliku analüüsi aitame tagada, et Sinu ettevõtte juhtkonna liikmetest moodustub tasakaalustatud kooslus, kes on fokusseeritud õigetele küsimustele lähtudes Sinu ettevõtte strateegiast.\r\n\r\nTeeme kogu protsessi vältel tihedat koostööd kliendi võtmeisikutega. Oma töö tulemused esitame koos soovitustega edaspidisteks strateegilisteks sammudeks.\r\n

Millal seda vaja on?

\r\nEhkki juhtimisauditist võib alati kasu olla, näitab meie kogemus, et kliendid tellivad juhtimisauditit kõige sagedamini järgmistes olukordades:\r\n- meeskonna potentsiaali väljaselgitamine\r\n- M & A ja ettevõtte hindamine (due diligence)\r\n- mitterahuldavad tulemused või oluliste töötajate lahkumine ettevõttest\r\n- reorganiseerimine\r\n- uue tegevjuhi tööle asumine\r\n- juhtide värbamine ja edutamine\r\n- täiendamist vajavate oskuste ning oluliste töötajate koolituse ja arendamise valdkondade väljaselgitamine\r\n- uue arengustrateegia juurutamine või uue ettevõtte asutamine\r\n

Kuidas seda teostatakse?

\r\nJuhtimisauditi läbiviimiseks kasutatakse erinevaid professionaalseid vahendeid, mille hulka kuuluvad:\r\n- intervjuud - struktureeritud kompetentsipõhised intervjuud, mille puhul iga kandidaati küsitleb kaks kogenud intervjueerijat\r\n- CV analüüs\r\n- strateegilised ülesanded ja/või simulatsioonid\r\n- võrdlusuuring (benchmarking) - isiku võrdlemine turul tunnustatud juhtidest lähtuva välise standardiga\r\n- taustauuring - isiku varasema karjääri, kvalifikatsiooni, soorituse ja isikuomaduste uurimine inimese tööalaste kontaktisikute kaudu kõigil tasanditel / 360 °\r\n- psühhomeetriline testimine - isiku uurimine kindlalt valideeritud ja ärivajadusi silmas pidades välja töötatud psühhomeetriliste mõõtevahenditega, mille tulemusena valmib põhjalik ja usaldusväärne profiil\r\n- Tavaliselt kasutatakse hindamiseks 2-3 ülalnimetatud hindamisvahendit. Amropi rahvusvaheline võrgustik on teostanud rohkem kui 7000 hindamisprojekti ning seeläbi saanud põhjaliku ülevaate väga erinevatest hindamisvahenditest. Ükski hindamisvahenditest ei ole Amropi omand, seega on soovitused nende kasutamise osas iga konkreetse projekti puhul objektiivsed ja antud projekti vajadustest lähtuvad - sõltuvad selle iseloomust ja eesmärgist, samuti hinnatavate staažist ja sellest, milliseid hindamisvahendeid on klient juba varem kasutanud.\r\n\r\nTavapärane protsessi ülesehitus:\r\n1. Eelanalüüs: Strateegiliste eesmärkide ja kompetentside kaardistamine hindamiseks. Organisatsiooni ja selle kultuuri tundmaõppimine. Protsessi käigus kokkuleppimine.\r\n2. Hindamine: (Soovitatavalt) 2 süvaintervjuud (Tööalane ja Isiklik/Sotsiaalne). CV analüüs, isiksuse test, võimekuse test, strateegiline ülesanne ja simulatsioon. 360 kraadi taustauuring. Isikliku motivatsiooni hindamine.\r\n3. Raportid ja tagasiside andmine: Kvantitatiivne ja kvalitatiivne hinnang tugevuste, nõrkuste ja potentsiaali kohta. Soovitused töökohal õnnestumiseks. Tagasiside hindamise läbinutele ja kliendile.\r\n4. Kokkuvõtte tegemine: Järeldused ja soovitused iga konkreetse juhi, juhtkonna ja kogu organisatsiooni kohta.\r\n5. Järelkontakt ja teadmusjuhtimine: Tööprotsessi hindamine. Järelkontakt kliendi ja iga hindamise läbinuga.\r\n

Milline on tulemus?

Konteksti arvestav sihtotsing sisaldab:

\r\n

1. Planeerimine

\r\nKonteksti hindamine\r\nPärast põhjalikku konsultatsiooni kliendiga nende vajaduste kohta, me saame põhjalikku arusaama nende organsiatsiooni, äri eesmärkide, kultuuri ja ka spetsiifilsite nõudmiste kohta antud otsingus. Põhjalikult analüüsime ka miks antud ametikoht on atraktiivne.\r\n\r\nOtsinguprofiil\r\nDefineerime otsingu eesmärgid ja koostame ideaalse kandidaadi profiili. Samuti koostab Amrop tutvustava materjali potentsiaalsele kandidaadile, mis tutvustab antud firmat ja otsitavat ametikohta.\r\n\r\nRahvusvaheline kontekst\r\nAmropi konsultandid üle maailma on võimelised toetama otsingut vajaliku info osas. Kasutades Amropi võrgustikku, on võimalik saada lisainfot kiirelt muutuvate turgude ja kandidaatide soovide ja vajaduste kohta.\r\n\r\nOtsingustrateegia\r\nKoos kliendiga pannakse kokku spetsiifiline otsingut puudutav info, toetudes ka konsultandi teadmistele ja kogemusele vastaval turul.\r\n

2. Läbiviimine

\r\nEsmane kontakt\r\nPõhjalikult sõelutakse läbi potentsiaalsed kandidaadid, kontrollitakse nende kvalfikatsiooni, senist kogemust, motivatsiooni ja hinnatakse isiksust. Võimalusel analüüsitakse nende tugevusi ja nõrkusi.\r\n\r\nTerve otsingu vältel hoitakse klienti kursis otsingu käigu ja tulemustega. Koostatakse long list kvalfitseeritud kandidaatidest, koos lühikese kokkuvõttega ja tavaliselt ka soovitustega kliendile, kes kandidaatidest täidab nõutud kriteeriumi kõige täielikumalt. Samuti antakse infot turu reageeringutest.\r\n\r\nKohtumised kandidaatidega\r\nKandidaadid, kes vastavad otsingukriteeriumitele, kaasatakse protsessi järgmisesse etappi. Pärast igat sessiooni kontrollitakse kõikide osapoolte tagasisidet ja motivatsiooni taset.\r\n

3. Lõpetamine

Our Team

Amrop Eesti

\r\nExecutive Search Baltics OÜ\r\nMaakri 19/1, 20. korrus\r\n10145 Tallinn, Eesti\r\nTelefon: +372 66 77 800\r\nE-post: tallinn@amrop.com\r\n

'), (366, 81, 'lower_text', 'Mõned neist on hetkel teelahkmel, otsides uusi väljakutseid. Enamik töötab aga praeguse tööandja juures olulistel ametikohtadel, kuid olles avatud mõtlemisega, on nad alati huvitatud tööturu suundumustest ja valmis arutama uusi võimalusi.\r\n

Millistest põhimõtetest lähtume kandidaatidega suhtlemisel?

Miks olla meie kandidaat?

\r\nMeie andmebaasiga ühinedes on kandidaadil võimalus osaleda Amropi rahvusvahelistes projektides.\r\n\r\nInfo Amropi projektide kohta suurendab kandidaatide võimalusi tööturul.\r\n

Kuidas Amrop andmebaasiga ühineda?

\r\n

Lugupeetud KANDIDAAT!

\r\n

GDPR kandidaadi nõusoleku vorm

\r\nSoovi korral võib kasutada ka Amropi CV vorme: Amrop CV est või Amrop CV eng\r\n\r\nKui soovite lisainfot või teil tekkis küsimusi, palun edastage need tallinn@amrop.com.\r\n\r\n \r\n

Lugupidamisega

\r\n

Amrop Eesti

'), (5785, 81, '_post_restored_from', 'a:3:{s:20:\"restored_revision_id\";i:779;s:16:\"restored_by_user\";i:1;s:13:\"restored_time\";i:1561449479;}'), (1872, 279, 'lower_text', '

Amrop Eesti

\r\nExecutive Search Baltics OÜ\r\nTõnismägi 3A,\r\n10119 Tallinn, Eesti\r\nTelefon: +372 6 408 700\r\nFaks: +372 6 408 702\r\nE-post: tallinn@amrop.com\r\n

'), (367, 81, 'position', ''), (368, 81, 'location', ''), (369, 81, 'emails', ''), (370, 81, 'phone', ''), (371, 81, '_wp_page_template', 'candidates.php'), (372, 82, 'lower_text', '

Amrop Eesti

\r\nExecutive Search Baltics OÜ\r\nMaakri 19/1, 20. korrus\r\n10145 Tallinn, Eesti\r\nTelefon: +372 66 77 800\r\nE-post: tallinn@amrop.com\r\n

'), (373, 82, 'position', ''), (374, 82, 'location', ''), (375, 82, 'emails', ''), (376, 82, 'phone', ''), (377, 82, 'sidebar_image_1', '66'), (378, 82, 'sidebar_image_2', '67'), (379, 82, '_wp_page_template', 'contacts.php'), (2274, 340, 'sidebar_image_2', '70'), (2273, 340, '_sidebar_image_1', 'field_55c881fb6c442'), (2272, 340, 'sidebar_image_1', '69'), (394, 77, '_edit_last', '1'), (395, 77, '_edit_lock', '1446563045:1'), (396, 84, 'lower_text', '

Why is it useful?

When is it needed?

\r\nWhile Management assessment can provide benefits at any time, our experience shows that companies most often ask for this service in following situations:\r\n

- Identification of High Potential
- Mergers, Acquisitions & Due diligence
- Unsatisfactory results or key persons leaving the company
- Reorganization
- New CEO
- Filling management vacancies and promotion
- Identification of competence gaps and focus areas for key people training and development
- New strategic development or establishment of new business

\r\n

How is it performed?

Konteksti arvestav sihtotsing sisaldab:

\r\n

1. Planeerimine & olukorra kaardistamine

\r\nKonteksti hindamine\r\nPärast põhjalikku arutelu kliendiga nende vajaduste kohta, saame ülevaate kliendi organsatsiooni, äri eesmärkide, kultuuri ja ka spetsiifiliste nõudmiste kohta antud otsingus. Samuti püüame aru saada, miks antud ametikoht võiks olla potentsiaalsele kandidaadile atraktiivne.\r\n\r\nOtsinguprofiil\r\nDefineerime otsingu eesmärgid ja koostame sobiva kandidaadi profiili. Samuti paneb Amrop kokku kirjaliku materjali potentsiaalsele kandidaadile, mis tutvustab antud ettevõtet ja otsitavat ametikohta.\r\n\r\nRahvusvaheline võrgustik\r\nAmropi konsultandid üle maailma on võimelised toetama otsingut vajaliku taustainfo osas. Kasutades Amropi võrgustikku, on võimalik saada lisainfot kiirelt muutuvate turgude ning kandidaatide soovide ja vajaduste kohta.\r\n\r\nOtsingustrateegia\r\nKoos kliendiga pannakse kokku spetsiifiline otsingustrateegia, toetudes konsultandi teadmistele ja kogemustele antud valdkonnas ja vastaval turul.\r\n

2. Läbiviimine

\r\nEsmane kontakt\r\nPõhjalikult sõelutakse läbi potentsiaalsed kandidaadid, kontrollitakse nende kvalifikatsiooni, senist kogemust, motivatsiooni ja hinnatakse isiksust. Võimalusel analüüsitakse nende tugevusi ja nõrkusi.\r\n\r\nTerve otsingu vältel hoitakse klienti kursis otsingu käigu ja tulemustega. Koostatakse võimalike sobivate kandidaatide nimekiri, mis sisaldab lühiinfot nende senise töökogemuse kohta. Olemasoleva info põhjal seab Amrop esmased prioriteetsed kandidaadid. Jooksvalt antakse kliendile infot turult saadud tagasiside kohta.\r\n\r\nKohtumised kandidaatidega\r\nOtsingukriteeriumitele vastavate ja esmast huvi üles näidanud kandidaatidega viiakse läbi intervjuud. Kohtumiste käigus selgitatakse välja kandidaadi sobivus ja huvi protsessi jätkata.\r\n

3. Lõpetamine

\r\nLäbirääkimised\r\nAmrop nõustab vajadusel nii klienti kui kandidaati turu ootustest kompensatsiooni- ja boonussüsteemi osas, mis aitab läbirääkimistel ning konkurentsivõimelise ja õiglase motivatsioonipaketi koostamisel.\r\n\r\nTaustauuring\r\nOtsinguprotsessi lõppfaasis küsib Amrop 360^oreferentse kandidaadi kohta, et saada kinnitust ja täpsustada tema tööalaseid saavutusi, kogemusi ja isiksuseomadusi. Järelkontakt\r\n\r\nValitud kandidaadi tööle asumise järel, jätkab Amrop suhtlemist nii kliendi kui kandidaadiga, et tagada kandidaadi sujuv sisseelamine organisatsiooni ja jälgida tema tegevuseesmärkide saavutamist.\r\n

'), (1348, 233, 'lower_text', 'Balti riigid on üha rohkem integreeritud Euroopa ja maailma äriruumiga. Ühelt poolt mõjutab kogu maailma majandus meid järjest rohkem, tõstes ettevõtete vahelist konkurentsi, teisalt võimaldab see meie juhtidel omandada üha enam rahvusvahelisi kogemusi. Kõik see on mõjutanud ka meie tegevust – peame olema võimelised väga paindlikult täitma klientide ootusi, olema kiired ja innovatiivsed. Mida keerulisemad ajad, seda olulisemad on õiged inimesed. Nii meie Baltikumi kui ka globaalne võrgustik ja konsultantide sügavad valdkonnateadmised aitavad meil oma kliente ja nende tegevuskeskkonda paremini mõista .\r\n\r\nEelkõige tippjuhtide ja -spetsialistide sihtotsingule keskendunud Amrop on juba 1993. aastast alates olnud partneriks ettevõtetele Eestis ja Baltimaades nende personalivajaduste väljaselgitamisel ja elluviimisel. Amropi globaalsesse võrgustikku kuulub täna ligi 90 kontorit üle 50 riigis.\r\n\r\n/Tiina Keskküla/'), (416, 78, '_lower_text', 'field_55c21184b1d71'), (417, 78, 'sidebar_image_1', '350'), (418, 78, '_sidebar_image_1', 'field_55c881fb6c442'), (419, 78, 'sidebar_image_2', '351'), (420, 78, '_sidebar_image_2', 'field_55c882236c443'), (421, 79, '_edit_last', '2'), (422, 86, 'lower_text', '

Our Team

\r\nInitial Contact\r\nPotential candidates are thoroughly screened, their qualifications examined, past performance verified, motivation and personality assessed and, where appropriate, strengths and weaknesses appraised.\r\n\r\nThroughout the search process, the client is kept informed of progress and findings. A long list of qualified candidates together with brief profiles is usually presented to the client along with recommendations of those who best meet the specifications. Aside from comprehensive candidate reports, market reaction is also constantly feedback to the client.\r\n\r\nCandidate Meetings\r\nCandidates who meet the requirements of the Context Brief and are initialy motivated will be interviewed. During the meetings candidates’ suitability and motivation to continue will be established.\r\n

2. Management

3. Closure

Why is it useful?

When is it needed?

How is it performed?

\r\nManagement Assessment is performed by using a set of professional tools that includes:\r\n\r\nInterviews (Structured competency based interviews conducted on a 2:1-basis and carried out by experienced interviewers)\r\n\r\nBenchmarking (Comparison of the person against an external standard of recognized leaders of the market)\r\n\r\nReference checking (An investigation of a person’s previous employment history, qualifications, performance and personality using the person’s relevant work related contacts at all levels / 360 °)\r\n\r\nPsychometric testing (Measuring the person with well-validated psychometric instruments, developed for business needs, which produces comprehensive and reliable profile)\r\n

\r\nPievienojot informāciju par sevi \"Amrop\" datubāzē, pirmkārt, mūsu kandidātiem ir iespēja līdzdarboties \"Amrop\" starptautiskajos projektos. Otrkārt, saņemt personīgus paziņojumus par \"Amrop\" projektiem, kas savukārt paver viņiem labākas iespējas darba tirgū.\r\n

Kā ir iespējams nosūtīt informāciju par sevi Amrop datubāzei?

\r\nNosūtot savu CV uz e-pasta adresi Riga@amrop.com.\r\n\r\nJums ir iespēja izmantot arī mūsu piedāvāto formu:'), (711, 127, '_lower_text', 'field_55c21184b1d71'), (712, 127, 'sidebar_image_1', ''), (713, 127, '_sidebar_image_1', 'field_55c881fb6c442'), (714, 127, 'sidebar_image_2', ''), (715, 127, '_sidebar_image_2', 'field_55c882236c443'), (5337, 844, 'emails', 'aiga.avotina@amrop.com'), (5336, 844, '_location', 'field_55c21f21f8b66'), (726, 131, 'lower_text', '

\r\nThe consolidation of many sectors and the impact of new-economy businesses have created a marketplace of extraordinary change and fluidity. The economical growth has provided companies with revenue and resources to expand, but at the same time, it bolstered expectations of owners, investors and corporate boards.\r\n\r\nAs companies begin to recognize the importance of human capital in implementing more aggressive, growth-oriented strategies, they are also confronting the shortage of executive talent. Attracting and retaining the most qualified people who bring the highest levels of relevant experience to organizations are fundamental to success and survival in a world of growing competition.\r\n\r\nFor this reason, companies are looking for search consultants who are proven professionals of the highest quality and competence. Amrop Hever Baltics has been pioneer in executive search business in the Baltics since 1993, working with the most influential companies in different industries. We are proud that, 7 of 10 assignments come from clients that we have served before.\r\n\r\n/Aiga Ārste-Avotiņa/'), (727, 131, '_lower_text', 'field_55c21184b1d71'), (728, 131, 'sidebar_image_1', '69'), (729, 131, '_sidebar_image_1', 'field_55c881fb6c442'), (730, 131, 'sidebar_image_2', '70'), (731, 131, '_sidebar_image_2', 'field_55c882236c443'), (733, 132, '_lower_text', 'field_55c21184b1d71'), (734, 132, 'sidebar_image_1', '69'), (735, 132, '_sidebar_image_1', 'field_55c881fb6c442'), (736, 132, 'sidebar_image_2', '70'), (737, 132, '_sidebar_image_2', 'field_55c882236c443'), (738, 133, 'lower_text', 'Turklāt ir nodibināti vairāki jauni uzņēmumi, kas likumsakarīgi rada nepieciešamību pēc labiem, prasmīgiem vadītājiem. Vairāku sektoru nostiprināšanās un jaunā ekonomikas biznesa ietekme ir radījusi nepieredzētas izmaiņas un nepastāvību tirgū. Valsts ekonomiskā izaugsme ir sekmējusi uzņēmumu ienākumu gūšanas iespējas un resursu palielināšanos uzņēmumu attīstībai, taču tajā pašā laikā ir stiprinājusi arī īpašnieku, investoru un korporatīvās vadības gaidas.\r\n\r\nUzņēmumi arvien vairāk sāk apzināties darba spēka nozīmību, pielietojot aizvien agresīvākas uz izaugsmi orientētas stratēģijas. Turklāt tie saskaras ar talantīgu vadītāju trūkumu. Lai izdzīvotu nepārtraukti mainīgajā konkurences vidē, jebkuram uzņēmumam ir svarīgi piesaistīt un noturēt viskvalificētākos darbiniekus, kuri ir ieguvuši augsta līmeņa izglītību un pieredzi.\r\n\r\nTieši šī iemesla dēļ uzņēmumi vēršas pie personāla atlases konsultantiem, kuri ir pierādījuši savu profesionālitāti ar pakalpojumu augsto kvalitātes līmeni un kompetenci. \"Amrop Hever Baltics\" ir pirmais uzņēmums augstākā un vidējā līmeņa vadītāju atlases jomā, kas savu darbību Baltijā uzsāka 1993.gadā, strādājot ar dažādu industriju ietekmīgākajiem uzņēmumiem. Mēs lepojamies ar to, ka 7 no 10 projektiem tiek noslēgti ar klientiem, ar kuriem mēs esam strādājuši jau iepriekš.\r\n\r\n/Aiga Ārste-Avotiņa/'), (739, 133, '_lower_text', 'field_55c21184b1d71'), (740, 133, 'sidebar_image_1', '69'), (741, 133, '_sidebar_image_1', 'field_55c881fb6c442'), (742, 133, 'sidebar_image_2', '70'), (743, 133, '_sidebar_image_2', 'field_55c882236c443'), (744, 134, 'lower_text', 'Our ability to do so is based on three fundamental strengths:\r\n

1. Contextual knowledge

2. Senior attention

3. Our global network

1. Kontekstuālās zināšanas

\r\nMūsu izpratne par kontekstu nozīmē, ka mums ir pamatīgas zināšanas par vietējiem apstākļiem, kas ietekmē gan klientus, gan kandidātus. Mēz zinām, kā veikt lietas katrā vietējā tirgū, kur atrodamies. Saviem klientiem mēs sniedzam pašu jaunākajo informāciju par tirgu un tā dalībniekiem, talantu pieejamību un kandidātu motivāciju. Mēs meklējam atbilstošus kandidātus visā pasaulē, un mums ir dziļš redzējums un pieredze dažādajās nozarēs. Ar 84 birojiem 57 valstīs mēs zinām pasauli kā savu pagalmu.\r\n

2. Pieredzējuši darbinieki

\r\nMēs ticam, ka katrs klients ir pelnījis strādāt ar pieredzējušu partneri katru reizi, katrā projektā. Mūsu partneri, ir pieredzējuši cilvēki, kam ir zināšanas par industrijām, viņi ir izveidojuši savu biznesu un reputāciju vietējos tirgos. Mūsu partneriem ir praktiska pieredze pašu labāko talantu atlasē. Mēs esam uzņēmēji savās sirdīs. Mūs neierobežo neelastīgas procedūras un korporatīvās politikas kā daudzās citās tradicionālākās atlases kompānijās. Amrop partneri ir investējuši valstīs, kurās tie darbojas. Tāpēc mēs vienkārši nedodamies prom, kad rodas grūtības - mūsu klienti ir sadarbojušies ar mums gan labos, gan arī sliktos laikos. Amrop pieredzējušie partneri neatlaidīgi sadarbojas ar klientiem, lai iegūtu pilnīgu pārliecību par klientam vislabāko risinājumu.\r\n

3. Mūsu globālais tīkls

\r\nMūsu globālā tīkla struktūra ļauj klientiem un kandidātiem visērtākajā veidā piekļūt mūsu zināšanām un pieredzei. Mēs varam ātri un efektīvi pielāgoties klientu vēlmēm, jo mūs neierobežo hierarhija vai neelastīgas struktūras, kas raksturīgas tradicionāliem atlases uzņēmumiem. 100% savas uzmanības mēs veltām mūsu klientiem.\r\n\r\nMēs esam vienoti mūsu uz Kontekstu balstītajā pieejā augstākā līmeņa personāla atlasē, kas ietver kopīgas vērtības, standartus, darbības plānus un procedūras, vienlaicīgi elastīgi reģējot uz unikālajiem notikumiem vietējos tirgos. Pateicoties pārklājumumam, kas ir lielāks nekā vairumam globālo atlases uzņēmumu, mūsu cilvēki zina savus tirgus, tāpēc, ka viņi šeit ir izveidojuši savus biznesus.\r\n\r\nLai kur jūs būtu, jūs būsiet mūsu tīkla centrā.'), (751, 135, '_lower_text', 'field_55c21184b1d71'), (752, 135, 'sidebar_image_1', ''), (753, 135, '_sidebar_image_1', 'field_55c881fb6c442'), (754, 135, 'sidebar_image_2', ''), (755, 135, '_sidebar_image_2', 'field_55c882236c443'), (756, 104, 'lower_text', 'Meie oskus seda teha põhineb kolmel fundamentaalsel komponendil:\r\n

1. Konteksti arvestamine

\r\nKonteksti all peame me silmas arusaama kohalikest oludest, mis mõjutavad nii kliente kui kandidaate. Me teame, kuidas saavutada tulemusi. Me tagame oma klientidele värskeima info turgude, talentide kättesaadavuse ja kandidaatide ootuste kohta. Me leiame talente üle maailma ning meil on hea arusaam ja kogemus erinevatest sektoritest, mis on oluline tagamaks eduka tulemusega personaliotsingut. Oma ligi 84 kontoriga üle 57 riigis tunneme me maailma nagu iseenda koduhoovi.\r\n

2. Partneri tähelepanu

\r\nIgal meie kliendil on võimalus ja õigus töötada koos meiepoolse partneriga alati kui teeme koostööd. Meie partnerid omavad infot konkreetse turu kohta ja on töötanud üles oma äri ja reputatsiooni just sellel turul. Amropi partneritel on praktiline lähenemine ja vaist, et leida ja hoida parimaid talente, mida turg pakub. Meid ei piira ranged protseduurireeglid ja korporatiivpoliitika nagu väga paljudes traditisoonilistes otsingufirmades. Kuna meie partneritel on mängus isiklik huvi töötada riigis, kus nad tegutsevad, siis me ei anna alla ja ei lahku, kui olukord muutub keeruliseks. Meie pikk ajalugu ja kogemus kohalikes äriringkondades töötab vaid meie klientide hüvanguks. Amropi partnerid töötavad käsikäes oma klientidega ja tagavad neile tipptasemel liidreid, kes sobituvad nende äri, positisooni ja firmakultuuriga.\r\n

3. Meie globaalne võrgustik

\r\nMeie rahvusvahelise võrgustikuga struktuur teeb meie klientidele ja kandidaatidele lihtsaks juurdepääsu infole ja ärikogemusele. Meid ei kitsenda hierarhia ega jäik struktuur, mis on iseloomulik paljudele otsingufirmadele, me reageerime kiiresti ja efektiivselt oma klientide vajadustele. Me kuulame pigem oma klienti kui peakontorit.\r\n\r\nMeid ühendab konteksti arvestav lähenemine sihtotsingule, mis hõlmab ühiseid väärtusi, standardeid, metoodikat ja protseduure, kuid samal ajal võtab arvesse unikaalset kohaliku turu olukorda. Et meil on laiem kontorivõrgustik kui enamikul globaalsetel otsingufirmadel, tunnevad meie inimesed oma turge, kuna nad on ka ise oma äri sinna rajanud.\r\n\r\nKus iganes sa ka oled, oled sa meie võrgustiku keskmes.\r\n

'), (1330, 230, 'lower_text', ''), (1331, 230, '_lower_text', 'field_55c21184b1d71'), (757, 104, '_lower_text', 'field_55c21184b1d71'), (758, 104, 'sidebar_image_1', ''), (759, 104, '_sidebar_image_1', 'field_55c881fb6c442'), (760, 104, 'sidebar_image_2', ''), (761, 104, '_sidebar_image_2', 'field_55c882236c443'), (777, 142, '_wp_attached_file', '2015/08/amrop_-_leadership_assessment_post_ma-1.pdf'), (778, 143, '_wp_attached_file', '2015/08/amrop_-_leadership_assessment_post_ma-2.pdf'), (788, 146, '_wp_attached_file', '2015/08/amrop_board_evaluation_criteria_-_130916.pdf'), (796, 149, '_wp_attached_file', '2015/08/amrop_trust_in_executive_search_-_130916.pdf'), (808, 154, '_wp_attached_file', '2015/08/Amrop_PR_Oktobriss.pdf'), (814, 157, '_wp_attached_file', '2015/08/Amrop_PR_novembris.-atverums.pdf'), (821, 161, '_wp_attached_file', '2015/08/Amrop_PR_Maijs.pdf'), (845, 40, 'rule', 'a:5:{s:5:\"param\";s:11:\"page_parent\";s:8:\"operator\";s:2:\"==\";s:5:\"value\";s:2:\"79\";s:8:\"order_no\";i:0;s:8:\"group_no\";i:1;}'), (6387, 1006, 'position', 'Partner'), (5234, 833, '_sidebar_image_1', 'field_55c881fb6c442'), (5233, 833, 'sidebar_image_1', '66'), (5467, 868, '_phone', 'field_55c21f41f8b68'), (5472, 868, 'sidebar_image_2', ''), (5471, 868, '_sidebar_image_1', 'field_55c881fb6c442'), (5232, 833, '_lower_text', 'field_55c21184b1d71'), (6728, 1045, '_menu_item_target', ''), (5473, 868, '_sidebar_image_2', 'field_55c882236c443'), (5229, 832, 'sidebar_image_2', '67'), (5230, 832, '_sidebar_image_2', 'field_55c882236c443'), (5231, 833, 'lower_text', '

Amrop Estonia

\r\nExecutive Search Baltics OÜ\r\nMaakri 19/1, 20th floor\r\n10145 Tallinn, Estonia\r\nTel.: +372 66 77 800\r\nE-mail: tallinn@amrop.com\r\n\r\n '), (966, 182, 'position', 'Managing partner'), (967, 182, '_position', 'field_55c21f09f8b65'), (968, 182, 'location', 'Riga, Latvia'), (969, 182, '_location', 'field_55c21f21f8b66'), (970, 182, 'emails', 'Aiga.Arste@amrop.com'), (971, 182, '_emails', 'field_55c21f2df8b67'), (972, 182, 'phone', '+371 67210408'), (973, 182, '_phone', 'field_55c21f41f8b68'), (2311, 349, 'lower_text', '

Why is it useful?

\r\nManagement Assessment provides a thorough and objective analysis of each executive’s strengths and weaknesses from an external and objective point of view. That adds considerable value to any decision process as well as serves also as an objective platform for feedback.\r\n\r\nTo fully understand the current skills and future potential of an executive, a multidimensional assessment process is required.\r\n\r\nAmrop is able to help you to define the strategically most important and critical areas of the job of the CEO (or Board member) as well as evaluate the current potential / individuals in these positions. Amrop explores and connects your critical contextual dimensions: from your strategy and culture, to the needs of your candidates, internal and external.\r\n\r\nIf all the board is assessed, Amrop can help to ensure that your board members have the right level of diversity in terms of skills, experience and representation. Our partners have many years of experience with uncovering current qualifications and future requirements and through our analysis we ensure that your board becomes a balanced group of individuals that focus on the right issues according to your company strategy.\r\n\r\nWe work closely with both the chairman and board members and the results of our review are presented with our recommendations for future action.\r\n

When is it needed?

How is it performed?

\r\nManagement Assessment is performed by using a set of professional tools that includes:\r\n- Interviews (Structured competency based interviews conducted on a 2:1-basis and carried out by experienced senior level interviewers);\r\n- CV analysis;\r\n- Strategic exercise and/or simulation.\r\n- Benchmarking (Comparison of the person against an external standard of recognized leaders of the market);\r\n- Reference checking (An investigation of a person’s previous employment history, qualifications, performance and personality using the person’s relevant work related contacts at all levels/ 360°);\r\n- Personality testing (Measuring the person with well-validated psychometric instruments, developed for business needs, which produces comprehensive and reliable profile)\r\n\r\nUsually at least 2-3 from the above mentioned tools are used in assessment. Based on over 7000 Assessments, Amrop has built insight into multiple assessment tools and constructed a robust portfolio. Since no tools are Amrop-owned, our suggestions are objectively tailored to each project: its nature and purpose, the tools already in use by the client and the seniority of assessees.\r\n

What is the result?

Typical process:

Why is it useful?

When is it needed?

How is it performed?

What is the result?

Typical process:

\r\n1. Pre-analysis: Identify strategic challenges and competencies for evaluation. Study organization and culture. Agree on process.\r\n2. Assessment: (Recommended) 2 in-depth interviews (Business and Personal/social). CV analysis, personality test, strategic exercise, reasoning test and simulation. Cross over review or 360 exercise. Evaluation of individual motivation.\r\n3. Reports and Feedback: Quantitative and qualitative evaluation of strengths, weaknesses and potential. Self-scoring. Recommendations for success in position. Feedback to participant and client.\r\n4. Full Debriefing: Conclusions and recommendations: regarding individual Managers, the Management Team, the Organization.\r\n5. Follow-up and Knowledge Transfer: Evaluation of process (HR). 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'Meie oskus seda teha põhineb kolmel fundamentaalsel komponendil:\r\n

1. Konteksti arvestamine

2. Partneri tähelepanu

3. Meie globaalne võrgustik

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Miks on see kasulik?

Millal seda vaja on?

\r\nEhkki juhtimisauditist võib alati kasu olla, näitab meie kogemus, et ettevõtted tellivad mainitud teenust kõige sagedamini järgmistes olukordades:\r\n- suure potentsiaali väljaselgitamiseks\r\n- ühinemise, omandamise ja juriidilise auditi korral\r\n- ebarahuldavate tulemuste korral või oluliste töötajate lahkumisel ettevõttest\r\n- reorganiseerimisel\r\n- uue tegevjuhi tööleasumisel\r\n- juhtide värbamisel ja edutamisel\r\n- täiendamist vajavate oskuste ning oluliste töötajate koolituse ja arendamise valdkondade väljaselgitamisel\r\n- uue arengustrateegilise juurutamisel või uue ettevõtte asutamisel\r\n

Kuidas see toimub?

\r\nJuhtimisauditi läbiviimiseks kasutatakse teatavaid professionaalseid vahendeid, mille hulka kuuluvad:\r\n\r\nintervjuud (struktureeritud pädevuspõhised intervjuud, mille puhul iga kandidaati küsitleb kaks kogenud intervjueerijat)\r\n\r\nnäidisintervjuu (isiku võrdlemine turul tunnustatud juhtidest lähtuva välise standardiga)\r\n\r\ntaustauuring (isiku varasema tööalase käekäigu, kvalifikatsiooni, soorituse ja isikuomaduste uurimine inimese tööalaseid kontaktisikute kaudu kõigil tasanditel / 360 °)\r\n\r\npsühhomeetriline testimine (isiku uurimine kindlalt valideeritud ja ärivajadusi silmas pidades välja töötatud psühhomeetriliste mõõtevahenditega, mille tulemusena valmib põhjalik ja usaldusväärne profiil)\r\n

Milline on tulemus?

\r\nKõige selle tulemusena saab klient objektiivse ja professionaalse hinnangu iga osaleja kohta ning juhtimismeeskonna ülevaate koos meie järelduste ja soovitustega (kes peaks jätkama / kes tuleks asendada, milline koolitus on vajalik konkurentsivõimeliste teadmiste säilitamiseks, kes sobib juhtima kultuurilisi/organisatoorseid muudatusi, kes ei suuda tõenäoliselt firmat edasi viia sellisel moel, nagu temalt eeldatakse jms).'), (1337, 231, '_lower_text', 'field_55c21184b1d71'), (1338, 231, 'sidebar_image_1', ''), (1339, 231, '_sidebar_image_1', 'field_55c881fb6c442'), (1340, 231, 'sidebar_image_2', ''), (1341, 231, '_sidebar_image_2', 'field_55c882236c443'), (1343, 232, '_lower_text', 'field_55c21184b1d71'), (1344, 232, 'sidebar_image_1', ''), (1345, 232, '_sidebar_image_1', 'field_55c881fb6c442'), (1346, 232, 'sidebar_image_2', ''), (1347, 232, '_sidebar_image_2', 'field_55c882236c443'), (1349, 233, '_lower_text', 'field_55c21184b1d71'), (1350, 233, 'sidebar_image_1', '69'), (1351, 233, '_sidebar_image_1', 'field_55c881fb6c442'), (1352, 233, 'sidebar_image_2', '70'), (1353, 233, '_sidebar_image_2', 'field_55c882236c443'), (2297, 346, '_sidebar_image_1', 'field_55c881fb6c442'), (2296, 346, 'sidebar_image_1', '69'), (2294, 346, 'lower_text', 'In Amrop we know that every business, every situation, every candidate is unique. Our aim is to understand and value YOUR uniqueness, both as a client and a candidate.\r\n\r\nWe will dig deeply and thoroughly into details to understand the context of the assignment and the final aim of the search process in order to come up with the solution which suits best for all related parties.\r\n\r\nWe do our tasks with passion, professionalism and dedication. We are focused, agile and entrepreneurs at heart. This is why our expertise is valued and why many of our clients and candidates often return to us.\r\n\r\nWe have global network that makes us international and domestic knowledge that makes us local. We are big and small at the same time.\r\n\r\nWe have been experts of Baltic executive search market since 1993. We execute more than 120 search assignments in these markets every year which makes us highly appreciated and recognized partner.\r\n\r\nWelcome to Amrop.\r\n\r\n/Ott Karolin/'), (2285, 342, '_sidebar_image_1', 'field_55c881fb6c442'), (2284, 342, 'sidebar_image_1', ''), (1383, 235, '_position', 'field_55c21f09f8b65'), (1384, 235, 'location', 'Tallinn, Estonia'), (1385, 235, '_location', 'field_55c21f21f8b66'), (1386, 235, 'emails', 'Ott.Karolin@amrop.com'), (1387, 235, '_emails', 'field_55c21f2df8b67'), (1388, 235, 'phone', '+372 6408 706'), (1389, 235, '_phone', 'field_55c21f41f8b68'), (1390, 235, 'lower_text', ''), (1391, 235, '_lower_text', 'field_55c21184b1d71'), (1392, 235, 'sidebar_image_1', ''), (1393, 235, '_sidebar_image_1', 'field_55c881fb6c442'), (1394, 235, 'sidebar_image_2', ''), (1395, 235, '_sidebar_image_2', 'field_55c882236c443'), (6522, 1023, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:853;s:6:\"height\";i:1280;s:4:\"file\";s:36:\"2021/03/Liisa_Easy-Resize.com-11.jpg\";s:5:\"sizes\";a:6:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:36:\"Liisa_Easy-Resize.com-11-150x150.jpg\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:10:\"image/jpeg\";}s:6:\"medium\";a:4:{s:4:\"file\";s:36:\"Liisa_Easy-Resize.com-11-200x300.jpg\";s:5:\"width\";i:200;s:6:\"height\";i:300;s:9:\"mime-type\";s:10:\"image/jpeg\";}s:5:\"large\";a:4:{s:4:\"file\";s:37:\"Liisa_Easy-Resize.com-11-682x1024.jpg\";s:5:\"width\";i:682;s:6:\"height\";i:1024;s:9:\"mime-type\";s:10:\"image/jpeg\";}s:19:\"teksta_lapa_top_img\";a:4:{s:4:\"file\";s:36:\"Liisa_Easy-Resize.com-11-738x421.jpg\";s:5:\"width\";i:738;s:6:\"height\";i:421;s:9:\"mime-type\";s:10:\"image/jpeg\";}s:17:\"sidebar_image_img\";a:4:{s:4:\"file\";s:36:\"Liisa_Easy-Resize.com-11-293x236.jpg\";s:5:\"width\";i:293;s:6:\"height\";i:236;s:9:\"mime-type\";s:10:\"image/jpeg\";}s:11:\"team_member\";a:4:{s:4:\"file\";s:36:\"Liisa_Easy-Resize.com-11-185x237.jpg\";s:5:\"width\";i:185;s:6:\"height\";i:237;s:9:\"mime-type\";s:10:\"image/jpeg\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (6521, 1023, '_wp_attached_file', '2021/03/Liisa_Easy-Resize.com-11.jpg'), (6520, 1014, '_thumbnail_id', '1022'), (1410, 238, 'position', 'Managing Director'), (1411, 238, '_position', 'field_55c21f09f8b65'), (1412, 238, 'location', 'Tallinn, Estonia'), (1413, 238, '_location', 'field_55c21f21f8b66'), (1414, 238, 'emails', 'Ott.Karolin@amrop.com'), (1415, 238, '_emails', 'field_55c21f2df8b67'), (1416, 238, 'phone', '+372 6408 706'), (1417, 238, '_phone', 'field_55c21f41f8b68'), (1418, 238, 'lower_text', ''), (1419, 238, '_lower_text', 'field_55c21184b1d71'), (1420, 238, 'sidebar_image_1', ''), (1421, 238, '_sidebar_image_1', 'field_55c881fb6c442'), (1422, 238, 'sidebar_image_2', ''), (1423, 238, '_sidebar_image_2', 'field_55c882236c443'), (2282, 342, 'lower_text', '

Why is it useful?

When is it needed?

How is it performed?

What is the result?

Typical process:

Who are our candidates?

\r\nSome of them are on the crossroad at the moment, looking for new challenges. Most of them are working today on key positions by their current employers; however as open-minded and curious people they are always interested in developments on labor market and ready to discuss new opportunities.\r\n

How we treat our candidates?

What is the benefit of being our candidate?

How is it possible to join Amrop database?

\r\n

Dear CANDIDATE,

\r\n

As you may be aware, enforcement of the General Data Protection Regulation (EU) 2016/679(the “GDPR”) begins on 25 May 2018. The GDPR brings with it a number of important changes that may affect the way we provide services to you.

\r\n

While we endeavour to ensure that these requirements have a minimal impact on our relationship with you, you may notice some changes. For example, the GDPR introduces new rights which are designed to give you greater control over your personal data. We respect these rights and take your privacy seriously. For further information on these issues, please see our updated External Privacy Policy.

\r\n

In order to enable us to fulfil our obligations when providing services to you, we need to obtain your consent. Please review the attached Consent Form and confirm whether you consent to our processing of your personal data for the purposes set out in that Consent Form, by filling the form and sending it to email tallinn@amrop.com

\r\n

You are not obliged to give your consent. If you choose to give your consent, you are free to withdraw it at any time, by sending an email tallinn@amrop.com. However, if you do not provide consent, or provide consent and later withdraw it, we will likely be unable to provide you with certain services, like job placement.

\r\n

Should you wish to obtain any further information on any of these issues, please reach out to riga@amrop.com

\r\nBy sending the CV to the address tallinn@amrop.com, vilnius@amrop.com or riga@amrop.com.\r\n\r\nAmrop CV est or Amrop CV eng\r\n\r\nGDPR kandidaadi nõusoleku vorm\r\n

Best regards,\r\nAmrop Eesti

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Who are our candidates?

How we treat our candidates?

What is the benefit of being our candidate?

How is it possible to join Amrop database?

\r\n

Dear CANDIDATE,

\r\n

Should you wish to obtain any further information on any of these issues, please reach out to riga@amrop.com

\r\nBy sending the CV to the address tallinn@amrop.com, vilnius@amrop.com or riga@amrop.com.\r\n\r\nAmrop CV est or Amrop CV eng\r\n\r\nGDPR kandidaadi nõusoleku vorm\r\n

Best regards,\r\nAmrop Eesti

'), (6785, 1053, '_sidebar_image_2', 'field_55c882236c443'), (6783, 1053, '_sidebar_image_1', 'field_55c881fb6c442'), (6784, 1053, 'sidebar_image_2', '389'), (4370, 699, '_sidebar_image_1', 'field_55c881fb6c442'), (6515, 1021, '_menu_item_xfn', ''), (6513, 1021, '_menu_item_target', ''), (6514, 1021, '_menu_item_classes', 'a:1:{i:0;s:0:\"\";}'), (6512, 1021, '_menu_item_object', 'page'), (6398, 1006, '_sidebar_image_1', 'field_55c881fb6c442'), (6400, 1006, '_sidebar_image_2', 'field_55c882236c443'), (6399, 1006, 'sidebar_image_2', ''), (6397, 1006, 'sidebar_image_1', ''), (6395, 1006, 'lower_text', ''), (6396, 1006, '_lower_text', 'field_55c21184b1d71'), (6394, 1006, '_phone', 'field_55c21f41f8b68'), (6791, 1054, '_sidebar_image_2', 'field_55c882236c443'), (6790, 1054, 'sidebar_image_2', '389'), (6789, 1054, '_sidebar_image_1', 'field_55c881fb6c442'), (6788, 1054, 'sidebar_image_1', '388'), (6787, 1054, '_lower_text', 'field_55c21184b1d71'), (1860, 277, 'lower_text', 'It influences the competitive environment of businesses and also enables our manager to gain more international experience. All of this has also affected our business – we have to be more flexible, innovative and quick to fulfill the clients expectations. In the complicated times the need for qualified and competent employees and leaders has emerged as an important factor for retaining the company’s competitive position. Both our pan-Baltic and global network and also in-depth expertise in different business areas help us to understand our clients and their business needs better.\r\n\r\nAmrop - focusing on executive search of top managers and specialists - has been a partner for the companies to identify and execute their personnel needs in Estonia and entire Baltics, since 1993. The global network of Amrop consist of nearly 90 offices in more than 50 countries worldwide.\r\n\r\n/Tiina Keskküla/'), (1861, 277, '_lower_text', 'field_55c21184b1d71'), (1862, 277, 'sidebar_image_1', '69'), (1863, 277, '_sidebar_image_1', 'field_55c881fb6c442'), (1864, 277, 'sidebar_image_2', '70'), (1865, 277, '_sidebar_image_2', 'field_55c882236c443'), (1867, 278, '_lower_text', 'field_55c21184b1d71'), (1868, 278, 'sidebar_image_1', ''), (1869, 278, '_sidebar_image_1', 'field_55c881fb6c442'), (1870, 278, 'sidebar_image_2', ''), (1871, 278, '_sidebar_image_2', 'field_55c882236c443'), (1873, 279, '_lower_text', 'field_55c21184b1d71'), (1874, 279, 'sidebar_image_1', '66'), (1875, 279, '_sidebar_image_1', 'field_55c881fb6c442'), (1876, 279, 'sidebar_image_2', '67'), (1877, 279, '_sidebar_image_2', 'field_55c882236c443'), (1878, 280, 'lower_text', '

Amrop Estonia

\r\nExecutive Search Baltics OÜ\r\nTõnismägi 3A,\r\n10119 Tallinn, Estonia\r\nTel.: +372 6 408 700\r\nFax: +372 6 408 702\r\nE-mail: tallinn@amrop.com\r\n\r\n '), (1879, 280, '_lower_text', 'field_55c21184b1d71'), (1880, 280, 'sidebar_image_1', '66'), (1881, 280, '_sidebar_image_1', 'field_55c881fb6c442'), (1882, 280, 'sidebar_image_2', '67'), (1883, 280, '_sidebar_image_2', 'field_55c882236c443'), (1884, 281, '_wp_attached_file', '2015/08/CV-Template-ENG1.doc'), (1885, 282, '_wp_attached_file', '2015/08/CV-estonian.doc'), (1886, 283, '_wp_attached_file', '2015/08/1440511090_icon-136-document-edit1.png'), (1887, 283, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:20;s:6:\"height\";i:20;s:4:\"file\";s:46:\"2015/08/1440511090_icon-136-document-edit1.png\";s:5:\"sizes\";a:0:{}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (5765, 915, '_wp_attached_file', '2019/05/1F1V4VY5.jpg'), (5766, 915, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:1920;s:6:\"height\";i:1280;s:4:\"file\";s:20:\"2019/05/1F1V4VY5.jpg\";s:5:\"sizes\";a:6:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:20:\"1F1V4VY5-150x150.jpg\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:10:\"image/jpeg\";}s:6:\"medium\";a:4:{s:4:\"file\";s:20:\"1F1V4VY5-300x200.jpg\";s:5:\"width\";i:300;s:6:\"height\";i:200;s:9:\"mime-type\";s:10:\"image/jpeg\";}s:5:\"large\";a:4:{s:4:\"file\";s:21:\"1F1V4VY5-1024x683.jpg\";s:5:\"width\";i:1024;s:6:\"height\";i:683;s:9:\"mime-type\";s:10:\"image/jpeg\";}s:19:\"teksta_lapa_top_img\";a:4:{s:4:\"file\";s:20:\"1F1V4VY5-738x421.jpg\";s:5:\"width\";i:738;s:6:\"height\";i:421;s:9:\"mime-type\";s:10:\"image/jpeg\";}s:17:\"sidebar_image_img\";a:4:{s:4:\"file\";s:20:\"1F1V4VY5-293x236.jpg\";s:5:\"width\";i:293;s:6:\"height\";i:236;s:9:\"mime-type\";s:10:\"image/jpeg\";}s:11:\"team_member\";a:4:{s:4:\"file\";s:20:\"1F1V4VY5-185x237.jpg\";s:5:\"width\";i:185;s:6:\"height\";i:237;s:9:\"mime-type\";s:10:\"image/jpeg\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (1894, 285, 'lower_text', '

Kes on meie kandidaadid?

Millistest põhimõtetest lähtume kandidaatidega suhtlemisel?

Miks olla meie kandidaat?

\r\nMeie andmebaasiga ühinedes on kandidaadil võimalus osaleda Amropi rahvusvahelistes projektides.\r\n\r\nInfo Amropi projektide kohta suurendab kandidaatide võimalusi tööturul.\r\n

Kuidas Amrop andmebaasiga ühineda?

Amrop Eesti

\r\nExecutive Search Baltics OÜ\r\nTõnismägi 3A,\r\n10119 Tallinn, Eesti\r\nTelefon: +372 6 408 700\r\nFaks: +372 6 408 702\r\nE-post: tallinn@amrop.com\r\n

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Amrop Eesti

\r\nExecutive Search Baltics OÜ\r\nTõnismägi 3A,\r\n10119 Tallinn, Eesti\r\nTelefon: +372 6 408 700\r\nFaks: +372 6 408 702\r\nE-post: tallinn@amrop.com\r\n

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Amrop Estonia

\r\nExecutive Search Baltics OÜ\r\nTõnismägi 3A,\r\n10119 Tallinn, Estonia\r\nTel.: +372 6 408 700\r\nFax: +372 6 408 702\r\nE-mail: tallinn@amrop.com\r\n\r\n '), (1969, 303, '_lower_text', 'field_55c21184b1d71'), (1970, 303, 'sidebar_image_1', '66'), (1971, 303, '_sidebar_image_1', 'field_55c881fb6c442'), (1972, 303, 'sidebar_image_2', '67'), (1973, 303, '_sidebar_image_2', 'field_55c882236c443'), (1974, 304, '_menu_item_type', 'custom'), (1975, 304, '_menu_item_menu_item_parent', '0'), (1976, 304, '_menu_item_object_id', '304'), (1977, 304, '_menu_item_object', 'custom'), (1978, 304, '_menu_item_target', ''), (1979, 304, '_menu_item_classes', 'a:1:{i:0;s:0:\"\";}'), (1980, 304, '_menu_item_xfn', ''), (1981, 304, '_menu_item_url', 'http://www.amrop.ee/eng/services/executive-search'), (1988, 305, '_menu_item_classes', 'a:1:{i:0;s:0:\"\";}'), (2275, 340, '_sidebar_image_2', 'field_55c882236c443'), (2270, 340, 'lower_text', 'Context Driven Executive Search – this is what we do and where we are strong at.\r\n\r\nWhat does it mean?\r\n\r\nIn Amrop we know that every business, every situation, every candidate is unique. Our aim is to understand and value YOUR uniqueness, both as a client and a candidate.\r\n\r\nWe will dig deeply and thoroughly into details to understand the context of the assignment and the final aim of the search process in order to come up with the solution which suits best for all related parties.\r\n\r\nWe do our tasks with passion, professionalism and dedication. We are focused, agile and entrepreneurs at heart. This is why our expertise is valued and why many of our clients and candidates often return to us.\r\n\r\nWe have global network that makes us international and domestic knowledge that makes us local. We are big and small at the same time.\r\n\r\nWe have been experts of Baltic executive search market since 1993. We execute more than 120 search assignments in these markets every year which makes us highly appreciated and recognized partner.\r\n\r\nWelcome to Amrop.\r\n\r\n/Ott Karolin/'), (6761, 1048, '_emails', 'field_55c21f2df8b67'), (6510, 1021, '_menu_item_menu_item_parent', '92'), (6511, 1021, '_menu_item_object_id', '1014'), (2051, 313, '_menu_item_type', 'post_type'), (2052, 313, '_menu_item_menu_item_parent', '18'), (2053, 313, '_menu_item_object_id', '259'), (2054, 313, '_menu_item_object', 'page'), (2055, 313, '_menu_item_target', ''), (2056, 313, '_menu_item_classes', 'a:1:{i:0;s:0:\"\";}'), (2057, 313, '_menu_item_xfn', ''), (2058, 313, '_menu_item_url', ''), (4349, 697, 'emails', 'Helen.Valjaste@amrop.com'), (4348, 697, '_location', 'field_55c21f21f8b66'), (4347, 697, 'location', 'Tallinn, Eesti'), (4346, 697, '_position', 'field_55c21f09f8b65'), (4345, 697, 'position', 'Konsultant'), (2069, 315, '_menu_item_type', 'post_type'), (2070, 315, '_menu_item_menu_item_parent', '18'), (2071, 315, '_menu_item_object_id', '41'), (2072, 315, '_menu_item_object', 'page'), (2073, 315, '_menu_item_target', ''), (2074, 315, '_menu_item_classes', 'a:1:{i:0;s:0:\"\";}'), (2075, 315, '_menu_item_xfn', ''), (2076, 315, '_menu_item_url', ''), (2132, 322, 'lower_text', 'It influences the competitive environment of businesses and also enables our manager to gain more international experience. All of this has also affected our business – we have to be more flexible, innovative and quick to fulfill the clients expectations. In the complicated times the need for qualified and competent employees and leaders has emerged as an important factor for retaining the company’s competitive position. Both our pan-Baltic and global network and also in-depth expertise in different business areas help us to understand our clients and their business needs better.\r\n\r\nAmrop - focusing on executive search of top managers and specialists - has been a partner for the companies to identify and execute their personnel needs in Estonia and entire Baltics, since 1993. The global network of Amrop consist of nearly 90 offices in more than 50 countries worldwide.\r\n\r\n/Ott Karolin/'), (2258, 337, 'lower_text', 'Our ability to do so is based on three fundamental strengths:\r\n

1. Contextual knowledge

2. Senior attention

3. Our global network

\r\nOur global networked structure makes it easy for clients and candidates to access a wealth of knowledge and expertise. Because we’re not constrained by hierarchy, or the rigid structures imposed by traditional search companies, we can respond quickly and efficiently to clients’ needs. We listen to our clients rather than to a corporate head office.\r\n\r\nWe are united by our Context Driven approach to executive search that encompasses shared values, standards, policies and procedures while reflecting the unique realities on the ground in local markets around the world. With broader coverage than most global search firms, our people know their markets because they’ve built their businesses in them.\r\n\r\nWherever you are, you are at the center of our network.'); INSERT INTO `amrp_ee_postmeta` (`meta_id`, `post_id`, `meta_key`, `meta_value`) VALUES (2556, 397, 'lower_text', 'High-functioning Boards are successfully running the extra mile. They are representative and diverse, not only in terms of demographic statistics, but also in terms of characteristics (diversity of \'thought\').\r\n\r\nTheir Independent Directors are integrated in a way that has risen beyond statutory norms to new levels of advisory excellence. They are not only fit for today, but justifiably confident in their succession for tomorrow. Their Nominations Committees have widened their scope: from preserving a traditional inner circle of familiar candidates, to acting as an expert and objective human capital interface. One that also has a firm grip on technology and innovation.\r\n\r\nYet the reality for most Boards is different.\r\n\r\nAs organizations reconfigure for growth and globalization, many are facing serious governance questions for the first time. Their task is complicated by regulatory developments whose pace and form differs by geography, ownership type, listed status and, in some countries, sector. Further dilemmas surround the transfer of leadership from family or founding members to external professionals, or structural tensions pitching centralization versus decentralization.\r\n\r\nYet, despite unevenness, the underlying trend in global governance legislation is ticking up towards new and better standards, as national regulatory bodies look to the global picture for learning and synchronicity.\r\n\r\nAs such, the transformative opportunities for Boards have never been greater. All the more so, if they benefit from robust external advisorship.\r\n

Our Expertise

\r\nAmrop works to assure the design and implemention of diverse, forward looking and connected boards. We act as Trusted Advisor to the Executive, Supervisory and Advisory Boards of dynamic organizations all over the world, across a spectrum of industries.\r\n\r\nAmrop\'s global Board Services Practice works along three interconnected lines:\r\n1. Appointments (Chairs, Independent Directors, Advisory Boards, Committees)\r\n2. Board Evaluation\r\n3. Board Effectiveness Advisory\r\n

Our Process

\r\n- Uncovers gaps in the skills, experience, demographic and cognitive diversity of the current Board\r\n- Identifies management strengths to build upon\r\n- Examines requirements for new demographic profiles, specialist and technical skillsets\r\n- Integrates fast-evolving governance requirements and organizational strategy\r\n- Identifies, assesses, and presents Leaders For What’s Next – board members who can flex to evolving strategic and operating environments across borders. Key questions: (particularly in the search for Independent Directors, these are often an afterthought):\r\n- Can s/he anticipate the scale and complexity of strategic and operational risks?\r\n- Act as a respected catalyst, contributing in a fresh and relevant way to Board discussions?\r\n- Constructively challenge traditions, assumptions or bias?\r\n- Guides the design and implementation of the onboarding process\r\n\r\nFor organizations on a steep growth and globalization curve, Amrop helps ensure that their Board composition strikes the all-important balance between representativeness and leanness. That it does not only account for current governance frameworks, but looks forward to global governance trends.\r\n\r\nIn addition to optimizing existing installations, Amrop helps start-up organizations to set up Boards that fit their core business and aims and are compliant with governance standards.\r\n

The Amrop Global Board Services Practice

1. Konteksti arvestamine

2. Partneri tähelepanu

3. Meie globaalne võrgustik

'), (2265, 338, '_lower_text', 'field_55c21184b1d71'), (2266, 338, 'sidebar_image_1', ''), (2267, 338, '_sidebar_image_1', 'field_55c881fb6c442'), (2268, 338, 'sidebar_image_2', ''), (2269, 338, '_sidebar_image_2', 'field_55c882236c443'), (2312, 349, '_lower_text', 'field_55c21184b1d71'), (2313, 349, 'sidebar_image_1', '66'), (2314, 349, '_sidebar_image_1', 'field_55c881fb6c442'), (2315, 349, 'sidebar_image_2', '67'), (2316, 349, '_sidebar_image_2', 'field_55c882236c443'), (2317, 350, '_wp_attached_file', '2015/08/cont2-293x2361.png'), (2318, 350, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:293;s:6:\"height\";i:236;s:4:\"file\";s:26:\"2015/08/cont2-293x2361.png\";s:5:\"sizes\";a:1:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:26:\"cont2-293x2361-150x150.png\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:9:\"image/png\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (2319, 351, '_wp_attached_file', '2015/08/cont3-293x2361.png'), (2320, 351, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:293;s:6:\"height\";i:236;s:4:\"file\";s:26:\"2015/08/cont3-293x2361.png\";s:5:\"sizes\";a:1:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:26:\"cont3-293x2361-150x150.png\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:9:\"image/png\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (2321, 352, 'lower_text', '

Miks on see kasulik?

Millal seda vaja on?

Kuidas see toimub?

Milline on tulemus?

The context driven process includes:

\r\n

1. Planning & Insight

2. Management

3. Closure

\r\nNegotiations\r\nBoth the client and the candidate draw on our vast reservoir of knowledge in market compensation and benefits to discuss and structure a competitive and equitable package.\r\n\r\nReferences\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\nHandholding\r\nAfter a successful candidate has been appointed and begun their assignment, Amrop maintains an ongoing dialogue with both the candidate and the client to ensure a smooth integration into the organisation and, at the same time, assure the achievement of performance goals. At this stage, Amrop can also take on the communication of the new appointment to the press and inside the organisation, if required.'), (2328, 353, '_lower_text', 'field_55c21184b1d71'), (2329, 353, 'sidebar_image_1', '66'), (2330, 353, '_sidebar_image_1', 'field_55c881fb6c442'), (2331, 353, 'sidebar_image_2', '67'), (2332, 353, '_sidebar_image_2', 'field_55c882236c443'), (2333, 354, 'lower_text', 'Amropi konsultandid hindavad turu olukorda, kasutavad võrdlevat analüüsi ja leiavad kandidaate, kellel on vajalik kogemus ja kompetents ning kes sobivad ka vastavasse ärikultuuri.\r\n\r\nEt tagada rahvusvaheliste otsingute efektiivsus, kasutab Amrop oma globaalse kontorivõrgustiku tugevust. Reegilna sisaldab projektimeeskond konsultante kohalikult maalt, kus otsingut läbi viiakse, kes mõistavad nii kohalikku kui ka globaalset konteksti, milles otsing aset leiab.\r\n

Konteksti arvestav sihtotsing sisaldab:

\r\n

1. Planeerimine

2. Läbiviimine

3. Lõpetamine

\r\nLäbirääkimised\r\nNii klient kui kandidaat saavad tugineda meie infole ja kogemusele turu ootustest kompensatsiooni- ja boonussüsteemi osas, et läbirääkida ja koostada konkurentsivõimeline ja õiglane kompensatsioonipakett.\r\n\r\nTaustauuring\r\nKui kohalik seadusandlus seda võimaldab, uurime põhjalikult referentse, et saada kinnitust kandidaadi tööalastele saavutustele.\r\n\r\nJärelkontakt\r\nKui valitud kandidaat on tööle asunud, jätkab Amrop suhtlemist nii kliendi kui kandidaadiga, et tagada kandidaadi sujuv sisseelamine organisatsiooni ja jälgida tema tegevuseesmärkide saavutamist. Vajadusel võib Amrop informeerida ka meediat ning organisatsiooni antud positisooni täitmisest.'), (2334, 354, '_lower_text', 'field_55c21184b1d71'), (2335, 354, 'sidebar_image_1', '350'), (2336, 354, '_sidebar_image_1', 'field_55c881fb6c442'), (2337, 354, 'sidebar_image_2', '351'), (2338, 354, '_sidebar_image_2', 'field_55c882236c443'), (5805, 927, '_menu_item_type', 'post_type'), (5806, 927, '_menu_item_menu_item_parent', '0'), (5787, 925, 'position', ''), (5788, 925, 'location', ''), (5789, 925, 'emails', ''), (5790, 925, 'phone', ''), (5791, 925, 'sidebar_image_1', '388'), (5792, 925, 'sidebar_image_2', '389'), (5793, 925, '_wp_page_template', 'candidates.php'), (5794, 925, '_edit_lock', '1621493549:1'), (5795, 925, '_edit_last', '1'), (5796, 926, 'lower_text', ' \r\n

Who are our candidates?

How we treat our candidates?

What is the benefit of being our candidate?

How is it possible to join Amrop database?

\r\n

Dear CANDIDATE,

\r\n

Should you wish to obtain any further information on any of these issues, please reach out to riga@amrop.com

\r\n

\r\nBy sending the CV to the address tallinn@amrop.com, vilnius@amrop.com or riga@amrop.com.\r\n\r\nAmrop CV est or Amrop CV eng\r\n\r\nGDPR kandidaadi nõusoleku vorm\r\n

Best regards,\r\nAmrop Eesti

\r\n

'), (2345, 356, 'lower_text', '

Kes on meie kandidaadid?

How we treat our candidates?

What is the benefit of being our candidate?

How is it possible to join Amrop database?

\r\n

Dear CANDIDATE,

\r\n

Should you wish to obtain any further information on any of these issues, please reach out to riga@amrop.com

\r\nBy sending the CV to the address tallinn@amrop.com, vilnius@amrop.com or riga@amrop.com.\r\n\r\nAmrop CV est or Amrop CV eng\r\n\r\nGDPR kandidaadi nõusoleku vorm\r\n

Best regards,\r\nAmrop Eesti

'), (2387, 365, 'lower_text', ' \r\n\r\nMõned neist on hetkel teelahkmel, otsides uusi väljakutseid kuid enamik töötab aga praeguse tööandja juures olulistel ametikohtadel. Kuid olles avatud mõtlemisega, on nad alati huvitatud tööturu suundumustest ja valmis arutama uusi võimalusi.\r\n

Millistest põhimõtetest lähtume kandidaatidega suhtlemisel?

Miks olla meie kandidaat?

\r\nMeie andmebaasiga ühinedes on kandidaadil võimalus osaleda Amropi rahvusvahelistes projektides.\r\n\r\nInfo Amropi projektide kohta suurendab kandidaatide võimalusi tööturul.\r\n

Kuidas Amrop andmebaasiga ühineda?

The context driven process includes:

\r\n

1. Planning & Insight

2. Management

\r\nInitial Contact\r\nPotential candidates are thoroughly screened, their qualifications examined, past performance verified, motivation and personality assessed and, where appropriate, strengths and weaknesses appraised.\r\n\r\nThroughout the search process, the client is kept informed of progress and findings. A long list of qualified candidates together with brief profiles is usually presented to the client along with recommendations of those who best meet the specifications. Aside from comprehensive candidate reports, market reaction is also constantly feedback to the client.\r\n\r\nCandidate Meetings\r\nCandidates who meet the requirements of the Context Brief and are initialy motivated will be interviewed. During the meetings candidates’ suitability and motivation to continue will be established. \r\n

3. Closure

\r\nNegotiations\r\nBoth the client and the candidate draw on our vast reservoir of knowledge in market compensation and benefits to discuss and structure a competitive and equitable package.\r\n\r\nReferences\r\nIn the final stage of the search process Amrop conducts 360^oreference check to verify and get clarification about candidate’s professional achievements, experience and personal characteristic. \r\n\r\nHandholding\r\nAfter a successful candidate has been appointed and begun their assignment, Amrop maintains an ongoing dialogue with both the candidate and the client to ensure a smooth integration into the organisation and, at the same time, assure the achievement of performance goals. \r\n

'), (2400, 367, '_lower_text', 'field_55c21184b1d71'), (2401, 367, 'sidebar_image_1', '66'), (2402, 367, '_sidebar_image_1', 'field_55c881fb6c442'), (2403, 367, 'sidebar_image_2', '67'), (2404, 367, '_sidebar_image_2', 'field_55c882236c443'); INSERT INTO `amrp_ee_postmeta` (`meta_id`, `post_id`, `meta_key`, `meta_value`) VALUES (2441, 375, 'lower_text', 'Amropi konsultandid hindavad turu olukorda, kasutavad võrdlevat analüüsi ja leiavad kandidaate, kellel on vajalik kogemus ja kompetents ning kes sobivad ka vastavasse ärikultuuri.\r\n\r\nEt tagada rahvusvaheliste otsingute efektiivsus, kasutab Amrop oma globaalse kontorivõrgustiku tugevust. Reeglina sisaldab projektimeeskond konsultante kohalikult turult, kus otsing läbi viiakse, kes mõistavad nii kohalikku kui globaalset konteksti. Vajadusel on protsessi kaasatud spetsiifilise sektori kogemusega rahvusvahelised konsultandid. Korraga mitmel turul toimuvat otsingut koordineerib juhtiv konsultant, kes on ka kliendi peamine kontaktisik kogu protsessi vältel.\r\n

Konteksti arvestav sihtotsing sisaldab:

\r\n

1. Planeerimine & olukorra kaardistamine

2. Läbiviimine

3. Lõpetamine

'), (2405, 368, 'lower_text', 'Amropi konsultandid hindavad turu olukorda, kasutavad võrdlevat analüüsi ja leiavad kandidaate, kellel on vajalik kogemus ja kompetents ning kes sobivad ka vastavasse ärikultuuri.\r\n\r\nEt tagada rahvusvaheliste otsingute efektiivsus, kasutab Amrop oma globaalse kontorivõrgustiku tugevust. Reeglina sisaldab projektimeeskond konsultante kohalikult turult, kus otsing läbi viiakse, kes mõistavad nii kohalikku kui globaalset konteksti. Vajadusel on protsessi kaasatud spetsiifilise sektori kogemusega rahvusvahelised konsultandid. Korraga mitmel turul toimuvat otsingut koordineerib juhtiv konsultant, kes on ka kliendi peamine kontaktisik kogu protsessi vältel. \r\n

Konteksti arvestav sihtotsing sisaldab:

\r\n

1. Planeerimine & olukorra kaardistamine

2. Läbiviimine

3. Lõpetamine

'), (2406, 368, '_lower_text', 'field_55c21184b1d71'), (2407, 368, 'sidebar_image_1', '350'), (2408, 368, '_sidebar_image_1', 'field_55c881fb6c442'), (2409, 368, 'sidebar_image_2', '351'), (2410, 368, '_sidebar_image_2', 'field_55c882236c443'), (2447, 376, '_edit_last', '2'), (2448, 376, '_edit_lock', '1449131883:2'), (2449, 376, '_wp_page_template', 'services.php'), (2450, 377, 'lower_text', 'High-functioning Boards are successfully running the extra mile. They are representative and diverse, not only in terms of demographic statistics, but also in terms of characteristics (diversity of \'thought\').\r\n\r\nTheir Independent Directors are integrated in a way that has risen beyond statutory norms to new levels of advisory excellence. They are not only fit for today, but justifiably confident in their succession for tomorrow. Their Nominations Committees have widened their scope: from preserving a traditional inner circle of familiar candidates, to acting as an expert and objective human capital interface. One that also has a firm grip on technology and innovation.\r\n\r\nYet the reality for most Boards is different.\r\n\r\nAs organizations reconfigure for growth and globalization, many are facing serious governance questions for the first time. Their task is complicated by regulatory developments whose pace and form differs by geography, ownership type, listed status and, in some countries, sector. Further dilemmas surround the transfer of leadership from family or founding members to external professionals, or structural tensions pitching centralization versus decentralization.\r\n\r\nYet, despite unevenness, the underlying trend in global governance legislation is ticking up towards new and better standards, as national regulatory bodies look to the global picture for learning and synchronicity.\r\n\r\nAs such, the transformative opportunities for Boards have never been greater. All the more so, if they benefit from robust external advisorship.\r\n

Our Expertise

Our Process

The Amrop Global Board Services Practice

When is it needed?

How is it performed?

What is the result?

Miks on see kasulik?

Millal seda vaja on?

Kuidas seda teostatakse?

Milline on tulemus?

\r\nJuhtimisauditi tulemusena saab klient objektiivse ja professionaalse hinnangu iga osaleja ning kogu osalenud juhtimismeeskonna kohta koos meie järelduste ja soovitustega (kes peaks jätkama / kes tuleks asendada, milline koolitus on vajalik konkurentsivõimeliste teadmiste säilitamiseks, kes sobib juhtima kultuurilisi/organisatsioonilisi muudatusi, kes ei suuda tõenäoliselt firmat edasi viia sellisel moel, nagu temalt eeldatakse, meeskonna sisene rollijaotus ja omavaheline sobivus jms).'), (2430, 373, '_lower_text', 'field_55c21184b1d71'), (2431, 373, 'sidebar_image_1', '350'), (2432, 373, '_sidebar_image_1', 'field_55c881fb6c442'), (2433, 373, 'sidebar_image_2', '351'), (2434, 373, '_sidebar_image_2', 'field_55c882236c443'), (2435, 374, 'lower_text', 'Amrop Researchers and Consultants assess market availability, use comparative benchmarking and find candidates who not only have the required experience and expertise but are the correct cultural fit with the organisation. A senior Amrop partner is involved in every search assignment until its successful completion.\r\n\r\nTo ensure the effectiveness of multi-country and international search assignments, Amrop leverages the strength of its global network. Typically, a project team comprises consultants from countries where the search is being conducted and who understand both the local and global context in which the search will take place. Consultants with specific industry expertise are also involved when needed. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.\r\n

The context driven process includes:

\r\n

1. Planning & Insight

2. Management

\r\nInitial Contact\r\nPotential candidates are thoroughly screened, their qualifications examined, past performance verified, motivation and personality assessed and, where appropriate, strengths and weaknesses appraised.\r\n\r\nThroughout the search process, the client is kept informed of progress and findings. A long list of qualified candidates together with brief profiles is usually presented to the client along with recommendations of those who best meet the specifications. Aside from comprehensive candidate reports, market reaction is also constantly feedback to the client.\r\n\r\nCandidate Meetings\r\nCandidates who meet the requirements of the Context Brief and are initialy motivated will be interviewed. During the meetings candidates’ suitability and motivation to continue will be established.\r\n

3. Closure

\r\nNegotiations\r\nBoth the client and the candidate draw on our vast reservoir of knowledge in market compensation and benefits to discuss and structure a competitive and equitable package.\r\n\r\nReferences\r\nIn the final stage of the search process Amrop conducts 360^oreference check to verify and get clarification about candidate’s professional achievements, experience and personal characteristic.\r\n\r\nHandholding\r\nAfter a successful candidate has been appointed and begun their assignment, Amrop maintains an ongoing dialogue with both the candidate and the client to ensure a smooth integration into the organisation and, at the same time, assure the achievement of performance goals.\r\n

'), (2436, 374, '_lower_text', 'field_55c21184b1d71'), (2437, 374, 'sidebar_image_1', '66'), (2438, 374, '_sidebar_image_1', 'field_55c881fb6c442'), (2439, 374, 'sidebar_image_2', '67'), (2440, 374, '_sidebar_image_2', 'field_55c882236c443'), (2442, 375, '_lower_text', 'field_55c21184b1d71'), (2443, 375, 'sidebar_image_1', '350'), (2444, 375, '_sidebar_image_1', 'field_55c881fb6c442'), (2445, 375, 'sidebar_image_2', '351'), (2446, 375, '_sidebar_image_2', 'field_55c882236c443'), (2451, 377, '_lower_text', 'field_55c21184b1d71'), (2452, 377, 'sidebar_image_1', ''), (2453, 377, '_sidebar_image_1', 'field_55c881fb6c442'), (2454, 377, 'sidebar_image_2', ''), (2455, 377, '_sidebar_image_2', 'field_55c882236c443'), (2456, 376, 'lower_text', 'High-functioning Advisory and Executive Boards are successfully running the extra mile. They are representative and diverse, not only in terms of demographic statistics, but also in terms of characteristics (diversity of \'thought\').\r\n\r\n Their Executive and Non-executive Directors are integrated in a way that has risen beyond statutory norms to new levels of advisory excellence. They are not only fit for today, but also justifiably confident in their succession for tomorrow. Their Nominations Committees have widened their scope: from preserving a traditional inner circle of familiar candidates, to acting as an expert and objective human capital interface. One that also has a firm grip on technology and innovation.\r\n\r\nYet the reality for most Boards is different.\r\n\r\nAs organizations reconfigure for growth, globalization and ownership structure change, many are facing serious governance questions for the first time. Their task is complicated by regulatory developments whose pace and form differs by geography, ownership type, listed status and, in some countries, sector. Further dilemmas surround the transfer of leadership from family or founding members to external professionals, or structural tensions pitching centralization versus decentralization.\r\n\r\nYet, despite unevenness, the underlying trend in global governance legislation is ticking up towards new and better standards and practices, as national regulatory bodies look to the global picture for learning and synchronicity.\r\n\r\nAs such, the transformative opportunities for Boards have never been greater. All the more so, if they benefit from robust external advisorship.\r\n\r\nOur Expertise\r\n\r\nAmrop works to assure the design and implementation of diverse, forward looking and connected boards. We act as Trusted Advisor to the Executive, Supervisory and Advisory Boards of dynamic organizations all over the world, across a spectrum of industries.\r\n\r\nAmrop\'s global Board Services Practice works along four interconnected lines:\r\n

Appointments (Chairs, Independent Directors, Advisory Boards, Committees)
Board Evaluation
Board Succession Planning
Board Remuneration Advisory

\r\nOur Process\r\n

Uncovers gaps in the skills, experience, demographic and cognitive diversity of the current Board
Identifies management strengths to build upon
Examines requirements for new demographic profiles, specialist and technical skillsets
Integrates fast-evolving governance requirements and organizational strategy
Identifies, assesses, and presents Leaders For What’s Next – board members who can flex to evolving strategic and operating environments across borders. Key questions: (particularly in the search for Independent Directors, these are often an afterthought):\r\n- Can s/he anticipate the scale and complexity of strategic and operational risks?\r\n- Act as a respected catalyst, contributing in a fresh and relevant way to Board discussions?\r\n- Constructively challenge traditions, assumptions or bias?

\r\n

Guides the design and implementation of the onboarding process

\r\nFor organizations on a steep growth and globalization curve, Amrop helps ensure that their Board composition strikes the all-important balance between representativeness and leanness. That it does not only account for current governance frameworks, but looks forward to global governance trends.\r\n\r\nIn addition to optimizing existing installations, Amrop helps start-up organizations to set up Boards that fit their core business and aims and are compliant with governance standards.\r\n\r\nThe Amrop Global Board Services Practice\r\n\r\nComposed of Amrop Executive Board Members and Managing Partners, Amrop’s Global Board Services Practice is configured to share, synthesize and replicate trends, innovations and thought leadership throughout our 57 operating markets, and act as a trusted center of excellence for our Member Firms - and thereby our clients.\r\n\r\nIn Baltics Amrop closely cooperates and is the member of Baltic Institute of Corporate Governance.\r\n\r\nClick here to meet the Core Team of the Global Board Service Practise.'), (2457, 376, '_lower_text', 'field_55c21184b1d71'), (2458, 376, 'sidebar_image_1', '382'), (2459, 376, '_sidebar_image_1', 'field_55c881fb6c442'), (2460, 376, 'sidebar_image_2', ''), (2461, 376, '_sidebar_image_2', 'field_55c882236c443'), (2462, 378, 'lower_text', 'Hästitoimivad nõukogud ületavad ootusi, olles mitmekülgsed nii demograafiliste näitajate kui ka isikuomaduste ja mõtteviisi poolest.\r\n\r\nHästifunktsioneerivad nõukogud on kokku pandud formaalse kohustuse asemel reaalse toe ja kogemuse pakkumiseks nii tänast situatsiooni kui ka ettevõtte tuleviku käekäiku silmas pidades. Nõukoguliikmete valimisel on tuttavate „siseringi inimeste“ nimetamise asemel jõutud selleni, et valiku aluseks on kandidaatide ekspertiis, objektiivsus ja ettevõtte vajadustega arvestamine, kasutades maksimaalselt ära nii tehnoloogiat kui innovatsiooni.\r\n\r\nTäna on enamuse nõukogude reaalsus veel siiski teistsugune.\r\n\r\nKasvamine ja rahvusvahelistumine toob esimest korda paljude ettevõtete fookusesesse tõsised inimressursi juhtimise küsimused. Olukorda teevad keerukamaks erinevate regulatsioonide arengud, mille sisu sõltub nii geograafilistest, omandivormilistest kui ettevõtte tegevusvaldkonna eripäradest. Tõsised dilemmad ümbritsevad pereettevõtete puhul juhtrollide üleandmist asutaja- või pereliikmetelt väljastpoolt tulnud professionaalidele, teistest organisatsioonides võivad pingeid tekitada küsimused, mis puudutavad tegevuse tsentraliseerimist/ detsentraliseerimist.\r\n\r\nHoolimata praegusest tasakaalustamata olukorrast on rahvusvaheline hea juhtimistava suundumas uute ja paremate standardite poole.\r\n\r\nSellest tulenevalt pole võimalused olulisteks muutusteks nõukogus kunagi varem olnud paremad kui praegu, mil järjest enam kasutatakse sõltumatute konsultantide abi nõukogu kokku panekul.\r\n\r\nMeie kogemused\r\n\r\nAmropi lähenemine on tagada oma kliendile mitmekesine, tulevikku vaatav ja ühtne nõukogu. Meie roll on olla usaldusväärsed nõuandjad erinevate sektorite ettevõtete juhatuse, nõukogu või nõuandva kogu liikmetele üle maailma.\r\n\r\nAmropi ülemaailmne nõukogu hindamise ja moodustamise töögrupp põhineb neljal omavahel seotud teenusel:\r\n

Värbamine (nõukogu liikmed, nõuandvad kogud või komiteed jms)
Nõukoguliikmete hindamine
Nõukogu töö efektiivsuse hindamine
Nõustamine tasustamise osas

\r\nMeie protsess:\r\n

Selgitab välja olemasoleva nõukogu puudused oskustes, kogemustes, demograafilises koosseisus ja arvamuste mitmekesisuses
Teeb kindlaks nõukogu tugevused, mida edasi arendada
Uurib välja nõuded demograafilisele koosseisule, spetsiifilistele ja tehnilistele oskustele
Seob kiiresti muutuvad juhtimise nõuded organisatsiooni strateegiaga
Identifitseerib, hindab ja pakub välja tulevikule suunatud kandidaate, kelle tugevuseks on kaasas käia arenevate strateegiatega ja võime tegutseda üle piiride. Siinkohal on võtmeküsimusteks: (eriti sõltumatute nõukogu liikmete otsingu puhul)\r\n- Kas ta oskab ette näha strateegiliste ja operatiivsete riskide ulatust ja keerukust?\r\n- Kas ta on võimeline pakkuma uusi asjakohaseid vaatepunkte nõukogu aruteludesse\r\n- Kas ta on valmis konstruktiivselt vaidlustama traditsioone, oletusi või eelarvamusi

\r\n

Annab juhiseid sisseelamisprotsessi välja töötamiseks ja rakendamiseks

Meie kogemused

\r\nAmropi lähenemine on tagada oma kliendile mitmekesine, tulevikku vaatav ja ühtne nõukogu. Meie roll on olla usaldusväärsed nõuandjad erinevate sektorite ettevõtete juhatuse, nõukogu või nõuandva kogu liikmetele üle maailma.\r\n\r\nAmropi ülemaailmne nõukogu hindamise ja moodustamise töögrupp põhineb kolmel omavahel seotud teenusel:\r\n1. Värbamine (nõukogu liikmed, nõuandvad kogud või komiteed jms)\r\n2. Nõukoguliikmete hindamine\r\n3. Nõukogu töö efektiivsuse hindamine\r\n\r\nMeie protsess:\r\n- Selgitab välja olemasoleva nõukogu puudused oskustes, kogemustes, demograafilises koosseisus ja arvamuste mitmekesisuses\r\n- Teeb kindlaks nõukogu tugevused, mida edasi arendada\r\n- Uurib välja nõuded demograafilisele koosseisule, spetsiifilistele ja tehnilistele oskustele\r\n- Seob kiiresti muutuvad juhtimise nõuded organisatsiooni strateegiaga\r\n- Identifitseerib, hindab ja pakub välja tulevikule suunatud kandidaate, kelle tugevuseks on kaasas käia arenevate strateegiatega ja võime tegutseda üle piiride. Siinkohal on võtmeküsimusteks: (eriti sõltumatute nõukogu liikmete otsingu puhul)\r\n- Kas ta oskab ette näha strateegiliste ja operatiivsete riskide ulatust ja keerukust?\r\n- Kas ta on võimeline pakkuma uusi asjakohaseid vaatepunkte nõukogu aruteludesse\r\n- Kas ta on valmis konstruktiivselt vaidlustama traditsioone, oletusi või eelarvamusi\r\n- Annab juhiseid sisseelamisprotsessi välja töötamiseks ja rakendamiseks\r\n\r\nAmrop aitab tagada, et organisatsioonide, mis kogevad järsku kasvu ja läbivad globaliseerumisprotsessi, juhtkonna koosseis oleks ühtaegu esinduslik ja tõhus. See tähendab, et organisatsioon ei oleks ainult kinni praegustes valitsevates juhtimisraamistikes, vaid ollakse kursis ka tuleviku trendidega.\r\nLisaks eelpoolmainitule, aitab Amrop noortel ettevõtetel ametisse valida nõukogu, kes sobitub ettevõtte põhitegevuse ja eesmärkidega ning vastab heale juhtimistavale.\r\n

Amropi ülemaailmne nõukogu hindamise ja moodustamise töögrupp

\r\nAmropi ülemaailmne nõukogu hindamise ja moodustamise töögrupp koosneb Amropi juhatuse liikmetest ja juhtivpartneritest ning on kokku kutsutud eesmärgiga jagada, luua ja elustada trende, innovatsiooni ning läbimõeldud juhtimist. Kõigil 57 turul, kus Amrop tegutseb, on nõukogu hindamise ja moodustamise töögrupp usaldusväärne parima praktika jagajaks Amropi võrgustiku ettevõtetele ja seeläbi klientidele.\r\n\r\nSiit leiad infot Amropi rahvusvahelise „nõukogu hindamise ja moodustamise töögrupi“ peamiste liikmete kohta.'), (2469, 379, '_lower_text', 'field_55c21184b1d71'), (2470, 379, 'sidebar_image_1', ''), (2471, 379, '_sidebar_image_1', 'field_55c881fb6c442'), (2472, 379, 'sidebar_image_2', ''), (2473, 379, '_sidebar_image_2', 'field_55c882236c443'), (2474, 378, '_lower_text', 'field_55c21184b1d71'), (2475, 378, '_sidebar_image_1', 'field_55c881fb6c442'), (2476, 378, '_sidebar_image_2', 'field_55c882236c443'), (2486, 381, '_menu_item_type', 'post_type'), (2487, 381, '_menu_item_menu_item_parent', '304'), (2488, 381, '_menu_item_object_id', '376'), (2489, 381, '_menu_item_object', 'page'), (2490, 381, '_menu_item_target', ''), (2491, 381, '_menu_item_classes', 'a:1:{i:0;s:0:\"\";}'), (2492, 381, '_menu_item_xfn', ''), (2493, 381, '_menu_item_url', ''), (2495, 382, '_wp_attached_file', '2015/11/board_services.png'), (2496, 382, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:293;s:6:\"height\";i:236;s:4:\"file\";s:26:\"2015/11/board_services.png\";s:5:\"sizes\";a:1:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:26:\"board_services-150x150.png\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:9:\"image/png\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (2497, 383, '_wp_attached_file', '2015/11/candidates_1.png'), (2498, 383, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:293;s:6:\"height\";i:236;s:4:\"file\";s:24:\"2015/11/candidates_1.png\";s:5:\"sizes\";a:1:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:24:\"candidates_1-150x150.png\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:9:\"image/png\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (2499, 384, '_wp_attached_file', '2015/11/candidates_2.png'), (2500, 384, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:293;s:6:\"height\";i:236;s:4:\"file\";s:24:\"2015/11/candidates_2.png\";s:5:\"sizes\";a:1:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:24:\"candidates_2-150x150.png\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:9:\"image/png\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (2501, 385, '_wp_attached_file', '2015/11/team.png'), (2502, 385, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:293;s:6:\"height\";i:236;s:4:\"file\";s:16:\"2015/11/team.png\";s:5:\"sizes\";a:1:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:16:\"team-150x150.png\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:9:\"image/png\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (2503, 386, 'lower_text', 'High-functioning Boards are successfully running the extra mile. They are representative and diverse, not only in terms of demographic statistics, but also in terms of characteristics (diversity of \'thought\').\r\n\r\nTheir Independent Directors are integrated in a way that has risen beyond statutory norms to new levels of advisory excellence. They are not only fit for today, but justifiably confident in their succession for tomorrow. Their Nominations Committees have widened their scope: from preserving a traditional inner circle of familiar candidates, to acting as an expert and objective human capital interface. One that also has a firm grip on technology and innovation.\r\n\r\nYet the reality for most Boards is different.\r\n\r\nAs organizations reconfigure for growth and globalization, many are facing serious governance questions for the first time. Their task is complicated by regulatory developments whose pace and form differs by geography, ownership type, listed status and, in some countries, sector. Further dilemmas surround the transfer of leadership from family or founding members to external professionals, or structural tensions pitching centralization versus decentralization.\r\n\r\nYet, despite unevenness, the underlying trend in global governance legislation is ticking up towards new and better standards, as national regulatory bodies look to the global picture for learning and synchronicity.\r\n\r\nAs such, the transformative opportunities for Boards have never been greater. All the more so, if they benefit from robust external advisorship.\r\n

Our Expertise

Our Process

The Amrop Global Board Services Practice

\r\nComposed of Amrop Executive Board Members and Managing Partners, Amrop’s Global Board Services Practice is configured to share, synthesize and replicate trends, innovations and thought leadership throughout our 57 operating markets, and act as a trusted center of excellence for our Member Firms - and thereby our clients.\r\nClick here to meet the Core Team of the Global Board Service Practise.'), (2504, 386, '_lower_text', 'field_55c21184b1d71'), (2505, 386, 'sidebar_image_1', '382'), (2506, 386, '_sidebar_image_1', 'field_55c881fb6c442'), (2507, 386, 'sidebar_image_2', ''), (2508, 386, '_sidebar_image_2', 'field_55c882236c443'), (2509, 387, '_wp_attached_file', '2015/11/board_services1.png'), (2510, 387, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:293;s:6:\"height\";i:236;s:4:\"file\";s:27:\"2015/11/board_services1.png\";s:5:\"sizes\";a:1:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:27:\"board_services1-150x150.png\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:9:\"image/png\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (2511, 388, '_wp_attached_file', '2015/11/candidates_11.png'), (2512, 388, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:293;s:6:\"height\";i:236;s:4:\"file\";s:25:\"2015/11/candidates_11.png\";s:5:\"sizes\";a:1:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:25:\"candidates_11-150x150.png\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:9:\"image/png\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (2513, 389, '_wp_attached_file', '2015/11/candidates_21.png'); INSERT INTO `amrp_ee_postmeta` (`meta_id`, `post_id`, `meta_key`, `meta_value`) VALUES (2514, 389, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:293;s:6:\"height\";i:236;s:4:\"file\";s:25:\"2015/11/candidates_21.png\";s:5:\"sizes\";a:1:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:25:\"candidates_21-150x150.png\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:9:\"image/png\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (2515, 390, '_wp_attached_file', '2015/11/team1.png'), (2516, 390, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:293;s:6:\"height\";i:236;s:4:\"file\";s:17:\"2015/11/team1.png\";s:5:\"sizes\";a:1:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:17:\"team1-150x150.png\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:9:\"image/png\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (2517, 391, 'lower_text', 'Hästitoimivad nõukogud ületavad ootusi, olles mitmekülgsed nii demograafiliste näitajate kui ka isikuomaduste ja mõtteviisi poolest.\r\n\r\nHästifunktsioneerivad nõukogud on kokku pandud formaalse kohustuse asemel reaalse toe ja kogemuse pakkumiseks nii tänast situatsiooni kui ka ettevõtte tuleviku käekäiku silmas pidades. Nõukoguliikmete valimisel on tuttavate „siseringi inimeste“ nimetamise asemel jõutud selleni, et valiku aluseks on kandidaatide ekspertiis, objektiivsus ja ettevõtte vajadustega arvestamine, kasutades maksimaalselt ära nii tehnoloogiat kui innovatsiooni.\r\n\r\nTäna on enamuse nõukogude reaalsus veel siiski teistsugune.\r\n\r\nKasvamine ja rahvusvahelistumine toob esimest korda paljude ettevõtete fookusesesse tõsised inimressursi juhtimise küsimused. Olukorda teevad keerukamaks erinevate regulatsioonide arengud, mille sisu sõltub nii geograafilistest, omandivormilistest kui ettevõtte tegevusvaldkonna eripäradest. Tõsised dilemmad ümbritsevad pereettevõtete puhul juhtrollide üleandmist asutaja- või pereliikmetelt väljastpoolt tulnud professionaalidele, teistest organisatsioonides võivad pingeid tekitada küsimused, mis puudutavad tegevuse tsentraliseerimist/ detsentraliseerimist.\r\n\r\nHoolimata praegusest tasakaalustamata olukorrast on rahvusvaheline hea juhtimistava suundumas uute ja paremate standardite poole.\r\n\r\nSellest tulenevalt pole võimalused olulisteks muutusteks nõukogus kunagi varem olnud paremad kui praegu, mil järjest enam kasutatakse sõltumatute konsultantide abi nõukogu kokku panekul.\r\n

Meie kogemused

Amropi ülemaailmne nõukogu hindamise ja moodustamise töögrupp

Millistest põhimõtetest lähtume kandidaatidega suhtlemisel?

Miks olla meie kandidaat?

\r\nMeie andmebaasiga ühinedes on kandidaadil võimalus osaleda Amropi rahvusvahelistes projektides.\r\n\r\nInfo Amropi projektide kohta suurendab kandidaatide võimalusi tööturul.\r\n

Kuidas Amrop andmebaasiga ühineda?

Mis see on?

Miks on see kasulik?

Millal seda vaja on?

Kuidas seda teostatakse?

Milline on tulemus?

What is it?

When is it needed?

How is it performed?

What is the result?

\r\nAs a result, the client receives objective and professional evaluation of every single participant and an overview of the management team with our findings and recommendations (whom to keep / re-place, what training is required to keep competitive knowledge, who will be a driver of the cultural/organizational change, who will probably not be able to push your company forward in the way you want him or her to do, roles in the team, interpersonal fit, etc.).'), (2569, 399, '_lower_text', 'field_55c21184b1d71'), (2570, 399, 'sidebar_image_1', '66'), (2571, 399, '_sidebar_image_1', 'field_55c881fb6c442'), (2572, 399, 'sidebar_image_2', '67'), (2573, 399, '_sidebar_image_2', 'field_55c882236c443'), (2574, 61, 'field_56586031ca477', 'a:11:{s:3:\"key\";s:19:\"field_56586031ca477\";s:5:\"label\";s:5:\"Image\";s:4:\"name\";s:6:\"image_\";s:4:\"type\";s:5:\"image\";s:12:\"instructions\";s:0:\"\";s:8:\"required\";s:1:\"0\";s:11:\"save_format\";s:3:\"url\";s:12:\"preview_size\";s:9:\"thumbnail\";s:7:\"library\";s:3:\"all\";s:17:\"conditional_logic\";a:3:{s:6:\"status\";s:1:\"0\";s:5:\"rules\";a:1:{i:0;a:2:{s:5:\"field\";s:4:\"null\";s:8:\"operator\";s:2:\"==\";}}s:8:\"allorany\";s:3:\"all\";}s:8:\"order_no\";i:1;}'), (2577, 401, '_edit_last', '1'), (2578, 401, '_edit_lock', '1558598792:2'), (2579, 401, '_wp_page_template', 'news.php'), (2580, 403, '_wp_page_template', 'news.php'), (2581, 403, '_edit_last', '1'), (2582, 403, '_edit_lock', '1545040051:2'), (2583, 407, 'lower_text', 'High-functioning Advisory and Executive Boards are successfully running the extra mile. They are representative and diverse, not only in terms of demographic statistics, but also in terms of characteristics (diversity of \'thought\').\r\n\r\n Their Executive and Non-executive Directors are integrated in a way that has risen beyond statutory norms to new levels of advisory excellence. They are not only fit for today, but also justifiably confident in their succession for tomorrow. Their Nominations Committees have widened their scope: from preserving a traditional inner circle of familiar candidates, to acting as an expert and objective human capital interface. One that also has a firm grip on technology and innovation.\r\n\r\nYet the reality for most Boards is different.\r\n\r\nAs organizations reconfigure for growth, globalization and ownership structure change, many are facing serious governance questions for the first time. Their task is complicated by regulatory developments whose pace and form differs by geography, ownership type, listed status and, in some countries, sector. Further dilemmas surround the transfer of leadership from family or founding members to external professionals, or structural tensions pitching centralization versus decentralization.\r\n\r\nYet, despite unevenness, the underlying trend in global governance legislation is ticking up towards new and better standards and practices, as national regulatory bodies look to the global picture for learning and synchronicity.\r\n\r\nAs such, the transformative opportunities for Boards have never been greater. All the more so, if they benefit from robust external advisorship.\r\n\r\nOur Expertise\r\n\r\nAmrop works to assure the design and implementation of diverse, forward looking and connected boards. We act as Trusted Advisor to the Executive, Supervisory and Advisory Boards of dynamic organizations all over the world, across a spectrum of industries.\r\n\r\nAmrop\'s global Board Services Practice works along three interconnected lines:\r\n

Appointments (Chairs, Independent Directors, Advisory Boards, Committees)
Board Evaluation
Board Succession Planning
Board Remuneration Advisory

\r\nOur Process\r\n

Uncovers gaps in the skills, experience, demographic and cognitive diversity of the current Board
Identifies management strengths to build upon
Examines requirements for new demographic profiles, specialist and technical skillsets
Integrates fast-evolving governance requirements and organizational strategy
Identifies, assesses, and presents Leaders For What’s Next – board members who can flex to evolving strategic and operating environments across borders. Key questions: (particularly in the search for Independent Directors, these are often an afterthought):\r\n- Can s/he anticipate the scale and complexity of strategic and operational risks?\r\n- Act as a respected catalyst, contributing in a fresh and relevant way to Board discussions?\r\n- Constructively challenge traditions, assumptions or bias?

\r\n

Guides the design and implementation of the onboarding process

\r\nFor organizations on a steep growth and globalization curve, Amrop helps ensure that their Board composition strikes the all-important balance between representativeness and leanness. That it does not only account for current governance frameworks, but looks forward to global governance trends.\r\n\r\nIn addition to optimizing existing installations, Amrop helps start-up organizations to set up Boards that fit their core business and aims and are compliant with governance standards.\r\n\r\nThe Amrop Global Board Services Practice\r\n\r\nComposed of Amrop Executive Board Members and Managing Partners, Amrop’s Global Board Services Practice is configured to share, synthesize and replicate trends, innovations and thought leadership throughout our 57 operating markets, and act as a trusted center of excellence for our Member Firms - and thereby our clients.\r\n\r\nIn Baltics Amrop closely cooperates and is the member of Baltic Institute of Corporate Governance.\r\n\r\nClick here to meet the Core Team of the Global Board Service Practise.'), (2584, 407, '_lower_text', 'field_55c21184b1d71'), (2585, 407, 'sidebar_image_1', '382'), (2586, 407, '_sidebar_image_1', 'field_55c881fb6c442'), (2587, 407, 'sidebar_image_2', ''), (2588, 407, '_sidebar_image_2', 'field_55c882236c443'), (2589, 408, 'lower_text', 'Hästitoimivad nõukogud ületavad ootusi, olles mitmekülgsed nii demograafiliste näitajate kui ka isikuomaduste ja mõtteviisi poolest. \r\n\r\nHästifunktsioneerivad nõukogud on kokku pandud formaalse kohustuse asemel reaalse toe ja kogemuse pakkumiseks nii tänast situatsiooni kui ka ettevõtte tuleviku käekäiku silmas pidades. Nõukoguliikmete valimisel on tuttavate „siseringi inimeste“ nimetamise asemel jõutud selleni, et valiku aluseks on kandidaatide ekspertiis, objektiivsus ja ettevõtte vajadustega arvestamine, kasutades maksimaalselt ära nii tehnoloogiat kui innovatsiooni. \r\n\r\nTäna on enamuse nõukogude reaalsus veel siiski teistsugune.\r\n\r\nKasvamine ja rahvusvahelistumine toob esimest korda paljude ettevõtete fookusesesse tõsised inimressursi juhtimise küsimused. Olukorda teevad keerukamaks erinevate regulatsioonide arengud, mille sisu sõltub nii geograafilistest, omandivormilistest kui ettevõtte tegevusvaldkonna eripäradest. Tõsised dilemmad ümbritsevad pereettevõtete puhul juhtrollide üleandmist asutaja- või pereliikmetelt väljastpoolt tulnud professionaalidele, teistest organisatsioonides võivad pingeid tekitada küsimused, mis puudutavad tegevuse tsentraliseerimist/ detsentraliseerimist.\r\n\r\nHoolimata praegusest tasakaalustamata olukorrast on rahvusvaheline hea juhtimistava suundumas uute ja paremate standardite poole. \r\n\r\nSellest tulenevalt pole võimalused olulisteks muutusteks nõukogus kunagi varem olnud paremad kui praegu, mil järjest enam kasutatakse sõltumatute konsultantide abi nõukogu kokku panekul. \r\n\r\nMeie kogemused\r\n\r\nAmropi lähenemine on tagada oma kliendile mitmekesine, tulevikku vaatav ja ühtne nõukogu. Meie roll on olla usaldusväärsed nõuandjad erinevate sektorite ettevõtete juhatuse, nõukogu või nõuandva kogu liikmetele üle maailma. \r\n\r\nAmropi ülemaailmne nõukogu hindamise ja moodustamise töögrupp põhineb kolmel omavahel seotud teenusel:\r\n

Värbamine (nõukogu liikmed, nõuandvad kogud või komiteed jms)
Nõukoguliikmete hindamine
Nõukogu töö efektiivsuse hindamine
Nõustamine tasustamise osas

\r\nMeie protsess:\r\n

Selgitab välja olemasoleva nõukogu puudused oskustes, kogemustes, demograafilises koosseisus ja arvamuste mitmekesisuses
Teeb kindlaks nõukogu tugevused, mida edasi arendada
Uurib välja nõuded demograafilisele koosseisule, spetsiifilistele ja tehnilistele oskustele
Seob kiiresti muutuvad juhtimise nõuded organisatsiooni strateegiaga
Identifitseerib, hindab ja pakub välja tulevikule suunatud kandidaate, kelle tugevuseks on kaasas käia arenevate strateegiatega ja võime tegutseda üle piiride. Siinkohal on võtmeküsimusteks: (eriti sõltumatute nõukogu liikmete otsingu puhul)

\r\n

Kas ta oskab ette näha strateegiliste ja operatiivsete riskide ulatust ja keerukust?
Kas ta on võimeline pakkuma uusi asjakohaseid vaatepunkte nõukogu aruteludesse
Kas ta on valmis konstruktiivselt vaidlustama traditsioone, oletusi või eelarvamusi

\r\n

Annab juhiseid sisseelamisprotsessi välja töötamiseks ja rakendamiseks

Värbamine (nõukogu liikmed, nõuandvad kogud või komiteed jms)
Nõukoguliikmete hindamine
Nõukogu töö efektiivsuse hindamine
Nõustamine tasustamise osas

\r\nMeie protsess:\r\n

Selgitab välja olemasoleva nõukogu puudused oskustes, kogemustes, demograafilises koosseisus ja arvamuste mitmekesisuses
Teeb kindlaks nõukogu tugevused, mida edasi arendada
Uurib välja nõuded demograafilisele koosseisule, spetsiifilistele ja tehnilistele oskustele
Seob kiiresti muutuvad juhtimise nõuded organisatsiooni strateegiaga
Identifitseerib, hindab ja pakub välja tulevikule suunatud kandidaate, kelle tugevuseks on kaasas käia arenevate strateegiatega ja võime tegutseda üle piiride. Siinkohal on võtmeküsimusteks: (eriti sõltumatute nõukogu liikmete otsingu puhul)\r\n- Kas ta oskab ette näha strateegiliste ja operatiivsete riskide ulatust ja keerukust?\r\n- Kas ta on võimeline pakkuma uusi asjakohaseid vaatepunkte nõukogu aruteludesse\r\n- Kas ta on valmis konstruktiivselt vaidlustama traditsioone, oletusi või eelarvamusi

\r\n

Annab juhiseid sisseelamisprotsessi välja töötamiseks ja rakendamiseks

Värbamine (nõukogu liikmed, nõuandvad kogud või komiteed jms)
Nõukoguliikmete hindamine
Nõukogu töö efektiivsuse hindamine
Nõustamine tasustamise osas

\r\nMeie protsess:\r\n

Selgitab välja olemasoleva nõukogu puudused oskustes, kogemustes, demograafilises koosseisus ja arvamuste mitmekesisuses
Teeb kindlaks nõukogu tugevused, mida edasi arendada
Uurib välja nõuded demograafilisele koosseisule, spetsiifilistele ja tehnilistele oskustele
Seob kiiresti muutuvad juhtimise nõuded organisatsiooni strateegiaga
Identifitseerib, hindab ja pakub välja tulevikule suunatud kandidaate, kelle tugevuseks on kaasas käia arenevate strateegiatega ja võime tegutseda üle piiride. Siinkohal on võtmeküsimusteks: (eriti sõltumatute nõukogu liikmete otsingu puhul)\r\n- Kas ta oskab ette näha strateegiliste ja operatiivsete riskide ulatust ja keerukust?\r\n- Kas ta on võimeline pakkuma uusi asjakohaseid vaatepunkte nõukogu aruteludesse\r\n- Kas ta on valmis konstruktiivselt vaidlustama traditsioone, oletusi või eelarvamusi

\r\n

Annab juhiseid sisseelamisprotsessi välja töötamiseks ja rakendamiseks

\r\nAmrop aitab tagada, et organisatsioonide, mis kogevad järsku kasvu ja läbivad globaliseerumisprotsessi, juhtkonna koosseis oleks ühtaegu esinduslik ja tõhus. See tähendab, et organisatsioon ei oleks ainult kinni praegustes valitsevates juhtimisraamistikes, vaid ollakse kursis ka tuleviku trendidega.\r\n\r\nLisaks eelpoolmainitule, aitab Amrop noortel ettevõtetel ametisse valida nõukogu, kes sobitub ettevõtte põhitegevuse ja eesmärkidega ning vastab heale juhtimistavale. \r\n\r\nAmropi ülemaailmne nõukogu hindamise ja moodustamise töögrupp\r\n\r\nAmropi ülemaailmne nõukogu hindamise ja moodustamise töögrupp koosneb Amropi juhatuse liikmetest ja juhtivpartneritest ning on kokku kutsutud eesmärgiga jagada, luua ja elustada trende, innovatsiooni ning läbimõeldud juhtimist. Kõigil 57 turul, kus Amrop tegutseb, on nõukogu hindamise ja moodustamise töögrupp usaldusväärne parima praktika jagajaks Amropi võrgustiku ettevõtetele ja seeläbi klientidele. \r\n\r\nAmrop teeb Baltikumis tihedat koostööd ja on Baltic Institute of Corporate Governance liige. \r\n\r\nSiit leiad infot Amropi rahvusvahelise „nõukogu hindamise ja moodustamise töögrupi“ peamiste liikmete kohta.'), (2596, 409, '_lower_text', 'field_55c21184b1d71'), (2597, 409, 'sidebar_image_1', '387'), (2598, 409, '_sidebar_image_1', 'field_55c881fb6c442'), (2599, 409, 'sidebar_image_2', ''), (2600, 409, '_sidebar_image_2', 'field_55c882236c443'), (2602, 410, '_lower_text', 'field_55c21184b1d71'), (2603, 410, 'sidebar_image_1', '387'), (2604, 410, '_sidebar_image_1', 'field_55c881fb6c442'), (2605, 410, 'sidebar_image_2', ''), (2606, 410, '_sidebar_image_2', 'field_55c882236c443'), (2611, 413, '_wp_attached_file', '2015/08/Case-Study-Building-the-Future-copy.png'), (2612, 413, '_wp_attachment_metadata', 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`post_id`, `meta_key`, `meta_value`) VALUES (2942, 503, 'lower_text', '

What is it?

When is it needed?

How is it performed?

What is the result?

The context driven process includes:

\r\n

1. Planning & Insight

2. Management

\r\nInitial Contact\r\nPotential candidates are thoroughly screened, their qualifications examined, past performance verified, motivation and personality assessed and, where appropriate, strengths and weaknesses appraised.\r\n\r\nThroughout the search process, the client is kept informed of progress and findings. A long list of qualified candidates together with brief profiles is usually presented to the client along with recommendations of those who best meet the specifications. Aside from comprehensive candidate reports, market reaction is also constantly feedback to the client.\r\n\r\nCandidate Meetings\r\nCandidates who meet the requirements of the Context Brief and are initialy motivated will be interviewed. During the meetings candidates’ suitability and motivation to continue will be established.\r\n

3. Closure

\r\nNegotiations\r\nBoth the client and the candidate draw on our vast reservoir of knowledge in market compensation and benefits to discuss and structure a competitive and equitable package.\r\n\r\nReferences\r\nIn the final stage of the search process Amrop conducts 360^oreference check to verify and get clarification about candidate’s professional achievements, experience and personal characteristic.\r\n\r\nHandholding\r\nAfter a successful candidate has been appointed and begun their assignment, Amrop maintains an ongoing dialogue with both the candidate and the client to ensure a smooth integration into the organisation and, at the same time, assure the achievement of performance goals.\r\n

'), (2949, 504, '_lower_text', 'field_55c21184b1d71'), (2950, 504, 'sidebar_image_1', '66'), (2951, 504, '_sidebar_image_1', 'field_55c881fb6c442'), (2952, 504, 'sidebar_image_2', '67'), (2953, 504, '_sidebar_image_2', 'field_55c882236c443'), (2954, 505, 'lower_text', 'Hästitoimivad nõukogud ületavad ootusi, olles mitmekülgsed nii demograafiliste näitajate kui ka isikuomaduste ja mõtteviisi poolest.\r\n\r\nHästifunktsioneerivad nõukogud on kokku pandud formaalse kohustuse asemel reaalse toe ja kogemuse pakkumiseks nii tänast situatsiooni kui ka ettevõtte tuleviku käekäiku silmas pidades. Nõukoguliikmete valimisel on tuttavate „siseringi inimeste“ nimetamise asemel jõutud selleni, et valiku aluseks on kandidaatide ekspertiis, objektiivsus ja ettevõtte vajadustega arvestamine, kasutades maksimaalselt ära nii tehnoloogiat kui innovatsiooni.\r\n\r\nTäna on enamuse nõukogude reaalsus veel siiski teistsugune.\r\n\r\nKasvamine ja rahvusvahelistumine toob esimest korda paljude ettevõtete fookusesesse tõsised inimressursi juhtimise küsimused. Olukorda teevad keerukamaks erinevate regulatsioonide arengud, mille sisu sõltub nii geograafilistest, omandivormilistest kui ettevõtte tegevusvaldkonna eripäradest. Tõsised dilemmad ümbritsevad pereettevõtete puhul juhtrollide üleandmist asutaja- või pereliikmetelt väljastpoolt tulnud professionaalidele, teistest organisatsioonides võivad pingeid tekitada küsimused, mis puudutavad tegevuse tsentraliseerimist/ detsentraliseerimist.\r\n\r\nHoolimata praegusest tasakaalustamata olukorrast on rahvusvaheline hea juhtimistava suundumas uute ja paremate standardite poole.\r\n\r\nSellest tulenevalt pole võimalused olulisteks muutusteks nõukogus kunagi varem olnud paremad kui praegu, mil järjest enam kasutatakse sõltumatute konsultantide abi nõukogu kokku panekul.\r\n\r\nMeie kogemused\r\n\r\nAmropi lähenemine on tagada oma kliendile mitmekesine, tulevikku vaatav ja ühtne nõukogu. Meie roll on olla usaldusväärsed nõuandjad erinevate sektorite ettevõtete juhatuse, nõukogu või nõuandva kogu liikmetele üle maailma.\r\n\r\nAmropi ülemaailmne nõukogu hindamise ja moodustamise töögrupp põhineb kolmel omavahel seotud teenusel:\r\n

Värbamine (nõukogu liikmed, nõuandvad kogud või komiteed jms)
Nõukoguliikmete hindamine
Nõukogu töö efektiivsuse hindamine
Nõustamine tasustamise osas

\r\nMeie protsess:\r\n

Selgitab välja olemasoleva nõukogu puudused oskustes, kogemustes, demograafilises koosseisus ja arvamuste mitmekesisuses
Teeb kindlaks nõukogu tugevused, mida edasi arendada
Uurib välja nõuded demograafilisele koosseisule, spetsiifilistele ja tehnilistele oskustele
Seob kiiresti muutuvad juhtimise nõuded organisatsiooni strateegiaga
Identifitseerib, hindab ja pakub välja tulevikule suunatud kandidaate, kelle tugevuseks on kaasas käia arenevate strateegiatega ja võime tegutseda üle piiride. Siinkohal on võtmeküsimusteks: (eriti sõltumatute nõukogu liikmete otsingu puhul)\r\n- Kas ta oskab ette näha strateegiliste ja operatiivsete riskide ulatust ja keerukust?\r\n- Kas ta on võimeline pakkuma uusi asjakohaseid vaatepunkte nõukogu aruteludesse\r\n- Kas ta on valmis konstruktiivselt vaidlustama traditsioone, oletusi või eelarvamusi

\r\n

Annab juhiseid sisseelamisprotsessi välja töötamiseks ja rakendamiseks

Värbamine (nõukogu liikmed, nõuandvad kogud või komiteed jms)
Nõukoguliikmete hindamine
Nõukogu töö efektiivsuse hindamine
Nõustamine tasustamise osas

\r\nMeie protsess:\r\n

Selgitab välja olemasoleva nõukogu puudused oskustes, kogemustes, demograafilises koosseisus ja arvamuste mitmekesisuses
Teeb kindlaks nõukogu tugevused, mida edasi arendada
Uurib välja nõuded demograafilisele koosseisule, spetsiifilistele ja tehnilistele oskustele
Seob kiiresti muutuvad juhtimise nõuded organisatsiooni strateegiaga
Identifitseerib, hindab ja pakub välja tulevikule suunatud kandidaate, kelle tugevuseks on kaasas käia arenevate strateegiatega ja võime tegutseda üle piiride. Siinkohal on võtmeküsimusteks: (eriti sõltumatute nõukogu liikmete otsingu puhul)\r\n- Kas ta oskab ette näha strateegiliste ja operatiivsete riskide ulatust ja keerukust?\r\n- Kas ta on võimeline pakkuma uusi asjakohaseid vaatepunkte nõukogu aruteludesse\r\n- Kas ta on valmis konstruktiivselt vaidlustama traditsioone, oletusi või eelarvamusi

\r\n

Annab juhiseid sisseelamisprotsessi välja töötamiseks ja rakendamiseks

Who are our candidates?

How we treat our candidates?

What is the benefit of being our candidate?

How is it possible to join Amrop database?

\r\n

Dear CANDIDATE,

\r\n

You are not obliged to give your consent. If you choose to give your consent, you are free to withdraw it at any time, by sending an email to tallin@amrop.com. However, if you do not provide consent, or provide consent and later withdraw it, we will likely be unable to provide you with certain services, like job placement.

\r\n

Should you wish to obtain any further information on any of these issues, please reach out totallin@amrop.com

\r\n

Best regards,

\r\n

Amrop Eesti

'), (5742, 907, '_edit_lock', '1558696209:2'), (5743, 907, '_edit_last', '2'), (5744, 908, '_wp_attached_file', '2019/05/Monika.pdf'), (5751, 912, '_wp_attached_file', '2019/05/Monika-artikkel.png'), (5778, 907, 'custom_post_template', 'post-news_open.php'), (5752, 912, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:819;s:6:\"height\";i:853;s:4:\"file\";s:27:\"2019/05/Monika-artikkel.png\";s:5:\"sizes\";a:5:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:27:\"Monika-artikkel-150x150.png\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:9:\"image/png\";}s:6:\"medium\";a:4:{s:4:\"file\";s:27:\"Monika-artikkel-288x300.png\";s:5:\"width\";i:288;s:6:\"height\";i:300;s:9:\"mime-type\";s:9:\"image/png\";}s:19:\"teksta_lapa_top_img\";a:4:{s:4:\"file\";s:27:\"Monika-artikkel-738x421.png\";s:5:\"width\";i:738;s:6:\"height\";i:421;s:9:\"mime-type\";s:9:\"image/png\";}s:17:\"sidebar_image_img\";a:4:{s:4:\"file\";s:27:\"Monika-artikkel-293x236.png\";s:5:\"width\";i:293;s:6:\"height\";i:236;s:9:\"mime-type\";s:9:\"image/png\";}s:11:\"team_member\";a:4:{s:4:\"file\";s:27:\"Monika-artikkel-185x237.png\";s:5:\"width\";i:185;s:6:\"height\";i:237;s:9:\"mime-type\";s:9:\"image/png\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (5739, 904, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:278;s:6:\"height\";i:278;s:4:\"file\";s:19:\"2018/04/Monika1.jpg\";s:5:\"sizes\";a:3:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:19:\"Monika1-150x150.jpg\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:10:\"image/jpeg\";}s:17:\"sidebar_image_img\";a:4:{s:4:\"file\";s:19:\"Monika1-278x236.jpg\";s:5:\"width\";i:278;s:6:\"height\";i:236;s:9:\"mime-type\";s:10:\"image/jpeg\";}s:11:\"team_member\";a:4:{s:4:\"file\";s:19:\"Monika1-185x237.jpg\";s:5:\"width\";i:185;s:6:\"height\";i:237;s:9:\"mime-type\";s:10:\"image/jpeg\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (3011, 515, 'lower_text', 'Meie kandidaadid on tippjuhid, keskastme juhid ja tippspetsialistid.\r\n\r\nMõned neist on hetkel teelahkmel, otsides uusi väljakutseid. Enamik töötab aga praeguse tööandja juures olulistel ametikohtadel, kuid olles avatud mõtlemisega, on nad alati huvitatud tööturu suundumustest ja valmis arutama uusi võimalusi.\r\n

Millistest põhimõtetest lähtume kandidaatidega suhtlemisel?

Miks olla meie kandidaat?

\r\nMeie andmebaasiga ühinedes on kandidaadil võimalus osaleda Amropi rahvusvahelistes projektides.\r\n\r\nInfo Amropi projektide kohta suurendab kandidaatide võimalusi tööturul.\r\n

Kuidas Amrop andmebaasiga ühineda?

Millistest põhimõtetest lähtume kandidaatidega suhtlemisel?

Miks olla meie kandidaat?

\r\nMeie andmebaasiga ühinedes on kandidaadil võimalus osaleda Amropi rahvusvahelistes projektides.\r\n\r\nInfo Amropi projektide kohta suurendab kandidaatide võimalusi tööturul.\r\n

Kuidas Amrop andmebaasiga ühineda?

\r\nSelleks tuleb saata elulookirjeldus aadressil Tallinn@amrop.com\r\n\r\nSoovi korral võib kasutada ka Amrop CV vormi: $\"1440511090_icon-136-document-edit\"$ Amrop CV eesti või $\"1440511090_icon-136-document-edit\"$ Amrop CV inglise'), (3018, 516, '_lower_text', 'field_55c21184b1d71'), (3019, 516, 'sidebar_image_1', '388'), (3020, 516, '_sidebar_image_1', 'field_55c881fb6c442'), (3021, 516, 'sidebar_image_2', '389'), (3022, 516, '_sidebar_image_2', 'field_55c882236c443'), (3025, 519, '_wp_attached_file', '2015/12/MobilePayments-copy-1.png'), (3026, 519, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:408;s:6:\"height\";i:262;s:4:\"file\";s:33:\"2015/12/MobilePayments-copy-1.png\";s:5:\"sizes\";a:3:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:33:\"MobilePayments-copy-1-150x150.png\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:9:\"image/png\";}s:6:\"medium\";a:4:{s:4:\"file\";s:33:\"MobilePayments-copy-1-300x193.png\";s:5:\"width\";i:300;s:6:\"height\";i:193;s:9:\"mime-type\";s:9:\"image/png\";}s:17:\"sidebar_image_img\";a:4:{s:4:\"file\";s:33:\"MobilePayments-copy-1-293x236.png\";s:5:\"width\";i:293;s:6:\"height\";i:236;s:9:\"mime-type\";s:9:\"image/png\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (6782, 1053, 'sidebar_image_1', '388'), (6781, 1053, '_lower_text', 'field_55c21184b1d71'), (6330, 1000, '_sidebar_image_1', 'field_55c881fb6c442'), (6332, 1000, '_sidebar_image_2', 'field_55c882236c443'), (5736, 903, '_wp_attachment_metadata', 'a:5:{s:5:\"width\";i:278;s:6:\"height\";i:278;s:4:\"file\";s:18:\"2018/04/Monika.jpg\";s:5:\"sizes\";a:3:{s:9:\"thumbnail\";a:4:{s:4:\"file\";s:18:\"Monika-150x150.jpg\";s:5:\"width\";i:150;s:6:\"height\";i:150;s:9:\"mime-type\";s:10:\"image/jpeg\";}s:17:\"sidebar_image_img\";a:4:{s:4:\"file\";s:18:\"Monika-278x236.jpg\";s:5:\"width\";i:278;s:6:\"height\";i:236;s:9:\"mime-type\";s:10:\"image/jpeg\";}s:11:\"team_member\";a:4:{s:4:\"file\";s:18:\"Monika-185x237.jpg\";s:5:\"width\";i:185;s:6:\"height\";i:237;s:9:\"mime-type\";s:10:\"image/jpeg\";}}s:10:\"image_meta\";a:11:{s:8:\"aperture\";i:0;s:6:\"credit\";s:0:\"\";s:6:\"camera\";s:0:\"\";s:7:\"caption\";s:0:\"\";s:17:\"created_timestamp\";i:0;s:9:\"copyright\";s:0:\"\";s:12:\"focal_length\";i:0;s:3:\"iso\";i:0;s:13:\"shutter_speed\";i:0;s:5:\"title\";s:0:\"\";s:11:\"orientation\";i:0;}}'), (5856, 943, '_wp_attached_file', '2018/04/AmropM003.jpg'), (6331, 1000, 'sidebar_image_2', ''), (6329, 1000, 'sidebar_image_1', ''), (6327, 1000, 'lower_text', ''), (6328, 1000, '_lower_text', 'field_55c21184b1d71'), (3095, 527, 'lower_text', 'High-functioning Advisory and Executive Boards are successfully running the extra mile. They are representative and diverse, not only in terms of demographic statistics, but also in terms of characteristics (diversity of \'thought\').\r\n\r\n Their Executive and Non-executive Directors are integrated in a way that has risen beyond statutory norms to new levels of advisory excellence. They are not only fit for today, but also justifiably confident in their succession for tomorrow. Their Nominations Committees have widened their scope: from preserving a traditional inner circle of familiar candidates, to acting as an expert and objective human capital interface. One that also has a firm grip on technology and innovation.\r\n\r\nYet the reality for most Boards is different.\r\n\r\nAs organizations reconfigure for growth, globalization and ownership structure change, many are facing serious governance questions for the first time. Their task is complicated by regulatory developments whose pace and form differs by geography, ownership type, listed status and, in some countries, sector. Further dilemmas surround the transfer of leadership from family or founding members to external professionals, or structural tensions pitching centralization versus decentralization.\r\n\r\nYet, despite unevenness, the underlying trend in global governance legislation is ticking up towards new and better standards and practices, as national regulatory bodies look to the global picture for learning and synchronicity.\r\n\r\nAs such, the transformative opportunities for Boards have never been greater. All the more so, if they benefit from robust external advisorship.\r\n\r\nOur Expertise\r\n\r\nAmrop works to assure the design and implementation of diverse, forward looking and connected boards. We act as Trusted Advisor to the Executive, Supervisory and Advisory Boards of dynamic organizations all over the world, across a spectrum of industries.\r\n\r\nAmrop\'s global Board Services Practice works along four interconnected lines:\r\n

Appointments (Chairs, Independent Directors, Advisory Boards, Committees)
Board Evaluation
Board Succession Planning
Board Remuneration Advisory

\r\nOur Process\r\n

Uncovers gaps in the skills, experience, demographic and cognitive diversity of the current Board
Identifies management strengths to build upon
Examines requirements for new demographic profiles, specialist and technical skillsets
Integrates fast-evolving governance requirements and organizational strategy
Identifies, assesses, and presents Leaders For What’s Next – board members who can flex to evolving strategic and operating environments across borders. Key questions: (particularly in the search for Independent Directors, these are often an afterthought):\r\n- Can s/he anticipate the scale and complexity of strategic and operational risks?\r\n- Act as a respected catalyst, contributing in a fresh and relevant way to Board discussions?\r\n- Constructively challenge traditions, assumptions or bias?

\r\n

Guides the design and implementation of the onboarding process

\r\nFor organizations on a steep growth and globalization curve, Amrop helps ensure that their Board composition strikes the all-important balance between representativeness and leanness. That it does not only account for current governance frameworks, but looks forward to global governance trends.\r\n\r\nIn addition to optimizing existing installations, Amrop helps start-up organizations to set up Boards that fit their core business and aims and are compliant with governance standards.\r\n\r\nThe Amrop Global Board Services Practice\r\n\r\nComposed of Amrop Executive Board Members and Managing Partners, Amrop’s Global Board Services Practice is configured to share, synthesize and replicate trends, innovations and thought leadership throughout our 57 operating markets, and act as a trusted center of excellence for our Member Firms - and thereby our clients.\r\n\r\nIn Baltics Amrop closely cooperates and is the member of Baltic Institute of Corporate Governance.\r\n\r\nClick here to meet the Core Team of the Global Board Service Practise.'), (3096, 527, '_lower_text', 'field_55c21184b1d71'), (3097, 527, 'sidebar_image_1', '382'), (3098, 527, '_sidebar_image_1', 'field_55c881fb6c442'), (3099, 527, 'sidebar_image_2', ''), (3100, 527, '_sidebar_image_2', 'field_55c882236c443'), (3101, 528, 'lower_text', 'Hästitoimivad nõukogud ületavad ootusi, olles mitmekülgsed nii demograafiliste näitajate kui ka isikuomaduste ja mõtteviisi poolest.\r\n\r\nHästifunktsioneerivad nõukogud on kokku pandud formaalse kohustuse asemel reaalse toe ja kogemuse pakkumiseks nii tänast situatsiooni kui ka ettevõtte tuleviku käekäiku silmas pidades. Nõukoguliikmete valimisel on tuttavate „siseringi inimeste“ nimetamise asemel jõutud selleni, et valiku aluseks on kandidaatide ekspertiis, objektiivsus ja ettevõtte vajadustega arvestamine, kasutades maksimaalselt ära nii tehnoloogiat kui innovatsiooni.\r\n\r\nTäna on enamuse nõukogude reaalsus veel siiski teistsugune.\r\n\r\nKasvamine ja rahvusvahelistumine toob esimest korda paljude ettevõtete fookusesesse tõsised inimressursi juhtimise küsimused. Olukorda teevad keerukamaks erinevate regulatsioonide arengud, mille sisu sõltub nii geograafilistest, omandivormilistest kui ettevõtte tegevusvaldkonna eripäradest. Tõsised dilemmad ümbritsevad pereettevõtete puhul juhtrollide üleandmist asutaja- või pereliikmetelt väljastpoolt tulnud professionaalidele, teistest organisatsioonides võivad pingeid tekitada küsimused, mis puudutavad tegevuse tsentraliseerimist/ detsentraliseerimist.\r\n\r\nHoolimata praegusest tasakaalustamata olukorrast on rahvusvaheline hea juhtimistava suundumas uute ja paremate standardite poole.\r\n\r\nSellest tulenevalt pole võimalused olulisteks muutusteks nõukogus kunagi varem olnud paremad kui praegu, mil järjest enam kasutatakse sõltumatute konsultantide abi nõukogu kokku panekul.\r\n\r\nMeie kogemused\r\n\r\nAmropi lähenemine on tagada oma kliendile mitmekesine, tulevikku vaatav ja ühtne nõukogu. Meie roll on olla usaldusväärsed nõuandjad erinevate sektorite ettevõtete juhatuse, nõukogu või nõuandva kogu liikmetele üle maailma.\r\n\r\nAmropi ülemaailmne nõukogu hindamise ja moodustamise töögrupp põhineb neljal omavahel seotud teenusel:\r\n

Värbamine (nõukogu liikmed, nõuandvad kogud või komiteed jms)
Nõukoguliikmete hindamine
Nõukogu töö efektiivsuse hindamine
Nõustamine tasustamise osas

\r\nMeie protsess:\r\n

Selgitab välja olemasoleva nõukogu puudused oskustes, kogemustes, demograafilises koosseisus ja arvamuste mitmekesisuses
Teeb kindlaks nõukogu tugevused, mida edasi arendada
Uurib välja nõuded demograafilisele koosseisule, spetsiifilistele ja tehnilistele oskustele
Seob kiiresti muutuvad juhtimise nõuded organisatsiooni strateegiaga
Identifitseerib, hindab ja pakub välja tulevikule suunatud kandidaate, kelle tugevuseks on kaasas käia arenevate strateegiatega ja võime tegutseda üle piiride. Siinkohal on võtmeküsimusteks: (eriti sõltumatute nõukogu liikmete otsingu puhul)\r\n- Kas ta oskab ette näha strateegiliste ja operatiivsete riskide ulatust ja keerukust?\r\n- Kas ta on võimeline pakkuma uusi asjakohaseid vaatepunkte nõukogu aruteludesse\r\n- Kas ta on valmis konstruktiivselt vaidlustama traditsioone, oletusi või eelarvamusi

\r\n

Annab juhiseid sisseelamisprotsessi välja töötamiseks ja rakendamiseks

Как мы выстраиваем отношения с нашими кандидатами?

\r\nВ наших отношениях с кандидатами, мы руководствуемся теми же принципами, что и в работе с нашими клиентами: конфиденциальность, деликатность и взаимное уважение. Возможно, именно поэтому многие наши кандидаты становятся нашими клиентами. Наша база данных закрыта, т.е. ее могут видеть только наши консультанты.\r\n\r\nМы никогда не передаем клиенту какие-либо данные о наших кандидатах без их предварительного согласия.\r\n

В чем преимущество быть нашим кандидатом?

\r\nПрисоединившись к нашей базе данных, у кандидата может появиться возможность учавствовать в международных проектах Amrop.\r\n\r\nСотрудники компании Амроп обращаются напрямую к кандидатам из нашей базы данных и сообщают о новых проектах, тем самым открывая перспективу следующего шага в развитии карьеры.\r\n

Как присоединиться к базе данных Amrop?

\r\nОтправьте резюме по адресу ukraine@amrop.com'), (3191, 539, 'position', ''), (3192, 539, 'location', ''), (3193, 539, 'emails', ''), (3194, 539, 'phone', ''), (3195, 539, 'sidebar_image_1', '383'), (3196, 539, 'sidebar_image_2', '384'), (3197, 539, '_wp_page_template', 'candidates.php'), (3198, 539, '_edit_lock', '1457619227:1'), (3199, 539, '_edit_last', '1'), (3200, 540, 'lower_text', 'Некоторые из них в данный момент находятся на распутье, в поисках новых вызовов. Большинство работают сегодня на ключевых должностях в своих нынешних компаниях. Однако, будучи людьми открытыми и любознательными, они всегда интересуются тем, как развивается рынок труда и готовы обсуждать новые возможности.\r\n

Как мы выстраиваем отношения с нашими кандидатами?

В чем преимущество быть нашим кандидатом?

Как присоединиться к базе данных Amrop?

\r\nОтправьте резюме по адресу ukraine@amrop.com'), (3201, 540, '_lower_text', 'field_55c21184b1d71'), (3202, 540, 'sidebar_image_1', '383'), (3203, 540, '_sidebar_image_1', 'field_55c881fb6c442'), (3204, 540, 'sidebar_image_2', '384'), (3205, 540, '_sidebar_image_2', 'field_55c882236c443'), (3206, 539, '_lower_text', 'field_55c21184b1d71'), (3207, 539, '_sidebar_image_1', 'field_55c881fb6c442'), (3208, 539, '_sidebar_image_2', 'field_55c882236c443'), (3209, 542, 'lower_text', 'Деякі з них в даний момент знаходяться на роздоріжжі, в пошуках нових викликів. Більшість працюють сьогодні на ключових посадах у своїх нинішніх компаніях-роботодавцях. Однак, як люди відкриті і допитливі, вони завжди виявляють інтерес до ринку праці і готові обговорювати нові можливості.\r\n

Як ми вибудовуємо стосунки з кандидатами?

\r\nУ наших стосунках з кандидатами ми керуємося тими ж принципами, що і в роботі з нашими клієнтами: конфіденційність, делікатність і взаємна повага. Можливо, саме тому багато наших кандидатів сьогодні стають нашими клієнтами в майбутньому. Наша база даних закрита, тобто її можуть бачити тільки наші консультанти.\r\n\r\nМи ніколи не передаємо клієнту жодних даних про наших кандидатах без їхньої попередньої згоди.\r\n

У чому перевага бути нашим кандидатом?

\r\nПриєднавшись до нашої бази даних, кандидат матиме можливість брати участь в міжнародних пошуках Amrop. Наші кандидати також отримують повідомлення про проекти компанії Amrop.\r\n\r\nСпівробітники компанії Амроп звертаються безпосередньо до кандидатів з нашої бази даних і повідомляють про нові проекти, тим самим відкриваючи перспективу наступного кроку у розвитку кар\'єри.\r\n

Як приєднатися до бази даних Amrop?

\r\nНадішліть резюме за адресою ukraine@amrop.com.'), (3210, 542, 'position', ''), (3211, 542, 'location', ''), (3212, 542, 'emails', ''), (3213, 542, 'phone', ''), (3214, 542, 'sidebar_image_1', '383'), (3215, 542, 'sidebar_image_2', '384'), (3216, 542, '_wp_page_template', 'candidates.php'), (3217, 542, '_edit_lock', '1457619624:1'), (3218, 542, '_edit_last', '1'), (3219, 543, 'lower_text', 'Деякі з них в даний момент знаходяться на роздоріжжі, в пошуках нових викликів. Більшість працюють сьогодні на ключових посадах у своїх нинішніх компаніях-роботодавцях. Однак, як люди відкриті і допитливі, вони завжди виявляють інтерес до ринку праці і готові обговорювати нові можливості.\r\n

Як ми вибудовуємо стосунки з кандидатами?

У чому перевага бути нашим кандидатом?

Як приєднатися до бази даних Amrop?

\r\nНадішліть резюме за адресою ukraine@amrop.com.'), (3220, 543, '_lower_text', 'field_55c21184b1d71'), (3221, 543, 'sidebar_image_1', '383'), (3222, 543, '_sidebar_image_1', 'field_55c881fb6c442'), (3223, 543, 'sidebar_image_2', '384'), (3224, 543, '_sidebar_image_2', 'field_55c882236c443'), (3225, 542, '_lower_text', 'field_55c21184b1d71'), (3226, 542, '_sidebar_image_1', 'field_55c881fb6c442'), (3227, 542, '_sidebar_image_2', 'field_55c882236c443'); INSERT INTO `amrp_ee_postmeta` (`meta_id`, `post_id`, `meta_key`, `meta_value`) VALUES (3228, 544, 'lower_text', 'Наш успех в выполнении проектов базируется на трех основополагающих составляющих:\r\n

1. Понимание контекста

\r\nВ нашем понимании \'контекст\' означает, что мы досконально разбираемся в местных реалиях ведения бизнеса, что является важным как для клиентов, так и для кандидатов. Мы точно знаем, как добиться выполнения задачи в этих условиях. Наши клиенты получают доступ к новейшим исследованиям и информации о рынках, узнают о наличии интересующих их кандидатов и об ожиданиях самих кандидатов. Мы находим талантливых руководителей во всем мире, у нас есть опыт и глубокое понимание особенностей различных сфер и отраслей бизнеса, что имеет определяющее значение для успешного поиска. Мы прекрасно владеем ситуацией в мире через нашу крупнейшую в мире сеть из 83 офисов в 57 странах.\r\n

2. Сотрудничество со Старшим партнером

\r\nМы уверены, что в каждом поиске каждый клиент заслуживает сотрудничества со Старшим партнером. С таким партнером, который хорошо знает бизнес и который выстроил свой бизнес и зарекомендовал себя на рынке. С партнером, обладающим практическим знанием привлечения и удержания лучших руководителей. По своей природе мы предприниматели. В отличие от многочисленных традиционных компаний по поиску управленцев, нас не органичивают жесткие процедуры и корпоративные политики. Поскольку каждый партнер компании Amrop инвестирует собственные деньги в стране, где работает, мы не отступаем в трудных ситуациях, а наши клиенты получают долгосрочного партнера в реалиях местных бизнес-циклов. Старшие партнеры Amrop тесно сотрудничают с клиентами, обеспечивая уверенность в том, что потенциальный руководитель максимально соответствует бизнесу, должности и культуре компании.\r\n

3. Глобальное партнерство

\r\nБлагодаря возможностям нашей глобальной организации, клиенты и кандидаты имеют доступ к накопленным знаниям и опыту компании. Поскольку мы не ограничены иерархической или другой жесткой структурой, характерной для традиционных компаний, работающих в нашей индустрии, мы можем быстро и эффективно реагировать на потребности клиентов. Мы скорее прислушаемся к пожеланиям наших клиентов, чем к указаниям головного офиса нашей компании.\r\n\r\nМы едины в нашем контекстно-ориентированном подходе к поиску управленцев, который охватывает общие ценности, стандарты, политику и процедуры с учетом реалий местных рынков во всем мире. Имея более разветвленную сеть, чем большинство глобальных Executive Search компаний, наши консультанты знают свои рынки, так как они построили бизнес в условиях этих рынков.\r\n\r\nГде бы Вы не находились, Вы всегда в центре нашего внимания.'), (3229, 544, 'sidebar_image_1', ''), (3230, 544, 'sidebar_image_2', ''), (3231, 544, '_wp_page_template', 'about.php'), (3232, 544, '_edit_lock', '1457614321:1'), (3233, 544, '_edit_last', '1'), (3234, 545, 'lower_text', 'Наш успех в выполнении проектов базируется на трех основополагающих составляющих:\r\n

1. Понимание контекста

2. Сотрудничество со Старшим партнером

3. Глобальное партнерство

\r\nБлагодаря возможностям нашей глобальной организации, клиенты и кандидаты имеют доступ к накопленным знаниям и опыту компании. Поскольку мы не ограничены иерархической или другой жесткой структурой, характерной для традиционных компаний, работающих в нашей индустрии, мы можем быстро и эффективно реагировать на потребности клиентов. Мы скорее прислушаемся к пожеланиям наших клиентов, чем к указаниям головного офиса нашей компании.\r\n\r\nМы едины в нашем контекстно-ориентированном подходе к поиску управленцев, который охватывает общие ценности, стандарты, политику и процедуры с учетом реалий местных рынков во всем мире. Имея более разветвленную сеть, чем большинство глобальных Executive Search компаний, наши консультанты знают свои рынки, так как они построили бизнес в условиях этих рынков.\r\n\r\nГде бы Вы не находились, Вы всегда в центре нашего внимания.'), (3235, 545, '_lower_text', 'field_55c21184b1d71'), (3236, 545, 'sidebar_image_1', ''), (3237, 545, '_sidebar_image_1', 'field_55c881fb6c442'), (3238, 545, 'sidebar_image_2', ''), (3239, 545, '_sidebar_image_2', 'field_55c882236c443'), (3240, 544, '_lower_text', 'field_55c21184b1d71'), (3241, 544, '_sidebar_image_1', 'field_55c881fb6c442'), (3242, 544, '_sidebar_image_2', 'field_55c882236c443'), (3243, 546, 'lower_text', 'Наш успіх у виконанні проектів базується на трьох основних складових:\r\n

1. Розуміння контексту

\r\nРозуміння контексту означає, що ми належним чином уявляємо місцеві реалії ведення бізнесу, що є важливим і для клієнтів, і для кандидатів. Ми точно знаємо, як домогтися виконання задачі у цих умовах. Наші клієнти отримують доступ до останніх досліджень та інформацію про ринки, узнають про наявність кандидатів та їхні очікування. Ми знаходимо талановитих керівників по всьому світові, у нас є досвід і глибоке розуміння особливостей різних сфер і галузей бізнесу, що має вирішальне значення для успішного пошуку. Ми чудово володіємо ситуацією в світі через свою найбільшу в світі мережу з 83 офісів у 57 країнах.\r\n

2. Співпраця зі Старшим партнером

\r\nМи впевнені, що у кожному пошуку кожен клієнт заслуговує на співпрацю зі Старшим партнером. З таким партнером, який добре знає бізнес та який вибудував свій бізнес і репутацію на цьому ринку. З партнером із практичними знаннями стосовно того, яким чином залучити й утримати найкращих управлінців. За своєю природою ми підприємці. На відміну від багаточисельних традиційних компаній з пошуку управлінців, нас не стримують жорсткі процедури та корпоративні політики. Оскільки партнери компанії Amrop вкладають свої власні кошти в країнах, де працюють, ми не відступаємо у важких ситуаціях, а наші клієнти отримують довгострокового партнера у реаліях місцевих бізнес-циклів. Старші партнери Amrop тісно співпрацюють з клієнтами, забезпечуючи повну впевненість у тому, що потенційний керівник максимально відповідає бізнесу, вимогам до посади та культурі компанії.\r\n

3. Глобальна організація/Глобальне партнерство

1. Розуміння контексту

2. Співпраця зі Старшим партнером

3. Глобальна організація/Глобальне партнерство

\r\nЗавдяки можливостям нашої глобальної організації, клієнти і кандидати мають доступ до накопичених компанією знань і досвіду. Оскільки ми не обмежені ієрархічною чи будь-якою іншою жорсткою структурою, характерною для традиційних компаній, що працюють в нашій індустрії, ми можемо швидко і ефективно реагувати на потреби клієнтів. Ми радше прислуховуємося до наших клієнтів, ніж до центрального офісу нашої компанії.\r\n\r\nМи єдині в нашому контекстно-орієнтованому підході до пошуку управлінців, який охоплює спільні цінності, стандарти, політику та процедури, з урахуванням реалій місцевих ринків. Маючи найбільш розгалужену мережу, ніж більшість глобальних Executive Search компаній, наші консультанти краще знають свої ринки, оскільки вони побудували бізнес в умовах цих ринків.\r\n\r\nДе б Ви не знаходилися, Ви завжди в центрі нашої уваги.'), (3250, 547, '_lower_text', 'field_55c21184b1d71'), (3251, 547, 'sidebar_image_1', ''), (3252, 547, '_sidebar_image_1', 'field_55c881fb6c442'), (3253, 547, 'sidebar_image_2', ''), (3254, 547, '_sidebar_image_2', 'field_55c882236c443'), (3257, 546, '_sidebar_image_2', 'field_55c882236c443'), (3258, 548, '_wp_page_template', 'services.php'), (3259, 548, '_edit_last', '1'), (3260, 549, 'lower_text', ''), (3261, 549, '_lower_text', 'field_55c21184b1d71'), (3262, 549, 'sidebar_image_1', ''), (3263, 549, '_sidebar_image_1', 'field_55c881fb6c442'), (3264, 549, 'sidebar_image_2', ''), (3265, 549, '_sidebar_image_2', 'field_55c882236c443'), (3266, 548, 'lower_text', ''), (3267, 548, '_lower_text', 'field_55c21184b1d71'), (3268, 548, 'sidebar_image_1', ''), (3269, 548, '_sidebar_image_1', 'field_55c881fb6c442'), (3270, 548, 'sidebar_image_2', ''), (3271, 548, '_sidebar_image_2', 'field_55c882236c443'), (3272, 548, '_edit_lock', '1457614569:1'), (3273, 550, 'lower_text', ''), (3274, 550, 'sidebar_image_1', ''), (3275, 550, 'sidebar_image_2', ''), (3276, 550, '_wp_page_template', 'services.php'), (3277, 550, '_edit_last', '1'), (3278, 551, 'lower_text', ''), (3279, 551, '_lower_text', 'field_55c21184b1d71'), (3280, 551, 'sidebar_image_1', ''), (3281, 551, '_sidebar_image_1', 'field_55c881fb6c442'), (3282, 551, 'sidebar_image_2', ''), (3283, 551, '_sidebar_image_2', 'field_55c882236c443'), (3284, 550, '_lower_text', 'field_55c21184b1d71'), (3285, 550, '_sidebar_image_1', 'field_55c881fb6c442'), (3286, 550, '_sidebar_image_2', 'field_55c882236c443'), (3287, 550, '_edit_lock', '1457614608:1'), (3288, 552, '_wp_page_template', 'news.php'), (3289, 552, '_edit_last', '1'), (3290, 552, '_edit_lock', '1457614438:1'), (3291, 554, '_wp_page_template', 'news.php'), (3292, 554, '_edit_last', '1'), (3293, 554, '_edit_lock', '1457614458:1'), (3294, 556, '_wp_page_template', 'articles.php'), (3295, 556, '_edit_last', '1'), (3296, 556, '_edit_lock', '1457614625:1'), (3297, 558, '_wp_page_template', 'articles.php'), (3298, 558, '_edit_last', '1'), (3299, 558, '_edit_lock', '1457614543:1'), (3300, 560, 'lower_text', 'Аналитики и консультанты компании Amrop тщательно изучают целевой рынок кандидатов, проводят сравнительный анализ компаний-конкурентов, находят кандидатов, которые не только обладают необходимым опытом и профессиональными компетенциями, но и соответствуют корпоративной культуре организации. Старший партнер компании Amrop лично участвует в каждом проекте до его успешного завершения.\r\n\r\nДля обеспечения эффективности международных поисков, Amrop использует возможности своей глобальной сети. Как правило, проектная команда включает консультантов из стран, где ведется поиск, и которые понимают местные реалии бизнеса в сочетании с возможностями глобальной организации. Мы также вовлекаем в проект консультантов с компетенциями в конкретных отраслях. Международные поиски координирует ведущий консультант, который непосредственно взаимодействует с клиентом.\r\n

Контекстно-ориентированный процесс включает в себя:

\r\n

1. Планирование и понимание глубинных причин и взаимосвязей

\r\nОценка контекста\r\nДосконально изучив потребности компании-клиента, мы получаем комплексное понимание организации, ее бизнес-целей, культуры, а также требования к должности. Мы также тщательно анализируем то, почему данная должность может быть интересна рынку.\r\n\r\nПрофиль поиска\r\nНа данном этапе консультанты помогают клиенту сформировать основные задачи, требования и обязанности кандидата на данной должности. В то же время Amrop готовит информационные материалы с описанием компании и возможностей для потенциальных кандидатов.\r\n\r\nАнализ рынка\r\nАналитики компании Amrop собирают и анализируют необходимую информацию по каждому конкретному поиску. Используя возможности глобальной сети Amrop, они быстро получают доступ к дополнительной информации относительно быстро меняющихся рынков и о потребностях и предпочтениях самих кандидатов.\r\n\r\nСтратегия поиска\r\nМы составляем и согласовываем с Клиентом план поиска, что часто требует сочетания предыдущего опыта и творческого подхода консультанта. Это очень важный шаг, так как он определяет направление поиска.\r\n

2. Управление проектом

\r\nПервичный контакт\r\nПотенциальные кандидаты проходят тщательный отбор: мы проверяем их квалификацию, профессиональные достижения на предыдущих местах работы, оцениваем мотивацию и личностные качества кандидатов, а также их сильные и слабые стороны.\r\n\r\nНа протяжении всего процесса поиска, мы информируем клиента о ходе и результатах проекта. Мы предоставляем клиенту длинный список квалифицированных кандидатов, а по окончании поиска - краткий список из кандидатов, наиболее соответствующих критериям поиска. Кроме исчерпывающих отчетов о кандидатах, мы также постоянно передаем клиенту обратную связь с рынка.\r\n\r\nВстречи с кандидатами \r\nКандидатов, соответствующих требованиям, мы предлагаем для рассмотрения клиенту. На каждом этапе переговоров мы получаем обратную связь от каждой стороны относительно результатов встречи, а также тщательно оцениваем заинтересованность каждого участника процесса.\r\n

3. Завершение

\r\nПереговоры\r\nКак клиент, так и кандидат могут рассчитывать на нашу поддержку в процессе обсуждения и определения конкурентоспособного компенсационного пакета, используя наш многолетний опыт и накопленные знания в начислении заработной платы и системы бонусов.\r\n\r\nПроверка рекомендаций\r\nРуководствуясь нормами местного законодательства, мы осуществляем тщательную проверку рекомендаций для подтверждения профессиональных достижений кандидатов. Кроме подтверждения сильных сторон кандидата, нашей целью является выявление слабых сторон, а также определение возможных зон риска. В результате этого процесса клиент получает отчет, который способствует интеграции финалиста в компанию.\r\n\r\nПостпроектный этап\r\nПосле назначения кандидата и начала его работы в должности, Amrop поддерживает постоянный диалог как с кандидатом, так и с клиентом, с целью обеспечения постепенной интеграции кандидата в организацию, а также достижений целей. На этом этапе при необходимости Amrop может обеспечить коммуникацию с прессой, а также внутреннюю коммуникацию в организации в связи с новым назначением.\r\n

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Контекстно-ориентированный процесс включает в себя:

\r\n

1. Планирование и понимание глубинных причин и взаимосвязей

2. Управление проектом

3. Завершение

'), (3307, 561, '_lower_text', 'field_55c21184b1d71'), (3308, 561, 'sidebar_image_1', '66'), (3309, 561, '_sidebar_image_1', 'field_55c881fb6c442'), (3310, 561, 'sidebar_image_2', '67'), (3311, 561, '_sidebar_image_2', 'field_55c882236c443'), (3312, 560, '_lower_text', 'field_55c21184b1d71'), (3313, 560, '_sidebar_image_1', 'field_55c881fb6c442'), (3314, 560, '_sidebar_image_2', 'field_55c882236c443'), (3315, 562, 'lower_text', 'Аналитики и консультанты компании Amrop тщательно изучают целевой рынок кандидатов, проводят сравнительный анализ компаний-конкурентов, находят кандидатов, которые не только обладают необходимым опытом и профессиональными компетенциями, но и соответствуют корпоративной культуре организации. Старший партнер компании Amrop лично участвует в каждом проекте до его успешного завершения.\r\n\r\nДля обеспечения эффективности международных поисков, Amrop использует возможности своей глобальной сети. Как правило, проектная команда включает консультантов из стран, где ведется поиск, и которые понимают местные реалии бизнеса в сочетании с возможностями глобальной организации. Мы также вовлекаем в проект консультантов с компетенциями в конкретных отраслях. Международные поиски координирует ведущий консультант, который непосредственно взаимодействует с клиентом.\r\n

Контекстно-ориентированный процесс включает в себя:

\r\n

1. Планирование и понимание глубинных причин и взаимосвязей

2. Управление проектом

3. Завершение

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'field_55c881fb6c442'), (6754, 1047, 'sidebar_image_2', ''), (6755, 1047, '_sidebar_image_2', 'field_55c882236c443'), (6307, 998, 'emails', 'janis.bedritis@amrop.lv'), (6306, 998, '_location', 'field_55c21f21f8b66'), (6305, 998, 'location', 'Tallinn, Estonia'), (6301, 996, '_thumbnail_id', '997'), (6302, 996, '_wp_page_template', 'team.php'), (6303, 998, 'position', 'Associate Partner'), (6304, 998, '_position', 'field_55c21f09f8b65'), (4975, 779, 'lower_text', 'Mõned neist on hetkel teelahkmel, otsides uusi väljakutseid. Enamik töötab aga praeguse tööandja juures olulistel ametikohtadel, kuid olles avatud mõtlemisega, on nad alati huvitatud tööturu suundumustest ja valmis arutama uusi võimalusi.\r\n

Millistest põhimõtetest lähtume kandidaatidega suhtlemisel?

Miks olla meie kandidaat?

\r\nMeie andmebaasiga ühinedes on kandidaadil võimalus osaleda Amropi rahvusvahelistes projektides.\r\n\r\nInfo Amropi projektide kohta suurendab kandidaatide võimalusi tööturul.\r\n

Kuidas Amrop andmebaasiga ühineda?

\r\n

Lugupeetud KANDIDAAT!

\r\n

GDPR kandidaadi nõusoleku vorm

\r\nSoovi korral võib kasutada ka Amropi CV vorme: Amrop CV est või Amrop CV eng\r\n\r\nKui soovite lisainfot või teil tekkis küsimusi, palun edastage need tallinn@amrop.com.\r\n\r\n \r\n

Lugupidamisega

\r\n

Amrop Eesti

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Enamik töötab aga praeguse tööandja juures olulistel ametikohtadel, kuid olles avatud mõtlemisega, on nad alati huvitatud tööturu suundumustest ja valmis arutama uusi võimalusi.\r\n

Millistest põhimõtetest lähtume kandidaatidega suhtlemisel?

Miks olla meie kandidaat?

\r\nMeie andmebaasiga ühinedes on kandidaadil võimalus osaleda Amropi rahvusvahelistes projektides.\r\n\r\nInfo Amropi projektide kohta suurendab kandidaatide võimalusi tööturul.\r\n

Kuidas Amrop andmebaasiga ühineda?

\r\n

Lugupeetud KANDIDAAT!

\r\n

Kui soovite lisainfot või teil tekkis küsimusi, palun edastage need tallinn@amrop.com.

\r\n

Lugupidamisega

\r\n

Amrop Eesti

\r\n

Consent Form_ Candidate_EE_ Est

Millistest põhimõtetest lähtume kandidaatidega suhtlemisel?

Miks olla meie kandidaat?

\r\nMeie andmebaasiga ühinedes on kandidaadil võimalus osaleda Amropi rahvusvahelistes projektides.\r\n\r\nInfo Amropi projektide kohta suurendab kandidaatide võimalusi tööturul.\r\n

Kuidas Amrop andmebaasiga ühineda?

\r\n

Lugupeetud KANDIDAAT!

\r\n

Kui soovite lisainfot või teil tekkis küsimusi, palun edastage need tallinn@amrop.com.

\r\n

Lugupidamisega

\r\n

Amrop Eesti

\r\n

GDPR kandidaadi nõusoleku vorm_ EST

\r\nSoovi korral võib kasutada ka Amropi CV vorme: Amrop CV est või Amrop CV eng'), (4836, 757, 'lower_text', 'Mõned neist on hetkel teelahkmel, otsides uusi väljakutseid. Enamik töötab aga praeguse tööandja juures olulistel ametikohtadel, kuid olles avatud mõtlemisega, on nad alati huvitatud tööturu suundumustest ja valmis arutama uusi võimalusi.\r\n

Millistest põhimõtetest lähtume kandidaatidega suhtlemisel?

Miks olla meie kandidaat?

\r\nMeie andmebaasiga ühinedes on kandidaadil võimalus osaleda Amropi rahvusvahelistes projektides.\r\n\r\nInfo Amropi projektide kohta suurendab kandidaatide võimalusi tööturul.\r\n

Kuidas Amrop andmebaasiga ühineda?

\r\n

Lugupeetud KANDIDAAT!

\r\n

Kui soovite lisainfot või teil tekkis küsimusi, palun edastage need tallinn@amrop.com.

\r\n

Lugupidamisega

\r\n

Amrop Eesti

\r\n

Consent Form_ Candidate_EE_ Est

\r\nSoovi korral võib kasutada ka Amrop CV vormi: $\"1440511090_icon-136-document-edit\"$ Amrop CV eesti või $\"1440511090_icon-136-document-edit\"$ Amrop CV inglise'), (4837, 757, '_lower_text', 'field_55c21184b1d71'), (4838, 757, 'sidebar_image_1', '388'), (4839, 757, '_sidebar_image_1', 'field_55c881fb6c442'), (4840, 757, 'sidebar_image_2', '389'), (4841, 757, '_sidebar_image_2', 'field_55c882236c443'), (5007, 785, '_wp_attachment_metadata', 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Millistest põhimõtetest lähtume kandidaatidega suhtlemisel?

Miks olla meie kandidaat?

\r\nMeie andmebaasiga ühinedes on kandidaadil võimalus osaleda Amropi rahvusvahelistes projektides.\r\n\r\nInfo Amropi projektide kohta suurendab kandidaatide võimalusi tööturul.\r\n

Kuidas Amrop andmebaasiga ühineda?

\r\n

Lugupeetud KANDIDAAT!

\r\n

Kui soovite lisainfot või teil tekkis küsimusi, palun edastage need tallinn@amrop.com.

\r\n

Lugupidamisega

\r\n

Amrop Eesti

\r\n

GDPR kandidaadi nõusoleku vorm_ EST

\r\nSoovi korral võib kasutada ka Amropi CV vorme: Amrop CV est või Amrop CV eng'), (4955, 773, '_lower_text', 'field_55c21184b1d71'), (4956, 773, 'sidebar_image_1', '388'), (4957, 773, '_sidebar_image_1', 'field_55c881fb6c442'), (4958, 773, 'sidebar_image_2', '389'), (4959, 773, '_sidebar_image_2', 'field_55c882236c443'), (4961, 774, '_lower_text', 'field_55c21184b1d71'), (4962, 774, 'sidebar_image_1', '388'), (4963, 774, '_sidebar_image_1', 'field_55c881fb6c442'), (4964, 774, 'sidebar_image_2', '389'), (4965, 774, '_sidebar_image_2', 'field_55c882236c443'), (4966, 775, '_wp_attached_file', '2015/08/GDPR-Consent-Form_candidate_ENG.docx'), (4967, 776, '_wp_attached_file', '2015/08/CV-Amrop-eng.docx'), (5544, 874, 'position', 'Managing Partner'), (5545, 874, '_position', 'field_55c21f09f8b65'), (5546, 874, 'location', 'Tallinn, Estonia'), (5547, 874, '_location', 'field_55c21f21f8b66'), (5548, 874, 'emails', 'aiga.arste@amrop.com'), (5549, 874, '_emails', 'field_55c21f2df8b67'), (5550, 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Context Driven Executive Search – this is our strength

\r\nWhat does it mean?', 'Team', '', 'publish', 'open', 'open', '', 'team', '', '', '2018-09-29 11:34:59', '2018-09-29 11:34:59', '', 0, 'http://iconcept.lv/amrop.ee/?page_id=9', 2, 'page', '', 0), (10, 1, '2015-08-05 11:54:04', '2015-08-05 11:54:04', '', 'Team', '', 'inherit', 'open', 'open', '', '9-revision-v1', '', '', '2015-08-05 11:54:04', '2015-08-05 11:54:04', '', 9, 'http://iconcept.lv/amrop.ee/2015/08/05/9-revision-v1/', 0, 'revision', '', 0), (11, 1, '2015-08-05 11:54:22', '2015-08-05 11:54:22', 'To reach us please find our contact details or send us a message via contact form below.', 'Contacts', '', 'publish', 'open', 'open', '', 'contacts', '', '', '2019-01-02 08:15:26', '2019-01-02 08:15:26', '', 0, 'http://iconcept.lv/amrop.ee/?page_id=11', 4, 'page', '', 0), (303, 1, '2015-08-27 09:48:59', '2015-08-27 09:48:59', 'To reach us please find our contact details or send us a message via contact form below.', 'Contact', '', 'inherit', 'closed', 'closed', '', '11-revision-v1', '', '', '2015-08-27 09:48:59', '2015-08-27 09:48:59', '', 11, 'http://iconcept.lv/amrop.ee/news/11-revision-v1', 0, 'revision', '', 0), (12, 1, '2015-08-05 11:54:22', '2015-08-05 11:54:22', '', 'For Candidates', '', 'inherit', 'open', 'open', '', '11-revision-v1', '', '', '2015-08-05 11:54:22', '2015-08-05 11:54:22', '', 11, 'http://iconcept.lv/amrop.ee/2015/08/05/11-revision-v1/', 0, 'revision', '', 0), (13, 1, '2015-08-05 11:54:31', '2015-08-05 11:54:31', '', 'Contact', '', 'inherit', 'open', 'open', '', '11-revision-v1', '', '', '2015-08-05 11:54:31', '2015-08-05 11:54:31', '', 11, 'http://iconcept.lv/amrop.ee/2015/08/05/11-revision-v1/', 0, 'revision', '', 0), (850, 2, '2019-01-02 09:15:05', '2019-01-02 09:15:05', '', 'Värbamisekspert välismaalasi naljalt Eestisse juhiks ei meelita', '', 'inherit', 'open', 'closed', '', 'varbamisekspert_-valismaalasi-naljalt-eestisse-juhiks-ei-meelita-arileht-ee', '', '', '2019-01-02 09:15:40', '2019-01-02 09:15:40', '', 849, 'http://www.amrop.ee/wp-content/uploads/2019/01/Värbamisekspert_-välismaalasi-naljalt-Eestisse-juhiks-ei-meelita-ärileht.ee_.pdf', 0, 'attachment', 'application/pdf', 0), (346, 1, '2015-10-15 13:31:41', '2015-10-15 13:31:41', 'Estonia has gone through huge economical progress since regaining indpendence. New generation of managers has emerged who have whitnessed not only economic growth but also strong recession. Baltic countries are more and more integrated with European and global economy.', 'Team', '', 'inherit', 'closed', 'closed', '', '9-revision-v1', '', '', '2015-10-15 13:31:41', '2015-10-15 13:31:41', '', 9, 'http://iconcept.lv/amrop.ee/news/9-revision-v1', 0, 'revision', '', 0), (33, 1, '2015-08-05 12:15:00', '2015-08-05 12:15:00', ' ', '', '', 'publish', 'open', 'closed', '', '33', '', '', '2021-04-12 12:45:44', '2021-04-12 12:45:44', '', 5, 'http://iconcept.lv/amrop.ee/?p=33', 8, 'nav_menu_item', '', 0), (34, 1, '2015-08-05 12:15:00', '2015-08-05 12:15:00', ' ', '', '', 'publish', 'open', 'closed', '', '34', '', '', '2021-04-12 12:45:44', '2021-04-12 12:45:44', '', 5, 'http://iconcept.lv/amrop.ee/?p=34', 7, 'nav_menu_item', '', 0), (35, 1, '2015-08-05 13:37:19', '2015-08-05 13:37:19', '

Management Assessment is a proven tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market.

', 'Leadership assessment', '', 'inherit', 'open', 'open', '', '27-revision-v1', '', '', '2015-08-05 13:37:19', '2015-08-05 13:37:19', '', 27, 'http://iconcept.lv/amrop.ee/2015/08/05/27-revision-v1/', 0, 'revision', '', 0), (36, 1, '2015-08-05 13:39:29', '2015-08-05 13:39:29', '', 'Services,Team,Candidates,Contacts', '', 'publish', 'closed', 'closed', '', 'acf_servicesteamcandidatescontacts', '', '', '2015-10-15 14:32:16', '2015-10-15 14:32:16', '', 0, 'http://iconcept.lv/amrop.ee/?post_type=acf&p=36', 0, 'acf', '', 0), (37, 1, '2015-08-05 13:40:13', '2015-08-05 13:40:13', '

', 'Leadership assessment', '', 'inherit', 'open', 'open', '', '27-revision-v1', '', '', '2015-08-05 13:40:13', '2015-08-05 13:40:13', '', 27, 'http://iconcept.lv/amrop.ee/2015/08/05/27-revision-v1/', 0, 'revision', '', 0), (38, 1, '2015-08-05 13:47:31', '2015-08-05 13:47:31', '

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Nunc pretium sed arcu non pellentesque.

', 'Team', '', 'inherit', 'open', 'open', '', '9-revision-v1', '', '', '2015-08-05 13:47:31', '2015-08-05 13:47:31', '', 9, 'http://iconcept.lv/amrop.ee/2015/08/05/9-revision-v1/', 0, 'revision', '', 0), (349, 1, '2015-10-15 14:33:00', '2015-10-15 14:33:00', 'Management Assessment is a proven, structured, comprehensive, objective and tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market. It is related to a specific set of criteria, (specific for position, role or managerial level), based on professional and documentable observations and measures.', 'Leadership assessment', '', 'inherit', 'closed', 'closed', '', '27-revision-v1', '', '', '2015-10-15 14:33:00', '2015-10-15 14:33:00', '', 27, 'http://iconcept.lv/amrop.ee/news/27-revision-v1', 0, 'revision', '', 0), (40, 1, '2015-08-05 14:37:29', '2015-08-05 14:37:29', '', 'Team sub', '', 'publish', 'closed', 'closed', '', 'acf_team-sub', '', '', '2015-08-12 13:05:32', '2015-08-12 13:05:32', '', 0, 'http://iconcept.lv/amrop.ee/?post_type=acf&p=40', 0, 'acf', '', 0), (41, 1, '2015-08-05 14:39:40', '2015-08-05 14:39:40', 'Aiga has been working in executive search business since 1996, when she joined Amrop International in Latvia as a first local representative. She developed the company to the biggest player in the market in senior level recruitment.\r\n\r\nSince 1999, when she was appointed as Managing partner, she has been leading executive search assignments in Latvia, Lithuania and Estonia in a range of sectors, including Financal Services, Manufacturing, Retail, IT & Telecommunications, Pharmaceutical and other industries. Many of these assignments has been regional searches, covering all three Baltic markets. She also has been leading management audit assignments in the Baltics. Aiga has been the co-owner of Amrop Estonia together with Viesturs Lieģis since 2013 and is acting also as Managing Partner in Estonia cince October 2018.\r\n\r\nAiga graduated from University of Latvia with a Bachelor degree in Psychology and with MBA from Riga Business School.\r\n\r\nShe speaks Latvian, English and Russian', 'Aiga Ārste – Avotiņa', '', 'publish', 'open', 'open', '', 'aiga-avotina-2', '', '', '2019-10-23 07:30:29', '2019-10-23 07:30:29', '', 9, 'http://iconcept.lv/amrop.ee/?page_id=41', 1, 'page', '', 0), (760, 2, '2018-09-29 11:27:46', '2018-09-29 11:27:46', ' \r\n\r\nAiga has been working in executive search business since 1996, when she joined Amrop International in Latvia as a first local representative. She developed the company to the biggest player in the market in senior level recruitment.\r\n\r\nSince 1999, when she was appointed as Managing partner, she has been leading executive search assignments in Latvia, Lithuania and Estonia in a range of sectors, including Financal Services, Manufacturing, Retail, IT & Telecommunications, Pharmaceutical and other industries. Many of these assignments has been regional searches, covering all three Baltic markets. She also has been leading management audit assignments in the Baltics.\r\n\r\nAiga graduated from University of Latvia with a Bachelor degree in Psychology and with MBA from Riga Business School.\r\n\r\nShe speaks Latvian, English and Russian', 'Aiga Ārste – Avotiņa', '', 'inherit', 'closed', 'closed', '', '41-revision-v1', '', '', '2018-09-29 11:27:46', '2018-09-29 11:27:46', '', 41, 'http://www.amrop.ee/news/41-revision-v1', 0, 'revision', '', 0), (729, 2, '2018-04-03 11:42:15', '2018-04-03 11:42:15', ' \r\n\r\nOtt Karolin is a Managing Partner in Amrop‘s Tallinn office, joining the firm in March 2014.\r\n\r\nOtt has more than 25 years of working experience in different senior management boards and teams operating in highly dynamic environment, often with bias towards sales and marketing and also HR management. He has been driving culture change, start-up and change management in different organizations in financial, FMCG and real estate sector. Ott has extensive experience as CEO and senior management Board Member in different business sectors. He has been working with different customer oriented businesses through growth and recession periods. He has been Chairman of Board of Directors in Eesti Talleks AS for 5 years and Member of Board of Directors in City Motors AS and Baltic Workboats AS\r\n\r\nOtt has obtained Bachelor’s degree as engineer (cum laude) from Estonian Agricultural University and EMBA degree from Helsinki School of Economics and Business Administration.\r\n\r\n \r\n\r\n ', 'Ott Karolin', '', 'inherit', 'closed', 'closed', '', '41-revision-v1', '', '', '2018-04-03 11:42:15', '2018-04-03 11:42:15', '', 41, 'http://www.amrop.ee/news/41-revision-v1', 0, 'revision', '', 0), (43, 1, '2015-08-05 14:39:40', '2015-08-05 14:39:40', '', 'Name Surname', '', 'inherit', 'open', 'open', '', '41-revision-v1', '', '', '2015-08-05 14:39:40', '2015-08-05 14:39:40', '', 41, 'http://iconcept.lv/amrop.ee/2015/08/05/41-revision-v1/', 0, 'revision', '', 0), (45, 1, '2015-08-05 14:57:32', '2015-08-05 14:57:32', '

Lorem ipsum dolor sit amet, consectetur adipiscing elit. In condimentum ac tortor vestibulum posuere. Donec nec semper libero. Etiam libero metus, semper et dignissim vel, iaculis non ipsum.\r\n

', 'Contact', '', 'inherit', 'open', 'open', '', '11-revision-v1', '', '', '2015-08-05 14:57:32', '2015-08-05 14:57:32', '', 11, 'http://iconcept.lv/amrop.ee/2015/08/05/11-revision-v1/', 0, 'revision', '', 0), (46, 1, '2015-08-06 13:55:32', '2015-08-06 13:55:32', 'Management Assessment is a proven tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market.', 'Amrop News', '', 'publish', 'open', 'open', '', 'news', '', '', '2015-12-01 10:08:01', '2015-12-01 10:08:01', '', 0, 'http://iconcept.lv/amrop.ee/?page_id=46', 0, 'page', '', 0), (47, 1, '2015-08-06 13:55:32', '2015-08-06 13:55:32', '

', 'Amrop News', '', 'inherit', 'open', 'open', '', '46-revision-v1', '', '', '2015-08-06 13:55:32', '2015-08-06 13:55:32', '', 46, 'http://iconcept.lv/amrop.ee/2015/08/06/46-revision-v1/', 0, 'revision', '', 0), (53, 1, '2015-08-07 12:14:32', '2015-08-07 12:14:32', 'Management Assessment is a proven tailor-made evaluation methodology to assess the leadership competencies of top and middle level managers as well as to benchmark the existing management team of the company against the current market.', 'Uudised', '', 'publish', 'open', 'open', '', 'uudised', '', '', '2015-12-01 09:55:58', '2015-12-01 09:55:58', '', 0, 'http://iconcept.lv/amrop.ee/?page_id=53', 0, 'page', '', 0), (54, 1, '2015-08-07 12:14:32', '2015-08-07 12:14:32', '

', 'Amrop jaunumi', '', 'inherit', 'open', 'open', '', '53-revision-v1', '', '', '2015-08-07 12:14:32', '2015-08-07 12:14:32', '', 53, 'http://iconcept.lv/amrop.ee/2015/08/07/53-revision-v1/', 0, 'revision', '', 0), (341, 1, '2015-10-14 14:08:27', '2015-10-14 14:08:27', 'Eesti on teinud läbi tohutu arengu alates taasiseseisvumisest. Tänaseks on peale kasvamas uus juhtide põlvkond, kelle tegutsemiskeskkond ei ole olnud pidevas kasvufaasis, vaid on kogetud ka tõsist majanduskriisi.', 'Meeskond', '', 'inherit', 'closed', 'closed', '', '79-revision-v1', '', '', '2015-10-14 14:08:27', '2015-10-14 14:08:27', '', 79, 'http://iconcept.lv/amrop.ee/news/79-revision-v1', 0, 'revision', '', 0), (337, 1, '2015-09-24 07:41:02', '2015-09-24 07:41:02', 'Amrop is a Context Driven Global Executive Search network. We help our clients build their businesses by finding ‘Leaders For What’s Next’ – top talent adept at working across borders, in markets around the world.', 'Amrop', '', 'inherit', 'closed', 'closed', '', '102-revision-v1', '', '', '2015-09-24 07:41:02', '2015-09-24 07:41:02', '', 102, 'http://iconcept.lv/amrop.ee/news/102-revision-v1', 0, 'revision', '', 0), (338, 1, '2015-09-24 07:41:13', '2015-09-24 07:41:13', 'Amrop on konteksti arvestav globaalne sihtotsingu võrgustik. Toetame oma kliente nende äri arendamisel, aidates neil leida „Leader’s For What’s Next” – tippjuhid, kellel kogemust ka piiriüleste ning rahvusvaheliste turgudega.', 'Amrop', '', 'inherit', 'closed', 'closed', '', '104-revision-v1', '', '', '2015-09-24 07:41:13', '2015-09-24 07:41:13', '', 104, 'http://iconcept.lv/amrop.ee/news/104-revision-v1', 0, 'revision', '', 0), (513, 1, '2015-12-01 12:52:06', '2015-12-01 12:52:06', 'Nõukogu kui organisatsiooni strateegilise keskme esmane ülesanne on tagada juhitava ettevõtte kestev elujõulisus. Sealjuures nõukogu enda vitaalsus on sama oluline. Nõukogud on strateegilisi ja operatiivseid otsuseid tehes järjest rohkem avaliku tähelepanu ning osanike ja huvirühmade surve all, kes on väga informeeritud.', 'Nõukogu moodustamine', '', 'inherit', 'closed', 'closed', '', '378-revision-v1', '', '', '2015-12-01 12:52:06', '2015-12-01 12:52:06', '', 378, 'http://iconcept.lv/amrop.ee/news/378-revision-v1', 0, 'revision', '', 0), (61, 1, '2015-08-10 08:28:45', '2015-08-10 08:28:45', '', 'Amrop articles', '', 'publish', 'closed', 'closed', '', 'acf_amrop-articles', '', '', '2015-11-30 12:47:29', '2015-11-30 12:47:29', '', 0, 'http://iconcept.lv/amrop.ee/?post_type=acf&p=61', 0, 'acf', '', 0), (66, 1, '2015-08-10 11:00:16', '2015-08-10 11:00:16', '', 'cont2', '', 'inherit', 'open', 'open', '', 'cont2', '', '', '2015-08-10 11:00:16', '2015-08-10 11:00:16', '', 11, 'http://iconcept.lv/amrop.ee/wp-content/uploads/2015/08/cont2.png', 0, 'attachment', 'image/png', 0), (67, 1, '2015-08-10 11:00:17', '2015-08-10 11:00:17', '', 'cont3', '', 'inherit', 'open', 'open', '', 'cont3', '', '', '2015-08-10 11:00:17', '2015-08-10 11:00:17', '', 11, 'http://iconcept.lv/amrop.ee/wp-content/uploads/2015/08/cont3.png', 0, 'attachment', 'image/png', 0), (65, 1, '2015-08-10 10:55:59', '2015-08-10 10:55:59', '

Lorem ipsum dolor sit amet, consectetur adipiscing elit. In condimentum ac tortor vestibulum posuere. Donec nec semper libero. Etiam libero metus, semper et dignissim vel, iaculis non ipsum.\r\n

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Lorem ipsum dolor sit amet, consectetur adipiscing elit. In condimentum ac tortor vestibulum posuere. Donec nec semper libero. Etiam libero metus, semper et dignissim vel, iaculis non ipsum.\r\n

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Lorem ipsum dolor sit amet, consectetur adipiscing elit. Nunc pretium sed arcu non pellentesque.

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Lorem ipsum dolor sit amet, consectetur adipiscing elit. Nunc pretium sed arcu non pellentesque.

\r\nAga mida see tähendab?', 'Meeskond', '', 'inherit', 'closed', 'closed', '', '79-revision-v1', '', '', '2018-10-03 11:02:13', '2018-10-03 11:02:13', '', 79, 'http://www.amrop.ee/news/79-revision-v1', 0, 'revision', '', 0), (842, 2, '2019-01-02 08:29:04', '2019-01-02 08:29:04', 'Aiga Ārste – Avotiņa on töötanud sihtotsingu valdkonnas alates 1996. aastast, kui ta ühines esimese kohaliku esindajana Amrop Lätiga ning käivitas Amropi tegevust Lätis ja Leedus. Aiga on arendanud ettevõtte tippjuhtide värbamise turul üheks suurimaks tegijaks. Alates Lätis partneriks saamisest 1999. aastal, on ta juhtinud sihtotsingu projekte Eestis, Lätis, Leedus ja Ukrainas erinevates valdkondades, sealhulgas tootmine, farma, jaemüük, IT ja telekommunikatsioon, taristu jpt., ning viinud edukalt läbi üle 440 sihtotsingu projekti rahvusvahelistes ja kohalikes ettevõtetes. Mitmed neist projektidest on olnud regionaalsed, hõlmates kõiki kolme Balti riiki. Ta on viinud läbi ka juhtimisauditeid Baltikumis ja Põhjamaades. Alates 2013. aastast on Aiga olnud Amrop Eesti kaasomanik koos Viesturs Lieģisiga ning alates oktoobrist 2018 ka Amrop Eesti juhtivpartneri rollis.\r\n\r\nAiga on lõpetanud Läti Ülikooli bakaleaureuse kraadiga psühholooogias ja Riia Ärikooli magistrikraadiga.\r\n\r\nAiga räägib läti, inglise ja vene keelt.\r\n\r\n ', 'Aiga Ārste – Avotiņa', '', 'inherit', 'closed', 'closed', '', '789-revision-v1', '', '', '2019-01-02 08:29:04', '2019-01-02 08:29:04', '', 789, 'http://www.amrop.ee/news/789-revision-v1', 0, 'revision', '', 0), (817, 2, '2018-12-14 12:46:41', '2018-12-14 12:46:41', 'Aiga Ārste – Avotiņa on töötanud sihtotsingu valdkonnas alates 1996. aastast, kui ta ühines esimese kohaliku esindajana Amrop Lätiga ning käivitas Amropi tegevust Lätis ja Leedus. Aiga on arendanud ettevõtte tippjuhtide värbamise turul üheks suurimaks tegijaks. Alates Lätis partneriks saamisest 1999. aastal, on ta juhtinud sihtotsingu projekte Eestis, Lätis, Leedus ja Ukrainas erinevates valdkondades, sealhulgas tootmine, farma, jaemüük, IT ja telekommunikatsioon, taristu jpt., ning viinud edukalt läbi üle 440 sihtotsingu projekti rahvusvahelistes ja kohalikes ettevõtetes. Mitmed neist projektidest on olnud regionaalsed, hõlmates kõiki kolme Balti riiki. Ta on viinud läbi ka juhtimisauditeid Baltikumis ja Põhjamaades. Alates 2013. aastast on Aiga olnud Amrop Eesti kaasomanik koos Viesturs Lieģisiga ning alates oktoobrist 2018 ka Amrop Eesti juhtivpartneri rollis.\n\nAiga on lõpetanud Läti Ülikooli bakaleaureuse kraadiga psühholooogias ja Riia Ärikooli magistrikraadiga.\n\nAiga räägib läti, inglise ja vene keelt.\n\n ', 'Aiga Ārste – Avotiņa', '', 'inherit', 'closed', 'closed', '', '789-autosave-v1', '', '', '2018-12-14 12:46:41', '2018-12-14 12:46:41', '', 789, 'http://www.amrop.ee/news/789-autosave-v1', 0, 'revision', '', 0), (813, 2, '2018-11-22 09:23:38', '2018-11-22 09:23:38', 'Äripäevale andis huvitava intervjuu Amropi endine juht ja praegune partnerite nõukogu esimees Ulrich Dade, kelle hinnangul on praegu valmis ettevõtteid juhtima paljud säravad noored talendid, kuid peamine küsimus on, kas ettevõtted suudavad lõimida edukalt uut juhitalentide töövoogu ja organisatsioonikultuuri. \r\nTäies mahus artikli leiad Äripäevast: Tippjuhtide otsija näeb võimalust idu-mulli lõhkemises\r\n', 'Amropi partnerite nõukogu esimees Ulrich Dade andis intervjuu Äripäevale', '', 'publish', 'closed', 'closed', '', 'amropi-partnerite-noukogu-esimees-ulrich-dade-andis-intervjuu-aripaevale', '', '', '2018-11-22 09:24:09', '2018-11-22 09:24:09', '', 53, 'http://www.amrop.ee/?page_id=813', 2, 'page', '', 0), (687, 2, '2018-01-08 15:00:07', '2018-01-08 15:00:07', 'Ott Karolin is a Managing Partner in Amrop Tallinn office, joining the firm in March 2014.\r\n\r\nOtt has 20 years of working experience in different senior management boards and teams operating in highly dynamic environment, often with bias towards sales and marketing and also HR management. He has been driving culture change, start-up and change management in different organizations in financial, FMCG and real estate sector. Ott has worked in different cultural environments including Scandinavia, Southern Europe, Russia, and Balkans being responsible for various cross-border projects including greenfield start-ups, business expansions, sales and marketing. He has been developing and implementing HR strategy and policies for different business lines and organizations of different size.\r\n\r\nOtt has obtained Bachelor’s degree (cum laude) from Estonian Agricultural University in Land Reclamation Engineering and EMBA degree from Helsinki School of Economics and Business Administration.\r\n\r\nHe speaks Estonian, English, Finnish and Russian.', 'Ott Karolin', '', 'inherit', 'closed', 'closed', '', '41-revision-v1', '', '', '2018-01-08 15:00:07', '2018-01-08 15:00:07', '', 41, 'http://www.amrop.ee/news/41-revision-v1', 0, 'revision', '', 0), (697, 2, '2018-03-08 14:19:00', '2018-03-08 14:19:00', 'Helen Väljaste on konsultant Amropi Tallinna kontoris. Helen liitus Amropiga 2006. aastal researcher\' positsioonil, liikudes sealt edasi projektijuhi ning seejärel konsultandi rolli. Ta on juhtinud personaliotsinguid erinevates sektorites ning tasemetel nii Eestis kui olnud seotud ka mitmete Baltikumi ja regionaalsete otsingutega. Amropile eelnevalt töötas ta Eesti trükifirmas ning USA\'s kaubandusketi Linens’ N Things kaubandusosakonnas.\r\n\r\nHelen on lõpetanud Tallinna Ülikooli bakalaureusekraadiga infoteaduses ja Bergen Community College’i (USA) diplomiõppe programmi ärijuhtimises.\r\n\r\nTa räägib eesti, inglise ja soome keelt ja algtasemel ka vene keelt.', 'Helen Väljaste', '', 'inherit', 'closed', 'closed', '', '261-revision-v1', '', '', '2018-03-08 14:19:00', '2018-03-08 14:19:00', '', 261, 'http://www.amrop.ee/news/261-revision-v1', 0, 'revision', '', 0), (700, 2, '2018-03-08 14:23:53', '2018-03-08 14:23:53', 'Helen Väljaste is a Consultant in Amrop Tallinn office. Helen joined Amrop in 2006 as a Researcher, taking later Assignment Manager and then Consultant role. She has led wide spectrum of search assignments in various sectors both in Estonian market as well been involved with several assignments on Baltic and regional level. She has previously worked for the Estonian printing company and in Merchandising Department in U.S. retail chain.\r\n\r\nHelen graduated from Tallinn University with a Bachelor’s degree in Information Sciences and also has an Associate degree in Business Administration from Bergen Community College in USA.\r\n\r\nShe speaks Estonian and English and has an understanding of Finnish and basic knowledge in Russian.', 'Helen Väljaste', '', 'inherit', 'closed', 'closed', '', '259-revision-v1', '', '', '2018-03-08 14:23:53', '2018-03-08 14:23:53', '', 259, 'http://www.amrop.ee/news/259-revision-v1', 0, 'revision', '', 0), (1039, 2, '2021-04-12 12:35:56', '2021-04-12 12:35:56', 'Hanna Pentsa is a Researcher in Amrop Tallinn Office. She joined Amrop in March 2021. She has previously worked in Tallinn University of Technology in Estonia as a mathematics teacher and consultant. Managed student council as HR and organized university projects in Tallinn University of Technology.\r\n\r\nShe’s currently working on her Bachelor’s degree at Business Administration specialised in entrepreneurship and management at Tallinn University of Technology.\r\nHanna speaks Estonian and English.', 'Hanna Pentsa', '', 'inherit', 'closed', 'closed', '', '1038-revision-v1', '', '', '2021-04-12 12:35:56', '2021-04-12 12:35:56', '', 1038, 'http://www.amrop.ee/news/1038-revision-v1', 0, 'revision', '', 0), (1040, 2, '2021-04-12 12:40:48', '2021-04-12 12:40:48', 'Hanna Pentsa on otsinguspetsialist Amropi Tallinna kontoris. Hanna liitus Amropiga 2021. aasta märtsis. Eelnevalt on ta töötanud Tallinna Tehnikaülikoolis õppejõuna ja nõustajana. Juhtinud üliõpilaskogu personalijuhina ning vedanud eest Tallinna Tehnikaülikooli siseseid suurprojekte.\r\n\r\nHanna on hetkel omandamas bakalaureusekraadi Tallinna Tehnikaülikoolis ärinduse eriala, spetsialiseerumisega ettevõtlusele ja juhtimisele.\r\nHanna räägib eesti ja inglise keelt.', 'Hanna Pentsa', '', 'publish', 'closed', 'closed', '', 'hanna-pentsa-2', '', '', '2021-04-12 12:42:43', '2021-04-12 12:42:43', '', 79, 'http://www.amrop.ee/?page_id=1040', 0, 'page', '', 0), (1041, 2, '2021-04-12 12:40:48', '2021-04-12 12:40:48', 'Hanna Pentsa on otsinguspetsialist Amropi Tallinna kontoris. Hanna liitus Amropiga 2021. aasta märtsis. Eelnevalt on ta töötanud Tallinna Tehnikaülikoolis õppejõuna ja nõustajana. Juhtinud üliõpilaskogu personalijuhina ning vedanud eest Tallinna Tehnikaülikooli siseseid suurprojekte.\r\n\r\nHanna on hetkel omandamas bakalaureusekraadi Tallinna Tehnikaülikoolis ärinduse eriala, spetsialiseerumisega ettevõtlusele ja juhtimisele.\r\nHanna räägib eesti ja inglise keelt.', 'Hanna Pentsa', '', 'inherit', 'closed', 'closed', '', '1040-revision-v1', '', '', '2021-04-12 12:40:48', '2021-04-12 12:40:48', '', 1040, 'http://www.amrop.ee/news/1040-revision-v1', 0, 'revision', '', 0), (1042, 2, '2021-04-12 12:42:43', '2021-04-12 12:42:43', 'Hanna Pentsa on otsinguspetsialist Amropi Tallinna kontoris. Hanna liitus Amropiga 2021. aasta märtsis. Eelnevalt on ta töötanud Tallinna Tehnikaülikoolis õppejõuna ja nõustajana. Juhtinud üliõpilaskogu personalijuhina ning vedanud eest Tallinna Tehnikaülikooli siseseid suurprojekte.\r\n\r\nHanna on hetkel omandamas bakalaureusekraadi Tallinna Tehnikaülikoolis ärinduse eriala, spetsialiseerumisega ettevõtlusele ja juhtimisele.\r\nHanna räägib eesti ja inglise keelt.', 'Hanna Pentsa', '', 'inherit', 'closed', 'closed', '', '1040-revision-v1', '', '', '2021-04-12 12:42:43', '2021-04-12 12:42:43', '', 1040, 'http://www.amrop.ee/news/1040-revision-v1', 0, 'revision', '', 0), (1048, 2, '2021-04-30 10:48:27', '2021-04-30 10:48:27', 'Helen Väljaste is a Consultant in Amrop Tallinn office. Helen joined Amrop in 2006 as a Researcher, taking later Assignment Manager and then Consultant role. She has led wide spectrum of search assignments in various sectors both in Estonian market as well been involved with several assignments on Baltic and regional level. She has previously worked for the Estonian printing company and in Merchandising Department in U.S. retail chain.\r\n\r\nHelen graduated from Tallinn University with a Bachelor’s degree in Information Sciences and also has an Associate degree in Business Administration from Bergen Community College in USA.\r\n\r\nShe speaks Estonian and English and has an understanding of Finnish and basic knowledge in Russian.', 'Helen Väljaste', '', 'inherit', 'closed', 'closed', '', '259-revision-v1', '', '', '2021-04-30 10:48:27', '2021-04-30 10:48:27', '', 259, 'http://www.amrop.ee/news/259-revision-v1', 0, 'revision', '', 0); INSERT INTO `amrp_ee_posts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES (1034, 2, '2021-04-09 13:29:07', '2021-04-09 13:29:07', 'Liisa Raavel on otsinguspetsialist Amropi Tallinna kontoris. Liisa liitus Amropiga 2021. aasta veebruaris. Eelnevalt on ta töötanud Riigikontrollis personalijuhi praktikandina, juhtinud õpilasfirmat ja vedanud eest üle-eestilisi projekte.\r\n\r\nLiisa on hetkel omandamas bakalaureusekraadi Tallinna Tehnikaülikoolis avaliku halduse ja riigiteaduste erialal.\r\n\r\nLiisa räägib eesti ja inglise keelt.', 'Liisa Raavel', '', 'inherit', 'closed', 'closed', '', '1014-autosave-v1', '', '', '2021-04-09 13:29:07', '2021-04-09 13:29:07', '', 1014, 'http://www.amrop.ee/news/1014-autosave-v1', 0, 'revision', '', 0), (1035, 2, '2021-04-09 13:29:14', '2021-04-09 13:29:14', 'Liisa Raavel on otsinguspetsialist Amropi Tallinna kontoris. Liisa liitus Amropiga 2021. aasta veebruaris. Eelnevalt on ta töötanud Riigikontrollis personalijuhi praktikandina, juhtinud õpilasfirmat ja vedanud eest üle-eestilisi projekte.\r\n\r\nLiisa on hetkel omandamas bakalaureusekraadi Tallinna Tehnikaülikoolis avaliku halduse ja riigiteaduste erialal.\r\n\r\nLiisa räägib eesti ja inglise keelt.', 'Liisa Raavel', '', 'inherit', 'closed', 'closed', '', '1014-revision-v1', '', '', '2021-04-09 13:29:14', '2021-04-09 13:29:14', '', 1014, 'http://www.amrop.ee/news/1014-revision-v1', 0, 'revision', '', 0), (1036, 2, '2021-04-09 13:30:08', '2021-04-09 13:30:08', 'Liisa Raavel is a Researcher in Amrop Tallinn Office. She joined Amrop in February 2021. She has previously worked in National Audit Office in Estonia as a HR manager trainee, managed a student company and organized projects in Estonia.\r\n\r\nShe’s currently working on her Bachelor’s degree at Public Administration and Governance at Tallinn University of Technology.\r\n\r\nLiisa speaks Estonian and English.', 'Liisa Raavel', '', 'inherit', 'closed', 'closed', '', '1017-revision-v1', '', '', '2021-04-09 13:30:08', '2021-04-09 13:30:08', '', 1017, 'http://www.amrop.ee/news/1017-revision-v1', 0, 'revision', '', 0), (1037, 2, '2021-04-12 12:29:26', '2021-04-12 12:29:26', '', 'Hanna P', '', 'inherit', 'open', 'closed', '', 'hanna-p', '', '', '2021-04-12 12:29:26', '2021-04-12 12:29:26', '', 0, 'http://www.amrop.ee/wp-content/uploads/2021/04/Hanna-P.jpg', 0, 'attachment', 'image/jpeg', 0), (1038, 2, '2021-04-12 12:35:56', '2021-04-12 12:35:56', 'Hanna Pentsa is a Researcher in Amrop Tallinn Office. She joined Amrop in March 2021. She has previously worked in Tallinn University of Technology in Estonia as a mathematics teacher and consultant. Managed student council as HR and organized university projects in Tallinn University of Technology.\r\n\r\nShe’s currently working on her Bachelor’s degree at Business Administration specialised in entrepreneurship and management at Tallinn University of Technology.\r\nHanna speaks Estonian and English.', 'Hanna Pentsa', '', 'publish', 'closed', 'closed', '', 'hanna-pentsa', '', '', '2021-04-12 12:43:04', '2021-04-12 12:43:04', '', 9, 'http://www.amrop.ee/?page_id=1038', 0, 'page', '', 0), (730, 2, '2018-04-03 11:46:50', '2018-04-03 11:46:50', 'Ott Karolin is a Managing Partner in Amrop‘s Tallinn office, joining the firm in March 2014.\r\n\r\nOtt has more than 25 years of working experience in different senior management boards and teams operating in highly dynamic environment, often with bias towards sales and marketing and also HR management. He has been driving culture change, start-up and change management in different organizations in financial, FMCG and real estate sector. Ott has extensive experience as CEO and senior management Board Member in different business sectors. He has been working with different customer oriented businesses through growth and recession periods. He has been Chairman of Board of Directors in Eesti Talleks AS for 5 years and Member of Board of Directors in City Motors AS and Baltic Workboats AS\r\n\r\nOtt has obtained Bachelor’s degree as engineer (cum laude) from Estonian Agricultural University and EMBA degree from Helsinki School of Economics and Business Administration.\r\n\r\n \r\n\r\n ', 'Ott Karolin', '', 'inherit', 'closed', 'closed', '', '41-revision-v1', '', '', '2018-04-03 11:46:50', '2018-04-03 11:46:50', '', 41, 'http://www.amrop.ee/news/41-revision-v1', 0, 'revision', '', 0); INSERT INTO `amrp_ee_posts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES (745, 1, '2018-05-28 14:11:38', '2018-05-28 14:11:38', '

Executive Search Baltics OÜ

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PRIVACY POLICY

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This Policy
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This Policy is provided by Executive Search Baltics OÜ (“Executive Search Baltics OÜ”, “we” or “us”), and is addressed to individuals outside our organisation with whom we interact, including (but not limited to) Candidates, Participants and Sources (together, “you”). Defined terms used in this Policy are explained in Section (L) below.

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For the purposes of this Policy, Executive Search Baltics OÜ is the Data Controller. Contact details are provided in Section (K) below.

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This Policy may be amended or updated from time to time to reflect changes in our practices with respect to the Processing of Personal Data, or changes in applicable law. We encourage you to read this Policy carefully, and to regularly check this page to review any changes we might make in accordance with the terms of this Policy.

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Processing your Personal Data
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Collection of Personal Data: We may collect Personal Data about you, such as your name, address and contact details. Examples of sources from which we may collect Personal Data include the following:

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We may obtain your Personal Data when you provide it to us (e.g., where you contact us via email or telephone, or by any other means).
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We may collect your Personal Data in the ordinary course of our relationship with you (e.g., if we offer to connect you with our Clients we may collect your Personal Data that are related to such Client opportunities, such as your résumé).
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We may receive your Personal Data from other members of the Amrop network of firms, to the extent that those members provide it to us.
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We may collect Personal Data that you manifestly choose to make public, including via social media (e.g., we may collect information from your social media profile(s), to the extent that you choose to make your profile publicly visible or available to one of our employees).
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We may receive your Personal Data from third parties who provide it to us (e.g., past employers; referees; and law enforcement agencies).
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We may, with your prior express written consent, conduct background checks, in accordance with the protections provided by applicable law.
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Creation of Personal Data: We may also create Personal Data about you, such as records of any interviews you attend. This Personal Data helps us to conduct our operations and manage our legitimate business interests.

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Personal Data you provide about others: In some circumstances, you may provide us with Personal Data about others. For example, you might act as a Source and provide comments on a Candidate or Participant. Whenever you provide any such Personal Data, we rely on you to ensure that you have a lawful basis for providing such Personal Data to us, and that you have complied with applicable law and with the terms of this Policy. If you are unable to do so, please refrain from providing the Personal Data of third parties to us.

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Relevant Personal Data: The categories of Personal Data about you that we may Process include:

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\r\n Purpose \r\n	\r\n Types \r\n	\r\n Lawful basis \r\n
\r\n Gather referrals from you about a candidate \r\n	\r\n Name \r\n	\r\n Consent or Legitimate interest of our client to recruit employees, if you have not been involved in our placement projects \r\n
\r\n Surname \r\n
\r\n Job title \r\n
\r\n Contact information \r\n
\r\n Marketing: Information about or leadership consulting services \r\n	\r\n Candidate name \r\n	\r\n Consent \r\n
\r\n Candidate surname \r\n
\r\n Candidate contact information \r\n
\r\n Considering you as a candidate for clients of OÜ Executive Search Baltics and storing your profile in our database \r\n	\r\n Curriculum Vitae \r\n	\r\n Legitimate interest of our client to recruit employees, when we process your personal data in the market research phase. We shall obtain your consent once we would like to invite you to an interview or share your personal data with a client. \r\n
\r\n Name \r\n
\r\n Phone number \r\n
\r\n E-mail address \r\n
\r\n Educational history \r\n
\r\n Employment history \r\n
\r\n Degree(s) and other qualifications \r\n
\r\n Languages and other skills \r\n
\r\n Nationality \r\n
\r\n Current job title and role / function \r\n
\r\n Salary and compensation data (including non-salary benefits, bonuses and incentives and other financial information) \r\n
\r\n Annual leave information \r\n
\r\n Retirement and pensions information \r\n
\r\n Performance reviews and disciplinary information \r\n
\r\n Views and opinions regarding the suitability of the Candidate for a particular role within a client’s organisation \r\n
\r\n Social media presence and activity \r\n
\r\n Training and development, \r\n
\r\n Compliance with applicable policies, procedures, standards and guidelines and related investigations \r\n

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Processing your Sensitive Personal Data: We do not seek to collect or otherwise Process your Sensitive Personal Data, except where:

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the Processing is required or permitted by applicable law (e.g., to comply with diversity reporting obligations);
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the Processing is necessary for the detection or prevention of crime;
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the Processing is necessary for the establishment, exercise or defence of legal rights; or
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we have, in accordance with applicable law, obtained your prior explicit consent before Processing your Sensitive Personal Data (as above, this legal basis is only used in relation to Processing that is entirely voluntary – it is not used for Processing that is necessary or obligatory in any way).
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Disclosure of Personal Data to third parties
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We may disclose your Personal Data to other members of the Amrop Partnership network, for legitimate business purposes (including providing services to you and operating our Sites), in accordance with applicable law.

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In addition, we may disclose your Personal Data to:

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our Clients, for the purposes of providing services to those Clients, in accordance with the provisions of this Policy;
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third party Processors (such as providers of background checking services), located anywhere in the world, subject to the requirements noted below in this Section (C).
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If we engage a third-party Processor to Process your Personal Data, the Processor will be subject to binding contractual obligations to: (i) only Process the Personal Data in accordance with our prior written instructions; and (ii) use measures to protect the confidentiality and security of the Personal Data or (iii) have a statutory obligation of confidentiality.

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International transfer of Personal Data
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Because of the international nature of our business, we may need to transfer your Personal Data to other entities within the Amrop Partnership network, and to third parties as noted in Section (C) above, in connection with the purposes set out in this Policy. For this reason, we may transfer your Personal Data to other countries that may have different laws and data protection compliance requirements to those that apply in the country in which you are located. In particular, your Personal Data may be disclosed to other members of the Amrop Partnership network, to the extent appropriate, in connection with any Client opportunities in respect of which you are a Candidate, or any Leadership Assessment in which you are a Participant.

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Where we transfer your Personal Data to other countries, we do so on the basis of Standard Contractual Clauses whereby we intend to ensure, that the recipients process your personal Data according to the standards and requirements valid in EU. You may request a copy of our Standard Contractual Clauses using the contact details provided in Section (K) below.

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Data Security
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We have implemented appropriate technical and organizational security measures designed to protect your Personal Data against accidental or unlawful destruction, loss, alteration, unauthorised disclosure, unauthorised access, and other unlawful or unauthorised forms of Processing, in accordance with applicable law.

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You are responsible for the ensuring that any Personal Data that you send to us are sent securely.

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Data Accuracy
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Your Personal Data that we Process will be kept accurate and, where necessary, kept up to date. We take every reasonable step to ensure that:

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your Personal Data that we Process are accurate and, where necessary, kept up to date; and
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any of your Personal Data that we Process that are inaccurate (having regard to the purposes for which they are Processed) are erased or rectified without delay.
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From time to time we may ask you to confirm the accuracy of your Personal Data.

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Data Minimisation
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We take every reasonable step to ensure that your Personal Data that we Process are limited to the Personal Data reasonably required in connection with the purposes set out in this Policy.

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Data Retention
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We will keep copies of your Personal Data in a form that permits identification only for as long as is necessary in connection with the purposes set out in this Policy, unless applicable law permits or requires a shorter or longer retention period.

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The criteria for determining the duration for which we will keep your Personal data are as follows: we will retain your Personal Data for as long as we have your permission to contact you. Should you wish to withdraw that permission, you may do so using the contact details provided in Section (K) below.

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Your legal rights
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Subject to applicable law, you may have a number of rights regarding the Processing of your Personal Data, including:

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the right to request access to, or copies of, your Personal Data that we Process or control;
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the right to request rectification of any inaccuracies in your Personal Data;
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the right to request, on legitimate grounds:
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  erasure of your Personal Data that we Process or control; or
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  restriction of Processing of your Personal Data that we Process or control;
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the right to object, on legitimate grounds, to the Processing of your Personal Data;
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the right to have your Personal Data transferred to another Controller, to the extent applicable;
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where we Process your Personal Data on the basis of your consent, the right to withdraw that consent; and
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the right to lodge complaints regarding the Processing of your Personal Data with a Data Protection Authority – Estonian Data Protection Inspectorate (Andmekaitse Inspektsioon).
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This does not affect your statutory rights.

\r\n

To exercise one or more of these rights, or to ask a question about these rights or any other provision of this Policy, or about our Processing of your Personal Data, please use the contact details provided in Section ) below.

\r\n\r\n

\r\n
Your obligations
\r\n

\r\n

If, and to the extent that, you are a Candidate or Participant, we rely on you to provide us with complete and accurate Personal Data about you, so that we can provide appropriate services to you and to our Clients.

\r\n

If, and to the extent that, you are a Source, we rely on you to ensure that you are lawfully able to disclose Personal Data to us, as set out in this Policy.

\r\n\r\n

\r\n
Contact details
\r\n

\r\n

If you have any comments, questions or concerns about any of the information in this Policy, or any other issues relating to the Processing of Personal Data by Executive Search Baltics OÜ, please contact us at e-mail tallinn@amrop.com or +372 6408700.

\r\n\r\n

\r\n
Definitions
\r\n

\r\n

\r\n
‘Candidate’ means a candidate, or potential candidate, for a position with a Client.
\r\n

\r\n

\r\n
‘Client’ means a client of Executive Search Baltics OÜ, or any other member of the Amrop network.
\r\n

\r\n

\r\n
‘Controller’ means the entity that decides how and why Personal Data is Processed. In many jurisdictions, the Controller has primary responsibility for complying with applicable data protection laws.
\r\n

\r\n

\r\n
‘Data Protection Authority’ means an independent public authority that is legally tasked with overseeing compliance with applicable data protection laws.
\r\n

\r\n

\r\n
‘Leadership Assessment’ means any leadership assessment service (including, but not limited to, any management audit, leadership consulting service, coaching, team development, team effectiveness analysis, or succession planning) provided by the Controller to the Client for the purposes of assessing the leadership potential of its own Personnel or other individuals selected by the Client.
\r\n

\r\n

\r\n
‘Participant’ means any individual participating in a Leadership Assessment.
\r\n

\r\n

\r\n
‘Personal Data’ means information that is about any individual, or from which any individual is identifiable. Examples of Personal Data that we may Process are provided in Section (B) above.
\r\n

\r\n

\r\n
‘Personnel’ means any current, former or prospective employee, consultant, temporary worker, intern, other non-permanent employee, contractor, secondee or other personnel.
\r\n

\r\n

\r\n
‘Process’, ‘Processing’ or ‘Processed’ means anything that is done with any Personal Data, whether or not by automated means, such as collection, recording, organisation, structuring, storage, adaptation or alteration, retrieval, consultation, use, disclosure by transmission, dissemination or otherwise making available, alignment or combination, restriction, erasure or destruction.
\r\n

\r\n

\r\n
‘Processor’ means any person or entity that Processes Personal Data on behalf of the Controller (other than employees of the Controller).
\r\n

\r\n

\r\n
‘Sensitive Personal Data’ means Personal Data about race or ethnicity, political opinions, religious or philosophical beliefs, trade union membership, physical or mental health, sexual life, any actual or alleged criminal offences or penalties, national identification number, or any other information that may be deemed to be sensitive under applicable law.
\r\n

\r\n

\r\n
‘Source’ means any person that provides any view or opinion regarding the qualities of any Candidate or Participant, for any purpose, including but not limited to the suitability of a Candidate or Participant for a particular role.
\r\n

', 'PRIVACY POLICY', '', 'publish', 'closed', 'closed', '', 'privacy-policy', '', '', '2018-05-29 07:53:54', '2018-05-29 07:53:54', '', 0, 'http://www.amrop.ee/?page_id=745', 0, 'page', '', 0); INSERT INTO `amrp_ee_posts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES (746, 1, '2018-05-28 14:11:38', '2018-05-28 14:11:38', '

Executive Search Baltics OÜ

\r\n

PRIVACY POLICY

\r\n\r\n

\r\n
This Policy
\r\n

\r\n

For the purposes of this Policy, Executive Search Baltics OÜ is the Data Controller. Contact details are provided in Section (K) below.

\r\n

\r\n\r\n

\r\n
Processing your Personal Data
\r\n

\r\n

\r\n\r\n

\r\n
We may obtain your Personal Data when you provide it to us (e.g., where you contact us via email or telephone, or by any other means).
\r\n
\r\n
We may collect your Personal Data in the ordinary course of our relationship with you (e.g., if we offer to connect you with our Clients we may collect your Personal Data that are related to such Client opportunities, such as your résumé).
\r\n
\r\n
We may receive your Personal Data from other members of the Amrop network of firms, to the extent that those members provide it to us.
\r\n
\r\n
We may collect Personal Data that you manifestly choose to make public, including via social media (e.g., we may collect information from your social media profile(s), to the extent that you choose to make your profile publicly visible or available to one of our employees).
\r\n
\r\n
We may receive your Personal Data from third parties who provide it to us (e.g., past employers; referees; and law enforcement agencies).
\r\n
\r\n
We may, with your prior express written consent, conduct background checks, in accordance with the protections provided by applicable law.
\r\n

\r\n

Relevant Personal Data: The categories of Personal Data about you that we may Process include:

\r\n Purpose \r\n	\r\n Types \r\n	\r\n Lawful basis \r\n
\r\n Gather referrals from you about a candidate \r\n	\r\n Name \r\n	\r\n Consent or Legitimate interest of our client to recruit employees, if you have not been involved in our placement projects \r\n
\r\n Surname \r\n
\r\n Job title \r\n
\r\n Contact information \r\n
\r\n Marketing: Information about or leadership consulting services \r\n	\r\n Candidate name \r\n	\r\n Consent \r\n
\r\n Candidate surname \r\n
\r\n Candidate contact information \r\n
\r\n Considering you as a candidate for clients of OÜ Executive Search Baltics and storing your profile in our database \r\n	\r\n Curriculum Vitae \r\n	\r\n Legitimate interest of our client to recruit employees, when we process your personal data in the market research phase. We shall obtain your consent once we would like to invite you to an interview or share your personal data with a client. \r\n
\r\n Name \r\n
\r\n Phone number \r\n
\r\n E-mail address \r\n
\r\n Educational history \r\n
\r\n Employment history \r\n
\r\n Degree(s) and other qualifications \r\n
\r\n Languages and other skills \r\n
\r\n Nationality \r\n
\r\n Current job title and role / function \r\n
\r\n Salary and compensation data (including non-salary benefits, bonuses and incentives and other financial information) \r\n
\r\n Annual leave information \r\n
\r\n Retirement and pensions information \r\n
\r\n Performance reviews and disciplinary information \r\n
\r\n Views and opinions regarding the suitability of the Candidate for a particular role within a client’s organisation \r\n
\r\n Social media presence and activity \r\n
\r\n Training and development, \r\n
\r\n Compliance with applicable policies, procedures, standards and guidelines and related investigations \r\n

\r\n

Processing your Sensitive Personal Data: We do not seek to collect or otherwise Process your Sensitive Personal Data, except where:

\r\n\r\n

\r\n
the Processing is required or permitted by applicable law (e.g., to comply with diversity reporting obligations);
\r\n
\r\n
the Processing is necessary for the detection or prevention of crime;
\r\n
\r\n
the Processing is necessary for the establishment, exercise or defence of legal rights; or
\r\n
\r\n
we have, in accordance with applicable law, obtained your prior explicit consent before Processing your Sensitive Personal Data (as above, this legal basis is only used in relation to Processing that is entirely voluntary – it is not used for Processing that is necessary or obligatory in any way).
\r\n

\r\n

\r\n
Disclosure of Personal Data to third parties
\r\n

\r\n

In addition, we may disclose your Personal Data to:

\r\n\r\n

\r\n
our Clients, for the purposes of providing services to those Clients, in accordance with the provisions of this Policy;
\r\n
\r\n
third party Processors (such as providers of background checking services), located anywhere in the world, subject to the requirements noted below in this Section (C).
\r\n

\r\n

\r\n\r\n

\r\n
International transfer of Personal Data
\r\n

\r\n

\r\n\r\n

\r\n
Data Security
\r\n

\r\n

You are responsible for the ensuring that any Personal Data that you send to us are sent securely.

\r\n\r\n

\r\n
Data Accuracy
\r\n

\r\n

Your Personal Data that we Process will be kept accurate and, where necessary, kept up to date. We take every reasonable step to ensure that:

\r\n\r\n

\r\n
your Personal Data that we Process are accurate and, where necessary, kept up to date; and
\r\n
\r\n
any of your Personal Data that we Process that are inaccurate (having regard to the purposes for which they are Processed) are erased or rectified without delay.
\r\n

\r\n

From time to time we may ask you to confirm the accuracy of your Personal Data.

\r\n\r\n

\r\n
Data Minimisation
\r\n

\r\n

We take every reasonable step to ensure that your Personal Data that we Process are limited to the Personal Data reasonably required in connection with the purposes set out in this Policy.

\r\n\r\n

\r\n
Data Retention
\r\n

\r\n

\r\n\r\n

\r\n
Your legal rights
\r\n

\r\n

Subject to applicable law, you may have a number of rights regarding the Processing of your Personal Data, including:

\r\n\r\n

\r\n
the right to request access to, or copies of, your Personal Data that we Process or control;
\r\n
\r\n
the right to request rectification of any inaccuracies in your Personal Data;
\r\n
\r\n
the right to request, on legitimate grounds:
\r\n\r\n
- \r\n
  erasure of your Personal Data that we Process or control; or
  \r\n
- \r\n
  restriction of Processing of your Personal Data that we Process or control;
  \r\n
\r\n
\r\n
the right to object, on legitimate grounds, to the Processing of your Personal Data;
\r\n
\r\n
the right to have your Personal Data transferred to another Controller, to the extent applicable;
\r\n
\r\n
where we Process your Personal Data on the basis of your consent, the right to withdraw that consent; and
\r\n
\r\n
the right to lodge complaints regarding the Processing of your Personal Data with a Data Protection Authority – Estonian Data Protection Inspectorate (Andmekaitse Inspektsioon).
\r\n

\r\n

This does not affect your statutory rights.

\r\n

\r\n\r\n

\r\n
Your obligations
\r\n

\r\n

If, and to the extent that, you are a Source, we rely on you to ensure that you are lawfully able to disclose Personal Data to us, as set out in this Policy.

\r\n\r\n

\r\n
Contact details
\r\n

\r\n

\r\n\r\n

\r\n
Definitions
\r\n

\r\n

\r\n
‘Candidate’ means a candidate, or potential candidate, for a position with a Client.
\r\n

\r\n

\r\n
‘Client’ means a client of Executive Search Baltics OÜ, or any other member of the Amrop network.
\r\n

\r\n

\r\n
‘Controller’ means the entity that decides how and why Personal Data is Processed. In many jurisdictions, the Controller has primary responsibility for complying with applicable data protection laws.
\r\n

\r\n

\r\n
‘Data Protection Authority’ means an independent public authority that is legally tasked with overseeing compliance with applicable data protection laws.
\r\n

\r\n

\r\n
‘Leadership Assessment’ means any leadership assessment service (including, but not limited to, any management audit, leadership consulting service, coaching, team development, team effectiveness analysis, or succession planning) provided by the Controller to the Client for the purposes of assessing the leadership potential of its own Personnel or other individuals selected by the Client.
\r\n

\r\n

\r\n
‘Participant’ means any individual participating in a Leadership Assessment.
\r\n

\r\n

\r\n
‘Personal Data’ means information that is about any individual, or from which any individual is identifiable. Examples of Personal Data that we may Process are provided in Section (B) above.
\r\n

\r\n

\r\n
‘Personnel’ means any current, former or prospective employee, consultant, temporary worker, intern, other non-permanent employee, contractor, secondee or other personnel.
\r\n

\r\n

\r\n
‘Process’, ‘Processing’ or ‘Processed’ means anything that is done with any Personal Data, whether or not by automated means, such as collection, recording, organisation, structuring, storage, adaptation or alteration, retrieval, consultation, use, disclosure by transmission, dissemination or otherwise making available, alignment or combination, restriction, erasure or destruction.
\r\n

\r\n

\r\n
‘Processor’ means any person or entity that Processes Personal Data on behalf of the Controller (other than employees of the Controller).
\r\n

\r\n

\r\n
‘Sensitive Personal Data’ means Personal Data about race or ethnicity, political opinions, religious or philosophical beliefs, trade union membership, physical or mental health, sexual life, any actual or alleged criminal offences or penalties, national identification number, or any other information that may be deemed to be sensitive under applicable law.
\r\n

\r\n

\r\n
‘Source’ means any person that provides any view or opinion regarding the qualities of any Candidate or Participant, for any purpose, including but not limited to the suitability of a Candidate or Participant for a particular role.
\r\n

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Executive Search Baltics OÜ

\r\n

PRIVACY POLICY

\r\n\r\n

\r\n
This Policy
\r\n

\r\n

For the purposes of this Policy, Executive Search Baltics OÜ is the Data Controller. Contact details are provided in Section (K) below.

\r\n

\r\n\r\n

\r\n
Processing your Personal Data
\r\n

\r\n

\r\n\r\n

\r\n
We may obtain your Personal Data when you provide it to us (e.g., where you contact us via email or telephone, or by any other means).
\r\n
\r\n
We may collect your Personal Data in the ordinary course of our relationship with you (e.g., if we offer to connect you with our Clients we may collect your Personal Data that are related to such Client opportunities, such as your résumé).
\r\n
\r\n
We may receive your Personal Data from other members of the Amrop network of firms, to the extent that those members provide it to us.
\r\n
\r\n
We may collect Personal Data that you manifestly choose to make public, including via social media (e.g., we may collect information from your social media profile(s), to the extent that you choose to make your profile publicly visible or available to one of our employees).
\r\n
\r\n
We may receive your Personal Data from third parties who provide it to us (e.g., past employers; referees; and law enforcement agencies).
\r\n
\r\n
We may, with your prior express written consent, conduct background checks, in accordance with the protections provided by applicable law.
\r\n

\r\n

Relevant Personal Data: The categories of Personal Data about you that we may Process include:

\r\n Purpose \r\n	\r\n Types \r\n	\r\n Lawful basis \r\n
\r\n Gather referrals from you about a candidate \r\n	\r\n Name \r\n	\r\n Consent or Legitimate interest of our client to recruit employees, if you have not been involved in our placement projects \r\n
\r\n Surname \r\n
\r\n Job title \r\n
\r\n Contact information \r\n
\r\n Marketing: Information about or leadership consulting services \r\n	\r\n Candidate name \r\n	\r\n Consent \r\n
\r\n Candidate surname \r\n
\r\n Candidate contact information \r\n
\r\n Considering you as a candidate for clients of OÜ Executive Search Baltics and storing your profile in our database \r\n	\r\n Curriculum Vitae \r\n	\r\n Legitimate interest of our client to recruit employees, when we process your personal data in the market research phase. We shall obtain your consent once we would like to invite you to an interview or share your personal data with a client. \r\n
\r\n Name \r\n
\r\n Phone number \r\n
\r\n E-mail address \r\n
\r\n Educational history \r\n
\r\n Employment history \r\n
\r\n Degree(s) and other qualifications \r\n
\r\n Languages and other skills \r\n
\r\n Nationality \r\n
\r\n Current job title and role / function \r\n
\r\n Salary and compensation data (including non-salary benefits, bonuses and incentives and other financial information) \r\n
\r\n Annual leave information \r\n
\r\n Retirement and pensions information \r\n
\r\n Performance reviews and disciplinary information \r\n
\r\n Views and opinions regarding the suitability of the Candidate for a particular role within a client’s organisation \r\n
\r\n Social media presence and activity \r\n
\r\n Training and development, \r\n
\r\n Compliance with applicable policies, procedures, standards and guidelines and related investigations \r\n

\r\n

Processing your Sensitive Personal Data: We do not seek to collect or otherwise Process your Sensitive Personal Data, except where:

\r\n\r\n

\r\n
the Processing is required or permitted by applicable law (e.g., to comply with diversity reporting obligations);
\r\n
\r\n
the Processing is necessary for the detection or prevention of crime;
\r\n
\r\n
the Processing is necessary for the establishment, exercise or defence of legal rights; or
\r\n
\r\n
we have, in accordance with applicable law, obtained your prior explicit consent before Processing your Sensitive Personal Data (as above, this legal basis is only used in relation to Processing that is entirely voluntary – it is not used for Processing that is necessary or obligatory in any way).
\r\n

\r\n

\r\n
Disclosure of Personal Data to third parties
\r\n

\r\n

In addition, we may disclose your Personal Data to:

\r\n\r\n

\r\n
our Clients, for the purposes of providing services to those Clients, in accordance with the provisions of this Policy;
\r\n
\r\n
third party Processors (such as providers of background checking services), located anywhere in the world, subject to the requirements noted below in this Section (C).
\r\n

\r\n

\r\n\r\n

\r\n
International transfer of Personal Data
\r\n

\r\n

\r\n\r\n

\r\n
Data Security
\r\n

\r\n

You are responsible for the ensuring that any Personal Data that you send to us are sent securely.

\r\n\r\n

\r\n
Data Accuracy
\r\n

\r\n

Your Personal Data that we Process will be kept accurate and, where necessary, kept up to date. We take every reasonable step to ensure that:

\r\n\r\n

\r\n
your Personal Data that we Process are accurate and, where necessary, kept up to date; and
\r\n
\r\n
any of your Personal Data that we Process that are inaccurate (having regard to the purposes for which they are Processed) are erased or rectified without delay.
\r\n

\r\n

From time to time we may ask you to confirm the accuracy of your Personal Data.

\r\n\r\n

\r\n
Data Minimisation
\r\n

\r\n

We take every reasonable step to ensure that your Personal Data that we Process are limited to the Personal Data reasonably required in connection with the purposes set out in this Policy.

\r\n\r\n

\r\n
Data Retention
\r\n

\r\n

\r\n\r\n

\r\n
Your legal rights
\r\n

\r\n

Subject to applicable law, you may have a number of rights regarding the Processing of your Personal Data, including:

\r\n\r\n

\r\n
the right to request access to, or copies of, your Personal Data that we Process or control;
\r\n
\r\n
the right to request rectification of any inaccuracies in your Personal Data;
\r\n
\r\n
the right to request, on legitimate grounds:
\r\n\r\n
- \r\n
  erasure of your Personal Data that we Process or control; or
  \r\n
- \r\n
  restriction of Processing of your Personal Data that we Process or control;
  \r\n
\r\n
\r\n
the right to object, on legitimate grounds, to the Processing of your Personal Data;
\r\n
\r\n
the right to have your Personal Data transferred to another Controller, to the extent applicable;
\r\n
\r\n
where we Process your Personal Data on the basis of your consent, the right to withdraw that consent; and
\r\n
\r\n
the right to lodge complaints regarding the Processing of your Personal Data with a Data Protection Authority – Estonian Data Protection Inspectorate (Andmekaitse Inspektsioon).
\r\n

\r\n

This does not affect your statutory rights.

\r\n

\r\n\r\n

\r\n
Your obligations
\r\n

\r\n

If, and to the extent that, you are a Source, we rely on you to ensure that you are lawfully able to disclose Personal Data to us, as set out in this Policy.

\r\n\r\n

\r\n
Contact details
\r\n

\r\n

\r\n\r\n

\r\n
Definitions
\r\n

\r\n

\r\n
‘Candidate’ means a candidate, or potential candidate, for a position with a Client.
\r\n

\r\n

\r\n
‘Client’ means a client of Executive Search Baltics OÜ, or any other member of the Amrop network.
\r\n

\r\n

\r\n
‘Controller’ means the entity that decides how and why Personal Data is Processed. In many jurisdictions, the Controller has primary responsibility for complying with applicable data protection laws.
\r\n

\r\n

\r\n
‘Data Protection Authority’ means an independent public authority that is legally tasked with overseeing compliance with applicable data protection laws.
\r\n

\r\n

\r\n
‘Leadership Assessment’ means any leadership assessment service (including, but not limited to, any management audit, leadership consulting service, coaching, team development, team effectiveness analysis, or succession planning) provided by the Controller to the Client for the purposes of assessing the leadership potential of its own Personnel or other individuals selected by the Client.
\r\n

\r\n

\r\n
‘Participant’ means any individual participating in a Leadership Assessment.
\r\n

\r\n

\r\n
‘Personal Data’ means information that is about any individual, or from which any individual is identifiable. Examples of Personal Data that we may Process are provided in Section (B) above.
\r\n

\r\n

\r\n
‘Personnel’ means any current, former or prospective employee, consultant, temporary worker, intern, other non-permanent employee, contractor, secondee or other personnel.
\r\n

\r\n

\r\n
‘Process’, ‘Processing’ or ‘Processed’ means anything that is done with any Personal Data, whether or not by automated means, such as collection, recording, organisation, structuring, storage, adaptation or alteration, retrieval, consultation, use, disclosure by transmission, dissemination or otherwise making available, alignment or combination, restriction, erasure or destruction.
\r\n

\r\n

\r\n
‘Processor’ means any person or entity that Processes Personal Data on behalf of the Controller (other than employees of the Controller).
\r\n

\r\n

\r\n
‘Sensitive Personal Data’ means Personal Data about race or ethnicity, political opinions, religious or philosophical beliefs, trade union membership, physical or mental health, sexual life, any actual or alleged criminal offences or penalties, national identification number, or any other information that may be deemed to be sensitive under applicable law.
\r\n

\r\n

\r\n
‘Source’ means any person that provides any view or opinion regarding the qualities of any Candidate or Participant, for any purpose, including but not limited to the suitability of a Candidate or Participant for a particular role.
\r\n

', 'PRIVACY POLICY', '', 'inherit', 'closed', 'closed', '', '745-revision-v1', '', '', '2018-05-29 07:53:54', '2018-05-29 07:53:54', '', 745, 'http://www.amrop.ee/news/745-revision-v1', 0, 'revision', '', 0); INSERT INTO `amrp_ee_posts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES (753, 1, '2018-06-20 10:30:38', '2018-06-20 10:30:38', 'A) Käesolev poliitika\r\n

Käesoleva poliitika on kehtestanud Executive Search Baltics OÜ (“Executive Search Baltics OÜ” või “meie”) ning see on adresseeritud meie organisatsiooni välistele üksikisikutele, kellega me suhtleme, kaasa arvatud muuhulgas kandidaadid, osalejad ja allikad (kõik koos “teie”). Leiate käesolevas poliitikas kasutatud mõistete tähenduse altpoolt paragrahvist (L).

\r\n

Käesoleva poliitika eesmärgil on Executive Search Baltics OÜ andmete vastutav töötleja. Kontaktandmed on antud allpool paragrahvis (K).

\r\n

Me võime käesolevat poliitikat aeg-ajalt muuta või värskendada kajastamaks muudatusi oma tegevuses seoses isikuandmete töötlemisega või kohaldatava seaduse muutumisel. Soovitame teil käesoleva poliitika hoolikalt läbi lugeda ning kontrollida korrapäraselt seda lehekülge muudatuste ülevaatuseks, mille võime teha kooskõlas käesoleva poliitika tingimustega.

\r\n

B) Teie isikuandmete töötlemine

\r\n

Isikuandmete kogumine: Me võime koguda teie kohta isikuandmeid, nagu teie nimi, aadress ja kontaktandmed. Näideteks allikate kohta, kust me võime isikuandmeid koguda, kuuluvad muuhulgas järgmised:

\r\n\r\n

Me võime saada teie isikuandmed, kui need meile annate (näiteks kui võtate meiega ühendust meili või telefoni teel või mis tahes muudmoodi).
Me võime koguda teie isikuandmeid oma tavalise suhtluse käigus teiega (näiteks siis, kui pakume võimalust viia teid ühendusse oma klientidega, võime koguda teie vastava võimalusega seotud isikuandmeid, nagu teie elulookirjeldus).
Me võime saada teie isikuandmed Amropi kontorivõrgustiku teistelt liikmetelt ulatuses, milles need liikmed need meile annavad.
Me võime koguda isikuandmeid, mille olete ise otsustanud muuta avalikuks, kaasa arvatud sotsiaalmeedia kaudu (näiteks võime koguda infot teie sotsiaalmeedia profiili(de)st ulatuses, milles te olete otsustanud muuta oma profiili avalikult nähtavaks või juurdepääsetavaks mõnele meie töötajatest).
Me võime saada teie isikuandmed kolmandatelt isikutelt, kes annavad need meile (näiteks varasemad tööandjad, soovitajad ja õiguskaitseorganid).
Me võime teie eelneva selgesõnalise kirjaliku nõusoleku korral teostada taustauuringuid kooskõlas kohaldatava õigusega ettenähtud kaitsemeetmetega.

\r\n

Isikuandmete loomine: Me võime ka luua isikuandmeid teie kohta, nagu näiteks tehtud intervjuude märkmed teiega kohtumisel. Sellised isikuandmed aitavad meil täita oma tööülesandeid ning tegutseda oma õigustatud ärihuvides.

\r\n

Isikuandmed, mille esitate teiste kohta: Te võite teatud asjaoludel anda meile isikuandmeid teiste kohta. Te võite näiteks olla referentsiandjaks ning teha kommentaare kandidaadi või osaleja kohta. Kui te selliseid isikuandmeid meile annate, siis usaldame teid tagamaks, et teil on õiguslik alus selliste isikuandmete meile andmiseks ning et te järgite kohaldatava õiguse ja käesoleva poliitika tingimusi. Kui teil ei ole seda võimalik teha, siis hoiduge meile kolmandate isikute andmeid andmast.

\r\n

Asjakohased isikuandmed: Me võime töödelda teie kohta muuhulgas järgmises tabelis näidatud kategooriate isikuandmeid.

\r\n Eesmärk \r\n	\r\n Tüübid \r\n	\r\n Õiguslik alus \r\n
\r\n Teilt soovituste kogumine kandidaadi kohta \r\n	\r\n Eesnimi \r\n	\r\n Nõusolek või meie kliendi õigustatud huvi töötajaid värvata, kui te pole osalenud meie ametisse paigutamise projektides \r\n
\r\n Perekonnanimi \r\n
\r\n Ametinimetus \r\n
\r\n Kontaktinfo \r\n
\r\n Turundus: info juhtimiskonsultatsiooni teenuste kohta \r\n	\r\n Kandidaadi nimi \r\n	\r\n Nõusolek \r\n
\r\n Kandidaadi perekonnanimi \r\n
\r\n Kandidaadi kontaktinfo \r\n
\r\n Teie kandidaadina kaalumine OÜ Executive Search Balticsi klientide nimel ja teie profiili säilitamine meie andmebaasis \r\n	\r\n Elulookirjeldus (CV) \r\n	\r\n Meie kliendi õigustatud huvi töötajaid värvata, kui me töötleme teie isikuandmeid turu-uuringu etapis. Me küsime teilt nõusolekut, kui soovime teid kutsuda intervjuule või jagada teie isikuandmeid mõne kliendiga. \r\n
\r\n Nimi \r\n
\r\n Telefoninumber \r\n
\r\n Meiliaadress \r\n
\r\n Hariduskäik \r\n
\r\n Töökogemus \r\n
\r\n Kraad(id) ja muud kvalifikatsioonid \r\n
\r\n Keeled ja muud oskused \r\n
\r\n Rahvuslik kuuluvus \r\n
\r\n Praegune ametinimetus ja roll/funktsioon \r\n
\r\n Andmed palga ja lisatasude kohta (kaasa arvatud palgale lisaks saadavad hüved, boonused ja preemiad ning muu finantsinfo) \r\n
\r\n Aastapuhkuse info \r\n
\r\n Pensioniinfo \r\n
\r\n Tulemuslikkuse ülevaated ja distsiplinaarinfo \r\n
\r\n Vaated ja arvamused kandidaadi sobivuse kohta konkreetsesse rolli kliendi organisatsioonis \r\n
\r\n Kohalolu ja tegevus sotsiaalmeedias \r\n
\r\n Väljaõpe ja arendus \r\n
\r\n Kohalduvate poliitikate, protseduuride, standardite ja suuniste järgimine ning sellega seotud juurdlused \r\n

\r\n

Teie tundlike isikuandmete töötlemine: Me ei püüa koguda ega muudmoodi töödelda teie tundlikke isikuandmeid, välja arvatud juhul, kui:

\r\n\r\n

töötlemine on nõutud või lubatud kohaldatava õigusega (näiteks mitmekesisusega seotud aruandluskohustuse täitmiseks);
töötlemine on vajalik kuriteo avastamiseks või takistamiseks;
töötlemine on vajalik õigushüvede tuvastamiseks, kasutamiseks või kaitsmiseks; või
me oleme kooskõlas kohaldatava õigusega saanud enne teie tundlike isikuandmete töötlemist teilt selleks selgesõnalise nõusoleku (nagu eespool välja toodud kasutatakse seda õiguslikku alust ainult seoses täiesti vabatahtliku töötlemisega – seda ei kasuta mis tahes viisil vajalikuks või kohustuslikuks töötlemiseks).

\r\nC) Isikuandmete avaldamine kolmandatele isikutele\r\n

Me võime avaldada teie isikuandmeid Amropi partnerite võrgustiku teistele liikmetele õigustatud ärialastel eesmärkidel (kaasa arvatud teenuste osutamine teile ja meie saitide käitamine) kooskõlas kohaldatava õigusega.

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Lisaks sellele võime avaldada teie isikuandmeid:

\r\n\r\n

oma klientidele neile teenuste osutamise eesmärgil kooskõlas käesoleva poliitika sätetega;
kolmandatest isikutest volitatud töötlejatele (nagu taustakontrolli teenuste osutajatele, kes võivad asuda ükskõik kus üle kogu maailma) järgmises lõigus täpsustatud tingimustel.

\r\n

Kui me rakendame kolmandast isikust volitatud töötleja teie isikuandmeid töötlema, siis on vastav volitatud töötleja kohustatud siduvate lepingusätete alusel: (i) töötlema isikuandmeid ainult kooskõlas meie poolt eelnevalt antud kirjalike juhistega ja (ii) rakendama meetmeid isikuandmete konfidentsiaalse ja turvalisuse kaitsmiseks või (iii) omama põhikirjajärgset konfidentsiaalsuskohustust.

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D) Isikuandmete rahvusvaheline edastamine

\r\n

Meil võib olla vaja seoses käesolevas poliitikas sätestatud eesmärkidega edastada oma äritegevuse rahvusvahelise olemuse tõttu teie isikuandmeid Amropi partnerite võrgustiku teistele üksustele ja kolmandatele isikutele nii, nagu kirjeldatud eelmises paragrahvis (C). Me võime seetõttu edastada teie isikuandmeid teistesse riikidesse, kus võivad kehtida teie asukohariigist erinevad seadused ja andmekaitsenõuded. Eeskätt võidakse teie isikuandmeid avaldada Amropi partnerite võrgustiku teistele liikmetele sobivas ulatuses seoses mis tahes sellise kliendivõimalusega, mille puhul te olete kandidaat, või mis tahes sellise juhtimisauditiga, mille puhul te olete osaleja.

\r\n

Kui me edastame teie isikuandmeid teistesse riikidesse, siis teeme seda standardsete lepingutingimuste põhjal, millega kavatseme tagada, et andmete saajad töötlevad teie isikuandmeid kooskõlas ELis kehtivate standardite ja nõuetega. Võite paluda endale meie standardsete lepingutingimuste koopiat, esitades vastava soovi allpool paragrahvis (K) antud kontaktandmeid kasutades.

\r\n

E) Andmeturve

\r\n

Me rakendame kooskõlas kohaldatava õigusega sobivaid tehnilisi ja korralduslikke turbemeetmeid, mis on loodud kaitsma teie isikuandmeid juhusliku või ebaseadusliku hävitamise, kaotsimineku, muutmise ja loata avalikustamise või neile juurdepääsu ning muude ebaseaduslike või loata töötlemise vormide eest.

\r\n

Teie kohustus on tagada, et saadate meile mis tahes isikuandmed turvaliselt.

\r\n

F) Andmete täpsus

\r\n

Me hoiame teie isikuandmeid, mida töötleme, täpsena ja vajaduse korral ajakohasena. Me rakendame kõiki mõistlikke meetmeid tagamaks, et:

\r\n\r\n

teie meie poolt töödeldavad isikuandmed on täpsed ja et neid ajakohastatakse vajaduse korral.
teie meie poolt töödeldavad ebatäpsed isikuandmed (seoses eesmärkidega, mille tarvis me neid töötleme) kustutatakse või parandatakse viivitamata.

\r\n

Me võime paluda teil aeg-ajalt kinnitada oma isikuandmete täpsust.

\r\n

G) Võimalikult väheste andmete kogumine

\r\n

Me rakendame kõiki mõistlikke meetmeid tagamaks, et teie meie poolt töödeldud isikuandmed on piiratud ainult neile isikuandmetele, mida on põhjendatult vaja käesoleva poliitikaga sätestatud eesmärkidel.

\r\n

H) Andmete säilitamine

\r\n

Me säilitame teie isikuandmete koopiaid kujul, mis võimaldab tuvastamist ainult seni, kuni see on vajalik seoses käesolevas poliitikas sätestatud eesmärkidega, kui just kohaldatav õigus ei luba või nõua lühemat või pikemat säilitamisperioodi.

\r\n

Teie isikuandmete säilitamise kestuse kindlaks määramise kriteeriumid on järgmised: me säilitame teie isikuandmeid nii kaua, kui meil on teie luba teiega kontakteeruda. Kui soovite selle loa tagasi võtta, siis saate seda teha allpool paragrahvis (K) antud kontaktandmeid kasutades.

\r\n

I) Teie õigushüved

\r\n

Teil võib olla kohaldatava õiguse alusel mitmeid õigusi seoses teie isikuandmete töötlemisega, kaasa arvatud:

\r\n\r\n

õigus tutvuda oma meie poolt töödeldavate või kontrollitavate isikuandmetega või nende koopiatega;
õigus nõuda ebatäpsuste parandamist oma isikuandmetes;
õigus taotleda õiguspärastel põhjustel:\r\n
- oma meie poolt töödeldavate või kontrollitavate isikuandmete kustutamist või
- oma meie poolt töödeldavate või kontrollitavate isikuandmete töötlemise piiramist;
\r\n
õigus esitada õiguspärastel põhjustel vastuväiteid oma isikuandmete töötlemisele;
õigus lasta edastada oma isikuandmed muule vastutavale töötlejale asjakohases ulatuses;
õigus oma nõusolek tagasi võtta, kui me töötleme teie isikuandmeid teie nõusoleku alusel; ja
õigus esitada kaebusi seoses teie isikuandmete töötlemisega andmekaitseasutusele – Eesti Andmekaitse Inspektsioonile.

\r\n

See ei mõjuta teie seadusjärgseid õigusi.

\r\n

Kasutage allpool paragrahvis (K) antud kontaktandmeid neist õigustest ühe või mitme kasutamiseks või küsimuste esitamiseks nende õiguste või käesoleva poliitika mis tahes muu sätte või selle kohta, kuidas me teie isikuandmeid töötleme.

\r\n

J) Teie kohustused

\r\n

Kui te olete kandidaat või osaleja, siis me tugineme sellele, et te esitate meile enda kohta täielikud ja täpsed isikuandmed, et me saaks osutada sobivaid teenuseid teile ja oma klientidele.

\r\n

Kui te olete allikas, siis me tugineme sellele, et te saate meile isikuandmeid seaduslikult avaldada, nagu see on sätestatud käesolevas poliitikas.

\r\n

K) Kontaktandmed

\r\n

Kui teil on mis tahes märkusi, küsimusi või probleeme seoses mis tahes infoga käesolevas poliitikas või kui teil on mis tahes muu küsimus seoses isikuandmete töötlemisega Executive Search Baltics OÜ poolt, siis võtke meiega ühendust meiliaadressil tallinn@amrop.com või telefoninumbril +372 6408700.

\r\n

L) Mõisted

\r\n\r\n

“Kandidaat” tähendab kandidaati või potentsiaalset kandidaati kliendi pakutavale töökohale.

\r\n

“Klient” tähendab Executive Search Baltics OÜ või Amropi võrgustiku mis tahes muu kontori/liikme klienti.

\r\n

“Vastutav töötleja” tähendab üksust, mis otsustab, kuidas ja miks isikuandmeid töödeldakse. Paljudes jurisdiktsioonides on vastutava töötleja põhikohustus tagada kohaldatavate andmekaitseseaduste täitmine.

\r\n

“Andmekaitseasutus” tähendab sõltumatut avaliku sektori asutust, millele on tehtud seaduslikult ülesandeks teostada järelevalvet kohaldatavate andmekaitseseaduste täitmise üle.

\r\n

“Juhtimisaudit” tähendab mis tahes juhtimise hindamise teenust (kaasa arvatud muuhulgas mis tahes juhtkonna auditit, juhtimiskonsultatsiooni teenust, juhendamist, meeskonna arendamist, meeskonna efektiivsuse analüüsi või järelkasvu planeerimist), mida vastutav töötleja kliendile osutab tema enda personali või kliendi poolt valitud muude üksikisikute juhtimispotentsiaali hindamise eesmärgil.

\r\n

“Osaleja” tähendab ükskõik millist juhtimisauditis osalevat üksikisikut.

\r\n

“Isikuandmed” tähendavad mis tahes üksikisiku kohta käivat infot või sellist infot, mille põhjal on mis tahes üksikisik tuvastatav. Leiate eestpoolt paragrahvist (B) näited isikuandmete kohta, mida me võime töödelda.

\r\n

“Personal” tähendab mis tahes praegust, endist või potentsiaalset töötajat, konsultanti, ajutist töötajat, praktikanti, muud mittealalist töötajat, töövõtjat, lähetatud isikut või muud personali.

\r\n

“Töötlus”, “töötlemine” või “töödeldud” tähendab midagi sellist, mida tehakse mis tahes isikuandmetega automatiseeritud või automatiseerimata vahenditega, nagu kogumine, dokumenteerimine, korrastamine, struktureerimine, säilitamine, kohandamine ja muutmine, päringute tegemine, lugemine, kasutamine, edastamine, levitamise või muul moel kättesaadavaks tegemise teel avalikustamine, ühitamine või ühendamine, piiramine, kustutamine või hävitamine.

\r\n

“Volitatud töötleja” tähendab mis tahes isikut või üksust, mis töötleb isikuandmeid vastutatava töötleja nimel (muud peale vastutava töötleja töötajate).

\r\n

“Tundlikud isikuandmed” tähendavad riiklikku isikukoodi, isikuandmeid rassilise või etnilise päritolu, poliitiliste vaadete, religioossete või filosoofiliste veendumuste, ametiühingusse kuulumise, füüsilise või vaimse tervisliku seisundi, seksuaalelu, mis tahes tegeliku või arvatava kuriteo või karistuse kohta või mis tahes muud infot, mida võidakse pidada kohaldatava õiguse alusel tundlikuks.

\r\n

“Allikas” tähendab mis tahes isikut, kes avaldab arvamust seoses kandidaadi või osaleja omaduste ja kompetentsidega, mis tahes eesmärgil, kaasa arvatud muuhulgas kandidaadi või osaleja sobivuse kohta konkreetsesse rolli.

', 'PRIVAATSUSPOLIITIKA', '', 'publish', 'closed', 'closed', '', 'privaatsuspoliitika', '', '', '2018-06-20 10:30:38', '2018-06-20 10:30:38', '', 0, 'http://www.amrop.ee/?page_id=753', 0, 'page', '', 0), (754, 1, '2018-06-20 10:30:38', '2018-06-20 10:30:38', 'A) Käesolev poliitika\r\n

\r\n

Käesoleva poliitika eesmärgil on Executive Search Baltics OÜ andmete vastutav töötleja. Kontaktandmed on antud allpool paragrahvis (K).

\r\n

B) Teie isikuandmete töötlemine

\r\n

\r\n\r\n

Me võime saada teie isikuandmed, kui need meile annate (näiteks kui võtate meiega ühendust meili või telefoni teel või mis tahes muudmoodi).
Me võime koguda teie isikuandmeid oma tavalise suhtluse käigus teiega (näiteks siis, kui pakume võimalust viia teid ühendusse oma klientidega, võime koguda teie vastava võimalusega seotud isikuandmeid, nagu teie elulookirjeldus).
Me võime saada teie isikuandmed Amropi kontorivõrgustiku teistelt liikmetelt ulatuses, milles need liikmed need meile annavad.
Me võime koguda isikuandmeid, mille olete ise otsustanud muuta avalikuks, kaasa arvatud sotsiaalmeedia kaudu (näiteks võime koguda infot teie sotsiaalmeedia profiili(de)st ulatuses, milles te olete otsustanud muuta oma profiili avalikult nähtavaks või juurdepääsetavaks mõnele meie töötajatest).
Me võime saada teie isikuandmed kolmandatelt isikutelt, kes annavad need meile (näiteks varasemad tööandjad, soovitajad ja õiguskaitseorganid).
Me võime teie eelneva selgesõnalise kirjaliku nõusoleku korral teostada taustauuringuid kooskõlas kohaldatava õigusega ettenähtud kaitsemeetmetega.

\r\n

Asjakohased isikuandmed: Me võime töödelda teie kohta muuhulgas järgmises tabelis näidatud kategooriate isikuandmeid.

\r\n Eesmärk \r\n	\r\n Tüübid \r\n	\r\n Õiguslik alus \r\n
\r\n Teilt soovituste kogumine kandidaadi kohta \r\n	\r\n Eesnimi \r\n	\r\n Nõusolek või meie kliendi õigustatud huvi töötajaid värvata, kui te pole osalenud meie ametisse paigutamise projektides \r\n
\r\n Perekonnanimi \r\n
\r\n Ametinimetus \r\n
\r\n Kontaktinfo \r\n
\r\n Turundus: info juhtimiskonsultatsiooni teenuste kohta \r\n	\r\n Kandidaadi nimi \r\n	\r\n Nõusolek \r\n
\r\n Kandidaadi perekonnanimi \r\n
\r\n Kandidaadi kontaktinfo \r\n
\r\n Teie kandidaadina kaalumine OÜ Executive Search Balticsi klientide nimel ja teie profiili säilitamine meie andmebaasis \r\n	\r\n Elulookirjeldus (CV) \r\n	\r\n Meie kliendi õigustatud huvi töötajaid värvata, kui me töötleme teie isikuandmeid turu-uuringu etapis. Me küsime teilt nõusolekut, kui soovime teid kutsuda intervjuule või jagada teie isikuandmeid mõne kliendiga. \r\n
\r\n Nimi \r\n
\r\n Telefoninumber \r\n
\r\n Meiliaadress \r\n
\r\n Hariduskäik \r\n
\r\n Töökogemus \r\n
\r\n Kraad(id) ja muud kvalifikatsioonid \r\n
\r\n Keeled ja muud oskused \r\n
\r\n Rahvuslik kuuluvus \r\n
\r\n Praegune ametinimetus ja roll/funktsioon \r\n
\r\n Andmed palga ja lisatasude kohta (kaasa arvatud palgale lisaks saadavad hüved, boonused ja preemiad ning muu finantsinfo) \r\n
\r\n Aastapuhkuse info \r\n
\r\n Pensioniinfo \r\n
\r\n Tulemuslikkuse ülevaated ja distsiplinaarinfo \r\n
\r\n Vaated ja arvamused kandidaadi sobivuse kohta konkreetsesse rolli kliendi organisatsioonis \r\n
\r\n Kohalolu ja tegevus sotsiaalmeedias \r\n
\r\n Väljaõpe ja arendus \r\n
\r\n Kohalduvate poliitikate, protseduuride, standardite ja suuniste järgimine ning sellega seotud juurdlused \r\n

\r\n

Teie tundlike isikuandmete töötlemine: Me ei püüa koguda ega muudmoodi töödelda teie tundlikke isikuandmeid, välja arvatud juhul, kui:

\r\n\r\n

töötlemine on nõutud või lubatud kohaldatava õigusega (näiteks mitmekesisusega seotud aruandluskohustuse täitmiseks);
töötlemine on vajalik kuriteo avastamiseks või takistamiseks;
töötlemine on vajalik õigushüvede tuvastamiseks, kasutamiseks või kaitsmiseks; või
me oleme kooskõlas kohaldatava õigusega saanud enne teie tundlike isikuandmete töötlemist teilt selleks selgesõnalise nõusoleku (nagu eespool välja toodud kasutatakse seda õiguslikku alust ainult seoses täiesti vabatahtliku töötlemisega – seda ei kasuta mis tahes viisil vajalikuks või kohustuslikuks töötlemiseks).

\r\nC) Isikuandmete avaldamine kolmandatele isikutele\r\n

\r\n

Lisaks sellele võime avaldada teie isikuandmeid:

\r\n\r\n

oma klientidele neile teenuste osutamise eesmärgil kooskõlas käesoleva poliitika sätetega;
kolmandatest isikutest volitatud töötlejatele (nagu taustakontrolli teenuste osutajatele, kes võivad asuda ükskõik kus üle kogu maailma) järgmises lõigus täpsustatud tingimustel.

\r\n

D) Isikuandmete rahvusvaheline edastamine

\r\n

E) Andmeturve

\r\n

Teie kohustus on tagada, et saadate meile mis tahes isikuandmed turvaliselt.

\r\n

F) Andmete täpsus

\r\n

Me hoiame teie isikuandmeid, mida töötleme, täpsena ja vajaduse korral ajakohasena. Me rakendame kõiki mõistlikke meetmeid tagamaks, et:

\r\n\r\n

teie meie poolt töödeldavad isikuandmed on täpsed ja et neid ajakohastatakse vajaduse korral.
teie meie poolt töödeldavad ebatäpsed isikuandmed (seoses eesmärkidega, mille tarvis me neid töötleme) kustutatakse või parandatakse viivitamata.

\r\n

Me võime paluda teil aeg-ajalt kinnitada oma isikuandmete täpsust.

\r\n

G) Võimalikult väheste andmete kogumine

\r\n

H) Andmete säilitamine

\r\n

I) Teie õigushüved

\r\n

Teil võib olla kohaldatava õiguse alusel mitmeid õigusi seoses teie isikuandmete töötlemisega, kaasa arvatud:

\r\n\r\n

õigus tutvuda oma meie poolt töödeldavate või kontrollitavate isikuandmetega või nende koopiatega;
õigus nõuda ebatäpsuste parandamist oma isikuandmetes;
õigus taotleda õiguspärastel põhjustel:\r\n
- oma meie poolt töödeldavate või kontrollitavate isikuandmete kustutamist või
- oma meie poolt töödeldavate või kontrollitavate isikuandmete töötlemise piiramist;
\r\n
õigus esitada õiguspärastel põhjustel vastuväiteid oma isikuandmete töötlemisele;
õigus lasta edastada oma isikuandmed muule vastutavale töötlejale asjakohases ulatuses;
õigus oma nõusolek tagasi võtta, kui me töötleme teie isikuandmeid teie nõusoleku alusel; ja
õigus esitada kaebusi seoses teie isikuandmete töötlemisega andmekaitseasutusele – Eesti Andmekaitse Inspektsioonile.

\r\n

See ei mõjuta teie seadusjärgseid õigusi.

\r\n

J) Teie kohustused

\r\n

Kui te olete kandidaat või osaleja, siis me tugineme sellele, et te esitate meile enda kohta täielikud ja täpsed isikuandmed, et me saaks osutada sobivaid teenuseid teile ja oma klientidele.

\r\n

Kui te olete allikas, siis me tugineme sellele, et te saate meile isikuandmeid seaduslikult avaldada, nagu see on sätestatud käesolevas poliitikas.

\r\n

K) Kontaktandmed

\r\n

L) Mõisted

\r\n\r\n

“Kandidaat” tähendab kandidaati või potentsiaalset kandidaati kliendi pakutavale töökohale.

\r\n

“Klient” tähendab Executive Search Baltics OÜ või Amropi võrgustiku mis tahes muu kontori/liikme klienti.

\r\n

“Vastutav töötleja” tähendab üksust, mis otsustab, kuidas ja miks isikuandmeid töödeldakse. Paljudes jurisdiktsioonides on vastutava töötleja põhikohustus tagada kohaldatavate andmekaitseseaduste täitmine.

\r\n

“Andmekaitseasutus” tähendab sõltumatut avaliku sektori asutust, millele on tehtud seaduslikult ülesandeks teostada järelevalvet kohaldatavate andmekaitseseaduste täitmise üle.

\r\n

“Juhtimisaudit” tähendab mis tahes juhtimise hindamise teenust (kaasa arvatud muuhulgas mis tahes juhtkonna auditit, juhtimiskonsultatsiooni teenust, juhendamist, meeskonna arendamist, meeskonna efektiivsuse analüüsi või järelkasvu planeerimist), mida vastutav töötleja kliendile osutab tema enda personali või kliendi poolt valitud muude üksikisikute juhtimispotentsiaali hindamise eesmärgil.

\r\n

“Osaleja” tähendab ükskõik millist juhtimisauditis osalevat üksikisikut.

\r\n

“Isikuandmed” tähendavad mis tahes üksikisiku kohta käivat infot või sellist infot, mille põhjal on mis tahes üksikisik tuvastatav. Leiate eestpoolt paragrahvist (B) näited isikuandmete kohta, mida me võime töödelda.

\r\n

“Personal” tähendab mis tahes praegust, endist või potentsiaalset töötajat, konsultanti, ajutist töötajat, praktikanti, muud mittealalist töötajat, töövõtjat, lähetatud isikut või muud personali.

\r\n

“Töötlus”, “töötlemine” või “töödeldud” tähendab midagi sellist, mida tehakse mis tahes isikuandmetega automatiseeritud või automatiseerimata vahenditega, nagu kogumine, dokumenteerimine, korrastamine, struktureerimine, säilitamine, kohandamine ja muutmine, päringute tegemine, lugemine, kasutamine, edastamine, levitamise või muul moel kättesaadavaks tegemise teel avalikustamine, ühitamine või ühendamine, piiramine, kustutamine või hävitamine.

\r\n

“Volitatud töötleja” tähendab mis tahes isikut või üksust, mis töötleb isikuandmeid vastutatava töötleja nimel (muud peale vastutava töötleja töötajate).

\r\n

“Tundlikud isikuandmed” tähendavad riiklikku isikukoodi, isikuandmeid rassilise või etnilise päritolu, poliitiliste vaadete, religioossete või filosoofiliste veendumuste, ametiühingusse kuulumise, füüsilise või vaimse tervisliku seisundi, seksuaalelu, mis tahes tegeliku või arvatava kuriteo või karistuse kohta või mis tahes muud infot, mida võidakse pidada kohaldatava õiguse alusel tundlikuks.

\r\n

“Allikas” tähendab mis tahes isikut, kes avaldab arvamust seoses kandidaadi või osaleja omaduste ja kompetentsidega, mis tahes eesmärgil, kaasa arvatud muuhulgas kandidaadi või osaleja sobivuse kohta konkreetsesse rolli.

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Kes on meie kandidaadid?

\r\nMeie kandidaadid on tippjuhid, keskastme juhid ja tippspetsialistid.', 'Kandidaadid', '', 'inherit', 'closed', 'closed', '', '81-revision-v1', '', '', '2018-06-20 10:36:07', '2018-06-20 10:36:07', '', 81, 'http://www.amrop.ee/news/81-revision-v1', 0, 'revision', '', 0), (761, 2, '2018-09-29 11:28:03', '2018-09-29 11:28:03', 'Aiga has been working in executive search business since 1996, when she joined Amrop International in Latvia as a first local representative. She developed the company to the biggest player in the market in senior level recruitment.\r\n\r\nSince 1999, when she was appointed as Managing partner, she has been leading executive search assignments in Latvia, Lithuania and Estonia in a range of sectors, including Financal Services, Manufacturing, Retail, IT & Telecommunications, Pharmaceutical and other industries. Many of these assignments has been regional searches, covering all three Baltic markets. She also has been leading management audit assignments in the Baltics.\r\n\r\nAiga graduated from University of Latvia with a Bachelor degree in Psychology and with MBA from Riga Business School.\r\n\r\nShe speaks Latvian, English and Russian', 'Aiga Ārste – Avotiņa', '', 'inherit', 'closed', 'closed', '', '41-revision-v1', '', '', '2018-09-29 11:28:03', '2018-09-29 11:28:03', '', 41, 'http://www.amrop.ee/news/41-revision-v1', 0, 'revision', '', 0), (789, 2, '2018-10-03 11:27:40', '2018-10-03 11:27:40', 'Aiga Ārste – Avotiņa on töötanud sihtotsingu valdkonnas alates 1996. aastast, kui ta ühines esimese kohaliku esindajana Amrop Lätiga ning käivitas Amropi tegevust Lätis ja Leedus. Aiga on arendanud ettevõtte tippjuhtide värbamise turul üheks suurimaks tegijaks. Alates Lätis partneriks saamisest 1999. aastal, on ta juhtinud sihtotsingu projekte Eestis, Lätis, Leedus ja Ukrainas erinevates valdkondades, sealhulgas tootmine, farma, jaemüük, IT ja telekommunikatsioon, taristu jpt., ning viinud edukalt läbi üle 440 sihtotsingu projekti rahvusvahelistes ja kohalikes ettevõtetes. Mitmed neist projektidest on olnud regionaalsed, hõlmates kõiki kolme Balti riiki. Ta on viinud läbi ka juhtimisauditeid Baltikumis ja Põhjamaades. Alates 2013. aastast on Aiga olnud Amrop Eesti kaasomanik koos Viesturs Lieģisiga ning alates oktoobrist 2018 ka Amrop Eesti juhtivpartneri rollis.\r\n\r\nAiga on lõpetanud Läti Ülikooli bakaleaureuse kraadiga psühholooogias ja Riia Ärikooli magistrikraadiga.\r\n\r\nAiga räägib läti, inglise ja vene keelt.\r\n\r\n ', 'Aiga Ārste – Avotiņa', '', 'publish', 'closed', 'closed', '', 'aiga-arste-avotina', '', '', '2019-07-17 13:08:54', '2019-07-17 13:08:54', '', 79, 'http://www.amrop.ee/?page_id=789', 1, 'page', '', 0), (922, 1, '2019-06-25 07:55:30', '2019-06-25 07:55:30', '

For Candidates

\nOur candidates are top executives, mid-level managers and top specialists.', 'For Candidates', '', 'inherit', 'closed', 'closed', '', '81-autosave-v1', '', '', '2019-06-25 07:55:30', '2019-06-25 07:55:30', '', 81, 'http://www.amrop.ee/news/81-autosave-v1', 0, 'revision', '', 0); INSERT INTO `amrp_ee_posts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES (876, 1, '2018-12-18 15:27:45', '2018-12-18 15:27:45', 'In the first ten months of 2018, the leading executive search company Amrop Estonia’s revenue grew by 45% compared to the same period last year and amounted to 492 231 euros, thus already exceeding the total revenue of 2017. Shortage of executives in Estonia and Amrop’s successful pan-Baltic operation are seen as the main factors behind headhunter’s rapid growth.\r\n\r\n“2018 is the most successful year in the 25-year history of Amrop in Estonia. In only ten months we have exceeded the 12-months result of 2017, which was 480 541 euros, and this year for the first time ever we will pass the 500 000 euros milestone in annual revenue,” says Amrop Estonia managing partner Aiga Ārste-Avotiņa, who attributes success to two main reasons: shortage of talent - particularly executives - in Estonia as well as Amrop’s strategy of building strong regional operation.\r\n\r\nAccording to Ārste-Avotiņa, 36% of employers globally experience talent shortages and difficulties finding the employees – especially managers and top executives - with the required skills. “In the Baltics with our tough demographic situation and growing economies such shortage of talents just becomes more evident. Most successful Estonian businesses realize that in order to grow they must expand internationally - and to make this happen they need suitable executives. Local startups and privately-owned companies often look for specific industry expertise that is difficult to find in a small market, so they require a cross border search to find managers. Amrop with our solid international presence in almost 50 countries and especially strong research teams is excellently positioned to find candidates with specific expertise wherever they are”, Ārste-Avotiņa said.\r\n\r\nCompared to twenty or even ten years ago the executive search business in Estonia has gone through multiple changes. “We see our firm getting more specialized. Technology, digitalization, retail, manufacturing, infrastructure and industrial solutions are sectors where we have gathered strong competence & credentials and what we see developing even further. There is also strengthening the cross-border cooperation between international offices, offering chances for Estonian companies to enlarge talent pool and bringing more talents on local market from outside. Already now around 20% of our searches in Baltics are regional assignments”, Ārste-Avotiņa added.\r\n\r\nAmrop advises the world’s most dynamic, agile organizations on identifying and positioning Leaders For What’s Next - adept at working across borders, in markets around the world. Established in 1977, Amrop operates in Asia, EMEA and the Americas. With approximately 80 offices in almost 50 countries, Amrop is one of the world’s largest retained executive search partnerships.\r\n\r\nAmrop Estonia was established in 1993. Amrop Estonia’s clients include Ekspress Grupp, Eesti Raudtee, Baltic Workboats, HKScan, R-Kiosk Estonia, PKN Orlen, Circle K, Riigi Kinnisvara, Tallinna Sadam and many others.\r\n\r\nAdditional information:\r\n\r\nAiga Ārste-Avotiņa\r\n\r\nAmrop Estonia\r\n\r\nManaging Partner\r\n\r\naiga.arste@amrop.com\r\n\r\n+372 6408 700\r\n\r\n+372 5197 0108', 'Amrop: Estonia experiences a shortage of executives Amrop Estonia’s revenue reaches a record half a million euros', '', 'publish', 'open', 'open', '', 'amrop-estonia-experiences-a-shortage-of-executives-amrop-estonias-revenue-reaches-a-record-half-a-million-euros', '', '', '2019-03-18 15:30:17', '2019-03-18 15:30:17', '', 0, 'http://www.amrop.ee/?p=876', 0, 'post', '', 0), (766, 2, '2018-09-29 11:56:29', '2018-09-29 11:56:29', 'Aiga has been working in executive search business since 1996, when she joined Amrop International in Latvia as a first local representative. She developed the company to the biggest player in the market in senior level recruitment.\r\n\r\nSince 1999, when she was appointed as Managing partner, she has been leading executive search assignments in Latvia, Lithuania and Estonia in a range of sectors, including Financal Services, Manufacturing, Retail, IT & Telecommunications, Pharmaceutical and other industries. Many of these assignments has been regional searches, covering all three Baltic markets. She also has been leading management audit assignments in the Baltics. Aiga has been the co-owner of Amrop Estonia together with Viesturs Lieģis since 2013 and is acting also as Managing Partner in Estonia cince October 2018.\r\n\r\nAiga graduated from University of Latvia with a Bachelor degree in Psychology and with MBA from Riga Business School.\r\n\r\nShe speaks Latvian, English and Russian', 'Aiga Ārste – Avotiņa', '', 'inherit', 'closed', 'closed', '', '41-revision-v1', '', '', '2018-09-29 11:56:29', '2018-09-29 11:56:29', '', 41, 'http://www.amrop.ee/news/41-revision-v1', 0, 'revision', '', 0), (764, 2, '2018-09-29 11:50:52', '2018-09-29 11:50:52', 'Aiga has been working in executive search business since 1996, when she joined Amrop International in Latvia as a first local representative. She developed the company to the biggest player in the market in senior level recruitment.\r\n\r\nSince 1999, when she was appointed as Managing partner, she has been leading executive search assignments in Latvia, Lithuania and Estonia in a range of sectors, including Financal Services, Manufacturing, Retail, IT & Telecommunications, Pharmaceutical and other industries. Many of these assignments has been regional searches, covering all three Baltic markets. She also has been leading management audit assignments in the Baltics. Aiga has been the co-owner of Amrop Estonia together with Viesturs Lieģis since 2013 and is acting is also acting as Managing Partner in Estonia since October 2018. \r\n\r\nAiga graduated from University of Latvia with a Bachelor degree in Psychology and with MBA from Riga Business School.\r\n\r\nShe speaks Latvian, English and Russian', 'Aiga Ārste – Avotiņa', '', 'inherit', 'closed', 'closed', '', '41-revision-v1', '', '', '2018-09-29 11:50:52', '2018-09-29 11:50:52', '', 41, 'http://www.amrop.ee/news/41-revision-v1', 0, 'revision', '', 0), (765, 2, '2018-09-29 11:53:35', '2018-09-29 11:53:35', 'Aiga has been working in executive search business since 1996, when she joined Amrop International in Latvia as a first local representative. She developed the company to the biggest player in the market in senior level recruitment.\r\n\r\nSince 1999, when she was appointed as Managing partner, she has been leading executive search assignments in Latvia, Lithuania and Estonia in a range of sectors, including Financal Services, Manufacturing, Retail, IT & Telecommunications, Pharmaceutical and other industries. Many of these assignments has been regional searches, covering all three Baltic markets. She also has been leading management audit assignments in the BalticsAiga has been the co-owner of Amrop Estonia together with Viesturs Lieģis since 2013 and is acting is also acting as Managing Partner in Estonia since October 2018. \r\n\r\nAiga graduated from University of Latvia with a Bachelor degree in Psychology and with MBA from Riga Business School.\r\n\r\nShe speaks Latvian, English and Russian', 'Aiga Ārste – Avotiņa', '', 'inherit', 'closed', 'closed', '', '41-revision-v1', '', '', '2018-09-29 11:53:35', '2018-09-29 11:53:35', '', 41, 'http://www.amrop.ee/news/41-revision-v1', 0, 'revision', '', 0), (877, 1, '2019-03-18 15:27:45', '2019-03-18 15:27:45', 'In the first ten months of 2018, the leading executive search company Amrop Estonia’s revenue grew by 45% compared to the same period last year and amounted to 492 231 euros, thus already exceeding the total revenue of 2017. Shortage of executives in Estonia and Amrop’s successful pan-Baltic operation are seen as the main factors behind headhunter’s rapid growth.\r\n\r\n“2018 is the most successful year in the 25-year history of Amrop in Estonia. In only ten months we have exceeded the 12-months result of 2017, which was 480 541 euros, and this year for the first time ever we will pass the 500 000 euros milestone in annual revenue,” says Amrop Estonia managing partner Aiga Ārste-Avotiņa, who attributes success to two main reasons: shortage of talent - particularly executives - in Estonia as well as Amrop’s strategy of building strong regional operation.\r\n\r\nAccording to Ārste-Avotiņa, 36% of employers globally experience talent shortages and difficulties finding the employees – especially managers and top executives - with the required skills. “In the Baltics with our tough demographic situation and growing economies such shortage of talents just becomes more evident. Most successful Estonian businesses realize that in order to grow they must expand internationally - and to make this happen they need suitable executives. Local startups and privately-owned companies often look for specific industry expertise that is difficult to find in a small market, so they require a cross border search to find managers. Amrop with our solid international presence in almost 50 countries and especially strong research teams is excellently positioned to find candidates with specific expertise wherever they are”, Ārste-Avotiņa said.\r\n\r\nCompared to twenty or even ten years ago the executive search business in Estonia has gone through multiple changes. “We see our firm getting more specialized. Technology, digitalization, retail, manufacturing, infrastructure and industrial solutions are sectors where we have gathered strong competence & credentials and what we see developing even further. There is also strengthening the cross-border cooperation between international offices, offering chances for Estonian companies to enlarge talent pool and bringing more talents on local market from outside. Already now around 20% of our searches in Baltics are regional assignments”, Ārste-Avotiņa added.\r\n\r\nAmrop advises the world’s most dynamic, agile organizations on identifying and positioning Leaders For What’s Next - adept at working across borders, in markets around the world. Established in 1977, Amrop operates in Asia, EMEA and the Americas. With approximately 80 offices in almost 50 countries, Amrop is one of the world’s largest retained executive search partnerships.\r\n\r\nAmrop Estonia was established in 1993. Amrop Estonia’s clients include Ekspress Grupp, Eesti Raudtee, Baltic Workboats, HKScan, R-Kiosk Estonia, PKN Orlen, Circle K, Riigi Kinnisvara, Tallinna Sadam and many others.\r\n\r\nAdditional information:\r\n\r\nAiga Ārste-Avotiņa\r\n\r\nAmrop Estonia\r\n\r\nManaging Partner\r\n\r\naiga.arste@amrop.com\r\n\r\n+372 6408 700\r\n\r\n+372 5197 0108', 'Amrop: Estonia experiences a shortage of executives Amrop Estonia’s revenue reaches a record half a million euros', '', 'inherit', 'closed', 'closed', '', '876-revision-v1', '', '', '2019-03-18 15:27:45', '2019-03-18 15:27:45', '', 876, 'http://www.amrop.ee/news/876-revision-v1', 0, 'revision', '', 0), (768, 2, '2018-09-29 12:06:02', '2018-09-29 12:06:02', '', 'GDPR Consent Form_candidate_ENG', '', 'inherit', 'open', 'closed', '', 'gdpr-consent-form_candidate_eng', '', '', '2018-09-29 12:06:02', '2018-09-29 12:06:02', '', 0, 'http://www.amrop.ee/wp-content/uploads/2018/09/GDPR-Consent-Form_candidate_ENG.docx', 0, 'attachment', 'application/vnd.openxmlformats-officedocument.wordprocessingml.document', 0), (769, 2, '2018-09-29 12:06:03', '2018-09-29 12:06:03', '', 'GDPR kandidaadi nõusoleku vorm_ EST', '', 'inherit', 'open', 'closed', '', 'gdpr-kandidaadi-nousoleku-vorm_-est', '', '', '2018-09-29 12:09:01', '2018-09-29 12:09:01', '', 81, 'http://www.amrop.ee/wp-content/uploads/2018/09/GDPR-kandidaadi-nõusoleku-vorm_-EST.docx', 0, 'attachment', 'application/vnd.openxmlformats-officedocument.wordprocessingml.document', 0), (770, 2, '2018-09-29 12:07:14', '2018-09-29 12:07:14', '', 'Amrop CV eng', '', 'inherit', 'open', 'closed', '', 'cv-amrop-eng', '', '', '2018-09-29 12:12:01', '2018-09-29 12:12:01', '', 81, 'http://www.amrop.ee/wp-content/uploads/2018/09/CV-Amrop-eng.docx', 0, 'attachment', 'application/vnd.openxmlformats-officedocument.wordprocessingml.document', 0), (771, 2, '2018-09-29 12:07:15', '2018-09-29 12:07:15', '', 'Amrop CV est', '', 'inherit', 'open', 'closed', '', 'cv-amrop-est', '', '', '2018-09-29 12:11:04', '2018-09-29 12:11:04', '', 81, 'http://www.amrop.ee/wp-content/uploads/2018/09/CV-Amrop-est.docx', 0, 'attachment', 'application/vnd.openxmlformats-officedocument.wordprocessingml.document', 0), (772, 2, '2018-09-29 12:11:07', '2018-09-29 12:11:07', '

Amrop CV estKes on meie kandidaadid?

\nMeie kandidaadid on tippjuhid, keskastme juhid ja tippspetsialistid.', 'Kandidaadid', '', 'inherit', 'closed', 'closed', '', '81-autosave-v1', '', '', '2018-09-29 12:11:07', '2018-09-29 12:11:07', '', 81, 'http://www.amrop.ee/news/81-autosave-v1', 0, 'revision', '', 0), (774, 2, '2018-09-29 12:12:41', '2018-09-29 12:12:41', '

Kes on meie kandidaadid?

Amrop CV estKes on meie kandidaadid?

Kes on meie kandidaadid?

\r\nMeie kandidaadid on tippjuhid, keskastme juhid ja tippspetsialistid.', 'Kandidaadid', '', 'inherit', 'closed', 'closed', '', '81-revision-v1', '', '', '2018-09-29 12:28:11', '2018-09-29 12:28:11', '', 81, 'http://www.amrop.ee/news/81-revision-v1', 0, 'revision', '', 0), (791, 2, '2018-10-03 11:27:40', '2018-10-03 11:27:40', 'Aiga Arste-Avotina on töötanud sihtotsingu valdkonnas alates 1996. aastast, kui ta ühines esimese kohaliku esindajana Amrop Lätiga ning käivitas Amropi tegevust Lätis ja Leedus. Aiga on arendanud ettevõtte tippjuhtide värbamise turul üheks suurimaks tegijaks. Alates Lätis partneriks saamisest 1999. aastal, on ta juhtinud sihtotsingu projekte Eestis, Lätis, Leedus ja Ukrainas erinevates valdkondades, sealhulgas tootmine, farma, jaemüük, IT ja telekommunikatsioon, taristu jpt., ning viinud edukalt läbi üle 440 sihtotsingu projekti rahvusvahelistes ja kohalikes ettevõtetes. Mitmed neist projektidest on olnud regionaalsed, hõlmates kõiki kolme Balti riiki. Ta on viinud läbi ka juhtimisauditeid Baltikumis ja Põhjamaades. Alates 2013. aastast on Aiga olnud Amrop Eesti kaasomanik koos Viesturs Lieģisiga ning alates oktoobrist 2018 ka Amrop Eesti juhtivpartneri rollis.\r\n\r\nAiga on lõpetanud Läti Ülikooli bakaleaureuse kraadiga psühholooogias ja Riia Ärikooli magistrikraadiga.\r\n\r\nAiga räägib läti, inglise ja vene keelt.\r\n\r\n ', 'Aiga Ārste – Avotiņa', '', 'inherit', 'closed', 'closed', '', '789-revision-v1', '', '', '2018-10-03 11:27:40', '2018-10-03 11:27:40', '', 789, 'http://www.amrop.ee/news/789-revision-v1', 0, 'revision', '', 0), (793, 2, '2018-10-03 13:25:56', '2018-10-03 13:25:56', 'Aiga Ārste – Avotiņaon töötanud sihtotsingu valdkonnas alates 1996. aastast, kui ta ühines esimese kohaliku esindajana Amrop Lätiga ning käivitas Amropi tegevust Lätis ja Leedus. Aiga on arendanud ettevõtte tippjuhtide värbamise turul üheks suurimaks tegijaks. Alates Lätis partneriks saamisest 1999. aastal, on ta juhtinud sihtotsingu projekte Eestis, Lätis, Leedus ja Ukrainas erinevates valdkondades, sealhulgas tootmine, farma, jaemüük, IT ja telekommunikatsioon, taristu jpt., ning viinud edukalt läbi üle 440 sihtotsingu projekti rahvusvahelistes ja kohalikes ettevõtetes. Mitmed neist projektidest on olnud regionaalsed, hõlmates kõiki kolme Balti riiki. Ta on viinud läbi ka juhtimisauditeid Baltikumis ja Põhjamaades. Alates 2013. aastast on Aiga olnud Amrop Eesti kaasomanik koos Viesturs Lieģisiga ning alates oktoobrist 2018 ka Amrop Eesti juhtivpartneri rollis.\r\n\r\nAiga on lõpetanud Läti Ülikooli bakaleaureuse kraadiga psühholooogias ja Riia Ärikooli magistrikraadiga.\r\n\r\nAiga räägib läti, inglise ja vene keelt.\r\n\r\n ', 'Aiga Ārste – Avotiņa', '', 'inherit', 'closed', 'closed', '', '789-revision-v1', '', '', '2018-10-03 13:25:56', '2018-10-03 13:25:56', '', 789, 'http://www.amrop.ee/news/789-revision-v1', 0, 'revision', '', 0), (878, 1, '2018-12-18 15:29:08', '2018-12-18 15:29:08', 'Juhtiva personali sihtotsingufirma Amrop Eesti müügitulu kasvas käesoleva aasta esimese kümne kuuga 45%, eelmise aasta sama perioodiga võrreldes ning ulatus 492 231 euroni, mis ületab 2017. aasta kogutulu. Headhunteri kiire kasvu põhjuseks võib pidada juhtivtöötajate puudust Eestis ning Amropi edukat Baltikumiülest tegevust.\r\n\r\n“2018. aasta on Amrop Eesti 25-aastases ajaloos kõige edukam. Vaid kümne kuuga oleme ületanud terve möödunud aasta 480 541 eurose müügitulu ning tänavu jõuame esmakordselt 500 000 eurose käibeni,” ütles Amrop Eesti juhtivpartner Aiga Ārste-Avotiņa, kes põhjendab edu peamiselt kahe asjaga: talentide, eriti tippjuhtide puudus Eestis ja Amropi tugeva piirkondliku tegevuse ülesehitamise strateegia.\r\n\r\nĀrste-Avotiņa sõnul kogevad ülemaailmselt 36% tööandjatest raskusi nõutud oskustega talentide leidmisel – eriti juhtide ja tippjuhtide puhul. “Baltikumis on töötajate puudus meie keeruka demograafilise olukorra ja kasvava majanduse tõttu saanud eriti ilmseks. Enamik edukaid Eesti ettevõtteid mõistavad, et kasvamiseks peavad nad laienema rahvusvaheliselt ning selleks vajavad nad sobivaid juhtivtöötajaid. Kohalikud idufirmad ja eraomandis olevad ettevõtted otsivad tihti spetsiifilisi valdkonnapõhiseid oskusi, mida on nii väiksel turul keeruline leida, seega vajavad nad juhtide leidmiseks piiriülest otsingut. Amropil on tugev rahvusvaheline kohalolek ligi 50 riigis ning tugevad otsingumeeskonnad on hästi paigutatud, leidmaks spetsiifiliste teadmistega kandidaate kõikjalt,” ütles Ārste-Avotiņa.\r\n\r\nVõrreldes kahekümne ja isegi kümne aasta taguse ajaga on sihtotsingu äri Eestis teinud läbi palju muutusi. “Me näeme enda ettevõtet muutumas spetsialiseerunumaks. Tehnoloogia, digitaliseerimine, jaemüük, tootmine, taristu ja tööstuslikud lahendused on sektorid, milles on meie kompetents ja kogemused kõige suuremad ning mida näeme tulevikus veel enam arenevat. Samuti on tugevnemas piiriülene koostöö rahvusvaheliste kontorite vahel, mis võimaldab Eesti ettevõtetele pakkuda veelgi laiemat talentide valikut ning tuua siia rohkem töötajaid väljapoolt. Juba praegu on 20% meie otsingutest Baltikumis regionaalsed,” lisas Ārste-Avotiņa.\r\n\r\nAmrop nõustab maailma kõige dünaamilisemaid ja kiirema arenguga ettevõtteid Leaders For What’s Next (tippjuhid, kellel on kogemust ka piiriüleste ning rahvusvaheliste turgudega) identifitseerimisel ja positsioneerimisel. 1977. aastal asutatud Amrop tegutseb Aasias, Euroopa, Lähis-Ida ja Aafrika riikides ning Ameerikas. Umbes 80 kontoriga ligi 50 riigis on Amrop üks maailma suurimaid tippjuhtide sihtotsingufirmasid.\r\n\r\n1993. aastal asutatud Amrop Eesti klientide hulka kuuluvad Ekspress Grupp, Eesti Raudtee, Baltic Workboats, HKScan, R-Kiosk Eesti, PKN Orlen, Circle K, Riigi Kinnisvara, Tallinna Sadam ja paljud teised.\r\n\r\nFotod: Amrop Estonia\r\n\r\nLisainfo:\r\nAiga Ārste-Avotiņa\r\nAmrop Eesti\r\nJuhtivpartner\r\naiga.arste@amrop.com\r\n+372 6408 700\r\n+372 5197 0108', 'Amrop: Eestis on puudus tippjuhtidest Amrop Eesti käive ulatub rekordilise poole miljoni euroni', '', 'publish', 'open', 'open', '', 'amrop-eestis-on-puudus-tippjuhtidest-amrop-eesti-kaive-ulatub-rekordilise-poole-miljoni-euroni', '', '', '2019-03-18 15:29:49', '2019-03-18 15:29:49', '', 0, 'http://www.amrop.ee/?p=878', 0, 'post', '', 0), (879, 1, '2019-03-18 15:29:08', '2019-03-18 15:29:08', 'Juhtiva personali sihtotsingufirma Amrop Eesti müügitulu kasvas käesoleva aasta esimese kümne kuuga 45%, eelmise aasta sama perioodiga võrreldes ning ulatus 492 231 euroni, mis ületab 2017. aasta kogutulu. Headhunteri kiire kasvu põhjuseks võib pidada juhtivtöötajate puudust Eestis ning Amropi edukat Baltikumiülest tegevust.\r\n\r\n“2018. aasta on Amrop Eesti 25-aastases ajaloos kõige edukam. Vaid kümne kuuga oleme ületanud terve möödunud aasta 480 541 eurose müügitulu ning tänavu jõuame esmakordselt 500 000 eurose käibeni,” ütles Amrop Eesti juhtivpartner Aiga Ārste-Avotiņa, kes põhjendab edu peamiselt kahe asjaga: talentide, eriti tippjuhtide puudus Eestis ja Amropi tugeva piirkondliku tegevuse ülesehitamise strateegia.\r\n\r\nĀrste-Avotiņa sõnul kogevad ülemaailmselt 36% tööandjatest raskusi nõutud oskustega talentide leidmisel – eriti juhtide ja tippjuhtide puhul. “Baltikumis on töötajate puudus meie keeruka demograafilise olukorra ja kasvava majanduse tõttu saanud eriti ilmseks. Enamik edukaid Eesti ettevõtteid mõistavad, et kasvamiseks peavad nad laienema rahvusvaheliselt ning selleks vajavad nad sobivaid juhtivtöötajaid. Kohalikud idufirmad ja eraomandis olevad ettevõtted otsivad tihti spetsiifilisi valdkonnapõhiseid oskusi, mida on nii väiksel turul keeruline leida, seega vajavad nad juhtide leidmiseks piiriülest otsingut. Amropil on tugev rahvusvaheline kohalolek ligi 50 riigis ning tugevad otsingumeeskonnad on hästi paigutatud, leidmaks spetsiifiliste teadmistega kandidaate kõikjalt,” ütles Ārste-Avotiņa.\r\n\r\nVõrreldes kahekümne ja isegi kümne aasta taguse ajaga on sihtotsingu äri Eestis teinud läbi palju muutusi. “Me näeme enda ettevõtet muutumas spetsialiseerunumaks. Tehnoloogia, digitaliseerimine, jaemüük, tootmine, taristu ja tööstuslikud lahendused on sektorid, milles on meie kompetents ja kogemused kõige suuremad ning mida näeme tulevikus veel enam arenevat. Samuti on tugevnemas piiriülene koostöö rahvusvaheliste kontorite vahel, mis võimaldab Eesti ettevõtetele pakkuda veelgi laiemat talentide valikut ning tuua siia rohkem töötajaid väljapoolt. Juba praegu on 20% meie otsingutest Baltikumis regionaalsed,” lisas Ārste-Avotiņa.\r\n\r\nAmrop nõustab maailma kõige dünaamilisemaid ja kiirema arenguga ettevõtteid Leaders For What’s Next (tippjuhid, kellel on kogemust ka piiriüleste ning rahvusvaheliste turgudega) identifitseerimisel ja positsioneerimisel. 1977. aastal asutatud Amrop tegutseb Aasias, Euroopa, Lähis-Ida ja Aafrika riikides ning Ameerikas. Umbes 80 kontoriga ligi 50 riigis on Amrop üks maailma suurimaid tippjuhtide sihtotsingufirmasid.\r\n\r\n1993. aastal asutatud Amrop Eesti klientide hulka kuuluvad Ekspress Grupp, Eesti Raudtee, Baltic Workboats, HKScan, R-Kiosk Eesti, PKN Orlen, Circle K, Riigi Kinnisvara, Tallinna Sadam ja paljud teised.\r\n\r\nFotod: Amrop Estonia\r\n\r\nLisainfo:\r\nAiga Ārste-Avotiņa\r\nAmrop Eesti\r\nJuhtivpartner\r\naiga.arste@amrop.com\r\n+372 6408 700\r\n+372 5197 0108', 'Amrop: Eestis on puudus tippjuhtidest Amrop Eesti käive ulatub rekordilise poole miljoni euroni', '', 'inherit', 'closed', 'closed', '', '878-revision-v1', '', '', '2019-03-18 15:29:08', '2019-03-18 15:29:08', '', 878, 'http://www.amrop.ee/news/878-revision-v1', 0, 'revision', '', 0), (880, 1, '2018-12-17 15:34:05', '2018-12-17 15:34:05', 'Headhunting represents a full process of problem solving - we start with a briefing from the client which is then followed by market analysis and interviews with selected candidates. The whole process usually takes around 6-7 weeks and will cost the client a third of the compensation meant for the new employee. In Estonia headhunting can mostly be used for finding administrative or executory level leaders for numerous fields. When searching for suitable candidates, a fixed profile is set up which they should meet, at least approximately, the criteria is set up in collaboration with the client as they know what needs to be prioritized. A good leader should have international experience, leadership features and have a good understanding of how the organisation and the markets work. Suprisingly we find great leaders from India, South America and South Africa, as opposed to Europe, Japan and the UK as one would assume. Overall however there is a shortage of good leaders, in the Baltics this is also due to the demographic crisis.\r\n\r\n $\"11\"$ \r\n\r\n $\"1\"$ \r\n\r\n ', 'Director magazine has published the interview with Mr. Dade in its December issue.', '', 'publish', 'open', 'open', '', 'director-magazine-has-published-the-interview-with-mr-dade-in-its-december-issue', '', '', '2019-03-18 15:35:09', '2019-03-18 15:35:09', '', 0, 'http://www.amrop.ee/?p=880', 0, 'post', '', 0), (881, 1, '2019-03-18 15:32:56', '2019-03-18 15:32:56', '', '11', '', 'inherit', 'open', 'closed', '', '11', '', '', '2019-03-18 15:32:56', '2019-03-18 15:32:56', '', 880, 'http://www.amrop.ee/wp-content/uploads/2019/03/11.jpg', 0, 'attachment', 'image/jpeg', 0), (882, 1, '2019-03-18 15:32:57', '2019-03-18 15:32:57', '', '1', '', 'inherit', 'open', 'closed', '', '1', '', '', '2019-03-18 15:32:57', '2019-03-18 15:32:57', '', 880, 'http://www.amrop.ee/wp-content/uploads/2019/03/1.jpg', 0, 'attachment', 'image/jpeg', 0), (883, 1, '2019-03-18 15:34:05', '2019-03-18 15:34:05', 'Headhunting represents a full process of problem solving - we start with a briefing from the client which is then followed by market analysis and interviews with selected candidates. The whole process usually takes around 6-7 weeks and will cost the client a third of the compensation meant for the new employee. In Estonia headhunting can mostly be used for finding administrative or executory level leaders for numerous fields. When searching for suitable candidates, a fixed profile is set up which they should meet, at least approximately, the criteria is set up in collaboration with the client as they know what needs to be prioritized. A good leader should have international experience, leadership features and have a good understanding of how the organisation and the markets work. Suprisingly we find great leaders from India, South America and South Africa, as opposed to Europe, Japan and the UK as one would assume. Overall however there is a shortage of good leaders, in the Baltics this is also due to the demographic crisis.\r\n\r\n $\"11\"$ \r\n\r\n $\"1\"$ \r\n\r\n ', 'Director magazine has published the interview with Mr. Dade in its December issue.', '', 'inherit', 'closed', 'closed', '', '880-revision-v1', '', '', '2019-03-18 15:34:05', '2019-03-18 15:34:05', '', 880, 'http://www.amrop.ee/news/880-revision-v1', 0, 'revision', '', 0), (884, 1, '2019-03-18 15:34:46', '2019-03-18 15:34:46', 'Headhunting represents a full process of problem solving - we start with a briefing from the client which is then followed by market analysis and interviews with selected candidates. The whole process usually takes around 6-7 weeks and will cost the client a third of the compensation meant for the new employee. In Estonia headhunting can mostly be used for finding administrative or executory level leaders for numerous fields. When searching for suitable candidates, a fixed profile is set up which they should meet, at least approximately, the criteria is set up in collaboration with the client as they know what needs to be prioritized. A good leader should have international experience, leadership features and have a good understanding of how the organisation and the markets work. Suprisingly we find great leaders from India, South America and South Africa, as opposed to Europe, Japan and the UK as one would assume. Overall however there is a shortage of good leaders, in the Baltics this is also due to the demographic crisis.\r\n\r\n $\"11\"$ \r\n\r\n $\"1\"$ \r\n\r\n ', 'Director magazine has published the interview with Mr. Dade in its December issue.', '', 'inherit', 'closed', 'closed', '', '880-revision-v1', '', '', '2019-03-18 15:34:46', '2019-03-18 15:34:46', '', 880, 'http://www.amrop.ee/news/880-revision-v1', 0, 'revision', '', 0), (886, 2, '2019-03-29 08:41:27', '2019-03-29 08:41:27', 'The leading executive search company Amrop Estonia last year’s unaudited revenue amounted to 516 000 euros, which is 19% more than in the previous year. Growing its international exposure and recognizing a major change in the 21st century leadership skillset to a humbler, more hands-on and inclusive approach were the key factors of success, the company reports.\r\n\r\nAccording to Amrop Estonia managing partner Aiga Ārste-Avotiņa, 2018 was the most successful year in the 25-year history of Amrop in Estonia – for the first time ever the company passed the 500 000 euros milestone in annual revenue. “We had a great 2018 - it is the most successful year in the 25-year history of Amrop in Estonia. This great achievement fueled our aim to get better and better. We grew our international exposure and collaboration with other Amrop offices in the world and further developed the cooperation with our clients locally,” Ārste-Avotiņa says.\r\n\r\nShe also adds that Amrop was quick to recognize and put to use a major change in leadership skillset. “Not all current leaders are able to make the shift from the 20th century leadership to the 21st century leadership, which is humbler, more hands-on, less hierarchical and much more inclusive. Amrop witnessed and recognized this important change and can help our clients find this new kind of leaders. In more projects than before we are asked to become solution finders rather than executive searchers. Clients clearly value being advised by experts who invest more time in understanding the client’s unique context and in matching the challenges with the available talent in the market,\" Ārste-Avotiņa says.\r\n\r\nAmrop advises the world’s most dynamic, agile organizations on identifying and positioning Leaders For What’s Next - adept at working across borders, in markets around the world. Established in 1977, Amrop operates in Asia, EMEA and the Americas. With approximately 80 offices in almost 50 countries, Amrop is one of the world’s largest retained executive search partnerships.\r\n\r\nAmrop Estonia was established in 1993. Amrop Estonia’s clients include Ekspress Grupp, Eesti Raudtee, Operail, Baltic Workboats, HKScan, R-Kiosk Estonia, PKN Orlen, Circle K, IF, Tallinna Sadam, Sorainen, SEB and many others.', 'Amrop Estonia annual revenue exceeded a record half a million euros', '', 'publish', 'open', 'open', '', 'amrop-estonia-annual-revenue-exceeded-a-record-half-a-million-euros', '', '', '2019-04-02 10:26:20', '2019-04-02 10:26:20', '', 0, 'http://www.amrop.ee/?p=886', 0, 'post', '', 0), (887, 2, '2019-03-29 08:41:27', '2019-03-29 08:41:27', 'The leading executive search company Amrop Estonia last year’s unaudited revenue amounted to 516 000 euros, which is 19% more than in the previous year. Growing its international exposure and recognizing a major change in the 21st century leadership skillset to a humbler, more hands-on and inclusive approach were the key factors of success, the company reports.\r\n\r\nAccording to Amrop Estonia managing partner Aiga Ārste-Avotiņa, 2018 was the most successful year in the 25-year history of Amrop in Estonia – for the first time ever the company passed the 500 000 euros milestone in annual revenue. “We had a great 2018 - it is the most successful year in the 25-year history of Amrop in Estonia. This great achievement fueled our aim to get better and better. We grew our international exposure and collaboration with other Amrop offices in the world and further developed the cooperation with our clients locally,” Ārste-Avotiņa says.\r\n\r\nShe also adds that Amrop was quick to recognize and put to use a major change in leadership skillset. “Not all current leaders are able to make the shift from the 20th century leadership to the 21st century leadership, which is humbler, more hands-on, less hierarchical and much more inclusive. Amrop witnessed and recognized this important change and can help our clients find this new kind of leaders. In more projects than before we are asked to become solution finders rather than executive searchers. Clients clearly value being advised by experts who invest more time in understanding the client’s unique context and in matching the challenges with the available talent in the market,\" Ārste-Avotiņa says.\r\n\r\nAmrop advises the world’s most dynamic, agile organizations on identifying and positioning Leaders For What’s Next - adept at working across borders, in markets around the world. Established in 1977, Amrop operates in Asia, EMEA and the Americas. With approximately 80 offices in almost 50 countries, Amrop is one of the world’s largest retained executive search partnerships.\r\n\r\nAmrop Estonia was established in 1993. Amrop Estonia’s clients include Ekspress Grupp, Eesti Raudtee, Operail, Baltic Workboats, HKScan, R-Kiosk Estonia, PKN Orlen, Circle K, IF, Tallinna Sadam, Sorainen, SEB and many others.', 'Amrop Estonia annual revenue exceeded a record half a million euros', '', 'inherit', 'closed', 'closed', '', '886-revision-v1', '', '', '2019-03-29 08:41:27', '2019-03-29 08:41:27', '', 886, 'http://www.amrop.ee/news/886-revision-v1', 0, 'revision', '', 0), (888, 2, '2019-03-29 08:48:34', '2019-03-29 08:48:34', 'The leading executive search company Amrop Estonia last year’s unaudited revenue amounted to 516 000 euros, which is 19% more than in the previous year. Growing its international exposure and recognizing a major change in the 21st century leadership skillset to a humbler, more hands-on and inclusive approach were the key factors of success, the company reports.\r\n\r\nAccording to Amrop Estonia managing partner Aiga Ārste-Avotiņa, 2018 was the most successful year in the 25-year history of Amrop in Estonia – for the first time ever the company passed the 500 000 euros milestone in annual revenue. “We had a great 2018 - it is the most successful year in the 25-year history of Amrop in Estonia. This great achievement fueled our aim to get better and better. We grew our international exposure and collaboration with other Amrop offices in the world and further developed the cooperation with our clients locally,” Ārste-Avotiņa says.\r\n\r\nShe also adds that Amrop was quick to recognize and put to use a major change in leadership skillset. “Not all current leaders are able to make the shift from the 20th century leadership to the 21st century leadership, which is humbler, more hands-on, less hierarchical and much more inclusive. Amrop witnessed and recognized this important change and can help our clients find this new kind of leaders. In more projects than before we are asked to become solution finders rather than executive searchers. Clients clearly value being advised by experts who invest more time in understanding the client’s unique context and in matching the challenges with the available talent in the market,\" Ārste-Avotiņa says.\r\n\r\nAmrop advises the world’s most dynamic, agile organizations on identifying and positioning Leaders For What’s Next - adept at working across borders, in markets around the world. Established in 1977, Amrop operates in Asia, EMEA and the Americas. With approximately 80 offices in almost 50 countries, Amrop is one of the world’s largest retained executive search partnerships.\r\n\r\nAmrop Estonia was established in 1993. Amrop Estonia’s clients include Ekspress Grupp, Eesti Raudtee, Operail, Baltic Workboats, HKScan, R-Kiosk Estonia, PKN Orlen, Circle K, IF, Tallinna Sadam, Sorainen, SEB and many others.\r\n\r\n \r\n\r\nhttps://www.baltictimes.com/amrop_estonia_annual_revenue_exceeded_a_record_half_a_million_euros/', 'The Baltic Times: Amrop Estonia annual revenue exceeded a record half a million euros', '', 'publish', 'open', 'open', '', 'the-baltic-times-amrop-estonia-annual-revenue-exceeded-a-record-half-a-million-euros', '', '', '2019-03-29 08:48:45', '2019-03-29 08:48:45', '', 0, 'http://www.amrop.ee/?p=888', 0, 'post', '', 0), (889, 2, '2019-03-29 08:48:34', '2019-03-29 08:48:34', 'The leading executive search company Amrop Estonia last year’s unaudited revenue amounted to 516 000 euros, which is 19% more than in the previous year. Growing its international exposure and recognizing a major change in the 21st century leadership skillset to a humbler, more hands-on and inclusive approach were the key factors of success, the company reports.\r\n\r\nAccording to Amrop Estonia managing partner Aiga Ārste-Avotiņa, 2018 was the most successful year in the 25-year history of Amrop in Estonia – for the first time ever the company passed the 500 000 euros milestone in annual revenue. “We had a great 2018 - it is the most successful year in the 25-year history of Amrop in Estonia. This great achievement fueled our aim to get better and better. We grew our international exposure and collaboration with other Amrop offices in the world and further developed the cooperation with our clients locally,” Ārste-Avotiņa says.\r\n\r\nShe also adds that Amrop was quick to recognize and put to use a major change in leadership skillset. “Not all current leaders are able to make the shift from the 20th century leadership to the 21st century leadership, which is humbler, more hands-on, less hierarchical and much more inclusive. Amrop witnessed and recognized this important change and can help our clients find this new kind of leaders. In more projects than before we are asked to become solution finders rather than executive searchers. Clients clearly value being advised by experts who invest more time in understanding the client’s unique context and in matching the challenges with the available talent in the market,\" Ārste-Avotiņa says.\r\n\r\nAmrop advises the world’s most dynamic, agile organizations on identifying and positioning Leaders For What’s Next - adept at working across borders, in markets around the world. Established in 1977, Amrop operates in Asia, EMEA and the Americas. With approximately 80 offices in almost 50 countries, Amrop is one of the world’s largest retained executive search partnerships.\r\n\r\nAmrop Estonia was established in 1993. Amrop Estonia’s clients include Ekspress Grupp, Eesti Raudtee, Operail, Baltic Workboats, HKScan, R-Kiosk Estonia, PKN Orlen, Circle K, IF, Tallinna Sadam, Sorainen, SEB and many others.\r\n\r\n \r\n\r\nhttps://www.baltictimes.com/amrop_estonia_annual_revenue_exceeded_a_record_half_a_million_euros/', 'The Baltic Times: Amrop Estonia annual revenue exceeded a record half a million euros', '', 'inherit', 'closed', 'closed', '', '888-revision-v1', '', '', '2019-03-29 08:48:34', '2019-03-29 08:48:34', '', 888, 'http://www.amrop.ee/news/888-revision-v1', 0, 'revision', '', 0), (891, 2, '2019-04-02 10:40:35', '2019-04-02 10:40:35', '', 'Allalaaditud fail', '', 'inherit', 'open', 'closed', '', 'allalaaditud-fail', '', '', '2019-04-02 10:40:35', '2019-04-02 10:40:35', '', 9, 'http://www.amrop.ee/wp-content/uploads/2018/04/Allalaaditud-fail.jpg', 0, 'attachment', 'image/jpeg', 0), (1003, 2, '2021-01-29 12:27:56', '2021-01-29 12:27:56', '

Janisel on laialdased kogemused personalivaldkonnas nii erasektoris kui ka avalikus sektoris. Ta alustas oma karjääri jaemüügifirmas Karsten Latvian, enne kui siirdus Parexi kindlustusseltsi juristi / personalispetsialistina. Hiljem sai temast Läti riigikontrolli personalijuht. Pärast seda liitus ta ABB-ga personalipartnerina ja vastutas mitme Baltikumi äriüksuse eest.\r\n\r\nJanis on omandanud õigusteaduse magistrikraadi Turiba Ärikoolis ning tal on kõrgharidus keskkonna- ja tööohutuse spetsialistina ka Läti Ülikoolist. Ta on rahvusvahelise sertifitseeritud coach.\r\n\r\nJanis räägib läti, inglise ja vene keelt.

', 'Jānis Bedrītis', '', 'inherit', 'closed', 'closed', '', '1002-revision-v1', '', '', '2021-01-29 12:27:56', '2021-01-29 12:27:56', '', 1002, 'http://www.amrop.ee/news/1002-revision-v1', 0, 'revision', '', 0), (1004, 2, '2021-01-29 12:28:25', '2021-01-29 12:28:25', '', 'janis', '', 'inherit', 'open', 'closed', '', 'janis-2', '', '', '2021-01-29 12:28:25', '2021-01-29 12:28:25', '', 1002, 'http://www.amrop.ee/wp-content/uploads/2021/01/janis1.jpg', 0, 'attachment', 'image/jpeg', 0), (1005, 2, '2021-01-29 12:46:37', '2021-01-29 12:46:37', '

Janisel on laialdased kogemused personalivaldkonnas nii erasektoris kui ka avalikus sektoris. Ta alustas oma karjääri jaemüügifirmas Karsten Latvian, enne kui siirdus Parexi kindlustusseltsi juristi / personalispetsialistina. Hiljem sai temast Läti riigikontrolli personalijuht. Pärast seda liitus ta ABB-ga personalipartnerina ja vastutas mitme Baltikumi äriüksuse eest.

Janis on omandanud õigusteaduse magistrikraadi Turiba Ärikoolis ning tal on kõrgharidus keskkonna- ja tööohutuse spetsialistina ka Läti Ülikoolist. Ta on rahvusvahelise sertifitseeritud coach.

Janis räägib läti, inglise ja vene keelt.

', 'Jānis Bedrītis', '', 'inherit', 'closed', 'closed', '', '1002-autosave-v1', '', '', '2021-01-29 12:46:37', '2021-01-29 12:46:37', '', 1002, 'http://www.amrop.ee/news/1002-autosave-v1', 0, 'revision', '', 0), (1006, 2, '2021-01-29 13:07:11', '2021-01-29 13:07:11', '

\r\n

Janis on omandanud õigusteaduse magistrikraadi Turiba Ärikoolis ning tal on kõrgharidus keskkonna- ja tööohutuse spetsialistina ka Läti Ülikoolist. Ta on rahvusvahelise sertifitseeritud coach.

\r\n

Janis räägib läti, inglise ja vene keelt.

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Kes on meie kandidaadid?

\r\nMeie kandidaadid on tippjuhid, keskastme juhid ja tippspetsialistid.', 'Kandidaadid', '', 'inherit', 'closed', 'closed', '', '81-revision-v1', '', '', '2021-05-20 06:49:40', '2021-05-20 06:49:40', '', 81, 'http://www.amrop.ee/news/81-revision-v1', 0, 'revision', '', 0), (1053, 1, '2021-05-20 06:50:58', '2021-05-20 06:50:58', '

For Candidates

\r\nOur candidates are top executives, mid-level managers and top specialists.', 'For Candidates', '', 'inherit', 'closed', 'closed', '', '925-revision-v1', '', '', '2021-05-20 06:51:40', '2021-05-20 06:51:40', '', 925, 'http://www.amrop.ee/news/925-revision-v1', 0, 'revision', '', 0), (899, 2, '2019-04-03 10:00:33', '2019-04-03 10:00:33', '', 'Allalaaditud fail', '', 'inherit', 'open', 'closed', '', 'allalaaditud-fail-2', '', '', '2019-04-03 10:00:33', '2019-04-03 10:00:33', '', 79, 'http://www.amrop.ee/wp-content/uploads/2018/04/Allalaaditud-fail1.jpg', 0, 'attachment', 'image/jpeg', 0), (1001, 2, '2021-01-29 12:25:21', '2021-01-29 12:25:21', 'Janis has broad experience in HR field both in private un public sectors. He started his career in Karsten Latvian, retail company, before moved to Parex Insurance company as lawyer/HR specialist. Later he became an HR manager at State Audit Office of Latvia. After that he joined ABB as HR Business Partner and was responsible for several business units across Baltic’s.\r\n\r\nJanis has gained Master’s degree in Law at School of Business Administration Turiba, and also has higher education as safety specialist of environment and work from University of Latvia. He is Certified Coach by International Coaching Federation.\r\n\r\nJanis speaks Latvian, English and Russian.', 'Jānis Bedrītis', '', 'inherit', 'closed', 'closed', '', '996-revision-v1', '', '', '2021-01-29 12:25:21', '2021-01-29 12:25:21', '', 996, 'http://www.amrop.ee/news/996-revision-v1', 0, 'revision', '', 0), (1002, 2, '2021-01-29 12:27:56', '2021-01-29 12:27:56', '

\r\n

Janis on omandanud õigusteaduse magistrikraadi Turiba Ärikoolis ning tal on kõrgharidus keskkonna- ja tööohutuse spetsialistina ka Läti Ülikoolist. Ta on rahvusvahelise sertifitseeritud coach.

\r\n

Janis räägib läti, inglise ja vene keelt.

', 'Jānis Bedrītis', '', 'publish', 'closed', 'closed', '', 'janis-bedritis', '', '', '2021-01-29 13:07:11', '2021-01-29 13:07:11', '', 79, 'http://www.amrop.ee/?page_id=1002', 2, 'page', '', 0), (903, 2, '2019-05-19 17:23:37', '2019-05-19 17:23:37', '', 'Monika', '', 'inherit', 'open', 'closed', '', 'monika', '', '', '2019-05-19 17:23:37', '2019-05-19 17:23:37', '', 79, 'http://www.amrop.ee/wp-content/uploads/2018/04/Monika.jpg', 0, 'attachment', 'image/jpeg', 0), (904, 2, '2019-05-19 17:26:10', '2019-05-19 17:26:10', '', 'Monika', '', 'inherit', 'open', 'closed', '', 'monika-2', '', '', '2019-05-19 17:26:10', '2019-05-19 17:26:10', '', 9, 'http://www.amrop.ee/wp-content/uploads/2018/04/Monika1.jpg', 0, 'attachment', 'image/jpeg', 0), (942, 2, '2019-07-17 13:04:04', '2019-07-17 13:04:04', '', 'AmropA003', '', 'inherit', 'open', 'closed', '', 'amropa003', '', '', '2019-07-17 13:04:04', '2019-07-17 13:04:04', '', 79, 'http://www.amrop.ee/wp-content/uploads/2018/03/AmropA003.jpg', 0, 'attachment', 'image/jpeg', 0), (907, 2, '2019-05-23 08:11:14', '2019-05-23 08:11:14', 'Ettevõtte juhtkonna väärtus võib huvi pakkuda väga paljudele osalistele, kuid sageli hinnatakse juhte vaid kõhutunde järgi. Seetõttu leiab Amrop Eesti partner Monika Peetson, et vajadus juhtkonna hindamise metoodika järele on reaalne.\r\n\r\nPraegused hindamismudelid ei suuda juhtide väärtust rahasse ja numbritesse panna. Vaadatakse küll brändi ja strateegiat, kuid endiselt jääb õhku küsimus, millistel juhtudel hinnatakse juhtkonna väärtust. “Kas keegi on seda näinud?” küsis Monika Peetson Pärnu juhtimiskonverentsil toimunud töötoas “Ettevõtte juhtkonna väärtusanalüüs” osalenutelt. Selle üle, kuidas ikkagi juhte hinnata, peetakse tema sõnul praegu suuri debatte.\r\n\r\n“Juhtfiguur üksi võib olla ettevõttele hea “nägu”, aga üksi ei roki mitte keegi. See väärtus, mida antakse investoritele, et ta ettevõtte juurde tuleks, tuleb juhtimistiimist. Juhtkond annab umbes 15% juurde ettevõtte finantskäitumisele ja 30% turuväärtusele,” tuletas Peetson meelde.\r\n\r\nJuhtkonda ei osata hinnata\r\n\r\nPeetson selgitas, et investorid vaatavad ettevõtete puhul valdavalt kolme asja. Esimene on see, kuidas ettevõttel läheb. Teine on valdkond, millesse investeeritakse, ja kolmas on juhtkonna kvaliteet. Alati on laual ka küsimus, kas jätta juhttiim selliseks, nagu ta on, või oleks vaja muuta.\r\n\r\nKõige tavalisem viis juhtkonna hindamiseks on kõhutunne. “See tähendab, et vajadus juhtkonna hindamise metoodika järele on olemas. Metoodika loob standardeid, aga standardid käituvad erinevates eluvaldkondades erinevalt,” märkis ekspert ja lisas, et loomulikult sõltub see nii situatsioonist, valdkonnast kui ka inimestest.\r\n\r\nPeetsoni sõnul on ettevõtte väärtuse hindamise kontseptsioon arenenud väga pikka aega, aga isegi kui näiteks finantsülevaated on võrreldavad, ei anna need investeeringute väärtuse kohta täit ülevaadet. “Teine aspekt on mittemateriaalse väärtuse tähtsustamine. On loodud ühiseid arusaamu, kuidas brändi või strateegia väärtust muuta – seda peetakse loogiliseks, kui ettevõte üles ostetakse,” jätkas Peetson.\r\n\r\nJa kolmas pool on juhtkond, keda Peetsoni sõnul ei osata tänapäeval hinnata. Juhtkond on materiaalsete väärtuste rajaja ja just juhid sätivad paika selle, millised peaksid olemas ettevõtete väärtusnormid. Samamoodi loovad juhid selge arengustrateegia, kuhu ollakse teel ja millises ajaraamistikus liigutakse. “Organisatsiooniga tulevad kaasa võimekused ja kompetentsid, aga kui poleks juhte, siis neid mittemateriaalseid väärtusi ei oleks,” toonitas Peetson. Peetson tuletas töötoas meelde, et ettevõtte juhtkonna väärtus pakub huvi paljudele. Üks huvigrupp on näiteks ettevõtete nõukogud. “Miks võiks juhtkonna hindamine olla neile oluline?” küsis Peetson ja kommenteeris, et selle üks põhjuseid on hinnata, kas juhatust hoida, vallandada või vahetada välja üks inimene. “On võimalus koostada analüüs, kus vaadatakse kõikide juhatuse liikmete kvalitatiivseid väärtusi ja pannakse need maatriksisse, kus väärtusi võrreldakse.” Kvalitatiivsete väärtuste hulka kuuluvad näiteks inimese tugevused ja nõrkused, mille hindamiseks on olemas spetsialistid ja testid.\r\n\r\nOluline ka töötajatele\r\n\r\nÜks grupp, kellele juhtide väärtus kindlasti huvi pakub, on ettevõtte töötajad. Aga miks peaks töötajatele juhtkonna väärtus korda minema? “Sest tegemist on nende töökeskkonnaga. Kas nad tahavad selles keskkonnas töötada ja kas juhtide väärtused samastuvad nende enda väärtustega? Kas töötaja tahab olla arenevas firmas? Juhtkond määrab selle,” selgitab Peetson.\r\n\r\nKa väljaspool ettevõtet pakuvad juhid huvi. Näiteks reitinguagentuuridele või erinevatele regulaatoritele, kes võiksid Peetsoni sõnul vaadata ka rohkem seda, kes on ettevõtte eesotsas. “Nad võiksid, aga nad ei tee seda – näiteks finantsinspektsioon või börs. Kui palju on neil näiteks sõnaõigust selles, kes on noteeritud ettevõtete juhtkondades? See on null. Nende ülesanne on kaitsta väikeinvestorite huve, kuid samas ei lähe nad ütlema, et võtke näiteks see inimene juhatusest ära,” selgitas ta, lisades, et see-eest vaadatakse hoolega aga prospekti.\r\n\r\nHuvitatud grupp on alati ka investorid, kes moodustavad Peetsoni sõnul ilmselt kõige suurema ringi, hõlmates näiteks nii pikaajalisi investoreid, pankureid, kapitaliinvestoreid ja isegi ühisrahastuid. “Nad kõik vaatavad finantsandmeid, juhtkonda, aga ka seda, kas juhtkonnal on olemas idee, mille nimel pingutada,” rõhutas Peetson.\r\n\r\n“Ja on olemas inimeste juhid, kes vaatavad juhtkonda. Praeguseks on välja kujunenud, et personalijuhid ei võta juhatuse tegevuse kohta sõna ega anna soovitusi, pigem nad täidavad ülesandeid, teevad lepinguid jne. Kõiki juhte vaatavad ka värbajad,” tuletas ta saalis olnud juhtidele meelde.\r\n\r\nLõpetuseks ütles Peetson, et oleme küll lahked ja head, meil on olemas rahavood ja palju muud, kuid lõpuks jääb ikkagi küsimus: kui palju see kõik väärt on?\r\n\r\nAllikas: Postimees. Pärnu Juhtimiskonverents 2019.\r\n\r\nToimetaja: Annika Kald. 21.05.2019\r\n\r\n ', 'Juhtkonna hindamisel kõhutundest ei piisa', '', 'publish', 'open', 'open', '', 'juhtkonna-hindamisel-kohutundest-ei-piisa', '', '', '2019-05-24 11:09:51', '2019-05-24 11:09:51', '', 0, 'http://www.amrop.ee/?p=907', 0, 'post', '', 0), (908, 2, '2019-05-23 08:10:56', '2019-05-23 08:10:56', '', 'Monika', '', 'inherit', 'open', 'closed', '', 'monika-3', '', '', '2019-05-23 08:10:56', '2019-05-23 08:10:56', '', 907, 'http://www.amrop.ee/wp-content/uploads/2019/05/Monika.pdf', 0, 'attachment', 'application/pdf', 0), (909, 2, '2019-05-23 08:11:14', '2019-05-23 08:11:14', 'Ettevõtte juhtkonna väärtus võib huvi pakkuda väga paljudele osalistele, kuid sageli hinnatakse juhte vaid kõhutunde järgi. Seetõttu leiab Amrop Eesti partner Monika Peetson, et vajadus\r\njuhtkonna hindamise metoodika järele on reaalne.', 'Juhtkonna hindamisel kõhutundest ei piisa', '', 'inherit', 'closed', 'closed', '', '907-revision-v1', '', '', '2019-05-23 08:11:14', '2019-05-23 08:11:14', '', 907, 'http://www.amrop.ee/news/907-revision-v1', 0, 'revision', '', 0), (910, 2, '2019-05-23 08:11:50', '2019-05-23 08:11:50', 'Ettevõtte juhtkonna väärtus võib huvi pakkuda väga paljudele osalistele, kuid sageli hinnatakse juhte vaid kõhutunde järgi. Seetõttu leiab Amrop Eesti partner Monika Peetson, et vajadus juhtkonna hindamise metoodika järele on reaalne.', 'Juhtkonna hindamisel kõhutundest ei piisa', '', 'inherit', 'closed', 'closed', '', '907-revision-v1', '', '', '2019-05-23 08:11:50', '2019-05-23 08:11:50', '', 907, 'http://www.amrop.ee/news/907-revision-v1', 0, 'revision', '', 0), (911, 2, '2019-05-24 11:08:18', '2019-05-24 11:08:18', 'Ettevõtte juhtkonna väärtus võib huvi pakkuda väga paljudele osalistele, kuid sageli hinnatakse juhte vaid kõhutunde järgi. Seetõttu leiab Amrop Eesti partner Monika Peetson, et vajadus juhtkonna hindamise metoodika järele on reaalne.\n\nPraegused hindamismudelid ei suuda juhtide väärtust rahasse ja numbritesse panna. Vaadatakse küll brändi ja strateegiat, kuid endiselt jääb õhku küsimus, millistel juhtudel hinnatakse juhtkonna väärtust. “Kas keegi on seda näinud?” küsis Monika Peetson Pärnu juhtimiskonverentsil toimunud töötoas “Ettevõtte juhtkonna väärtusanalüüs” osalenutelt. Selle üle, kuidas ikkagi juhte hinnata, peetakse tema sõnul praegu suuri debatte.\n\n“Juhtfiguur üksi võib olla ettevõttele hea “nägu”, aga üksi ei roki mitte keegi. See väärtus, mida antakse investoritele, et ta ettevõtte juurde tuleks, tuleb juhtimistiimist. Juhtkond annab umbes 15% juurde ettevõtte finantskäitumisele ja 30% turuväärtusele,” tuletas Peetson meelde.\n\nJuhtkonda ei osata hinnata\n\nPeetson selgitas, et investorid vaatavad ettevõtete puhul valdavalt kolme asja. Esimene on see, kuidas ettevõttel läheb. Teine on valdkond, millesse investeeritakse, ja kolmas on juhtkonna kvaliteet. Alati on laual ka küsimus, kas jätta juhttiim selliseks, nagu ta on, või oleks vaja muuta.\n\nKõige tavalisem viis juhtkonna hindamiseks on kõhutunne. “See tähendab, et vajadus juhtkonna hindamise metoodika järele on olemas. Metoodika loob standardeid, aga standardid käituvad erinevates eluvaldkondades erinevalt,” märkis ekspert ja lisas, et loomulikult sõltub see nii situatsioonist, valdkonnast kui ka inimestest.\n\nPeetsoni sõnul on ettevõtte väärtuse hindamise kontseptsioon arenenud väga pikka aega, aga isegi kui näiteks finantsülevaated on võrreldavad, ei anna need investeeringute väärtuse kohta täit ülevaadet. “Teine aspekt on mittemateriaalse väärtuse tähtsustamine. On loodud ühiseid arusaamu, kuidas brändi või strateegia väärtust muuta – seda peetakse loogiliseks, kui ettevõte üles ostetakse,” jätkas Peetson.\n\nJa kolmas pool on juhtkond, keda Peetsoni sõnul ei osata tänapäeval hinnata. Juhtkond on materiaalsete väärtuste rajaja ja just juhid sätivad paika selle, millised peaksid olemas ettevõtete väärtusnormid. Samamoodi loovad juhid selge arengustrateegia, kuhu ollakse teel ja millises ajaraamistikus liigutakse. “Organisatsiooniga tulevad kaasa võimekused ja kompetentsid, aga kui poleks juhte, siis neid mittemateriaalseid väärtusi ei oleks,” toonitas Peetson. Peetson tuletas töötoas meelde, et ettevõtte juhtkonna väärtus pakub huvi paljudele. Üks huvigrupp on näiteks ettevõtete nõukogud. “Miks võiks juhtkonna hindamine olla neile oluline?” küsis Peetson ja kommenteeris, et selle üks põhjuseid on hinnata, kas juhatust hoida, vallandada või vahetada välja üks inimene. “On võimalus koostada analüüs, kus vaadatakse kõikide juhatuse liikmete kvalitatiivseid väärtusi ja pannakse need maatriksisse, kus väärtusi võrreldakse.” Kvalitatiivsete väärtuste hulka kuuluvad näiteks inimese tugevused ja nõrkused, mille hindamiseks on olemas spetsialistid ja testid.\n\nOluline ka töötajatele\n\nÜks grupp, kellele juhtide väärtus kindlasti huvi pakub, on ettevõtte töötajad. Aga miks peaks töötajatele juhtkonna väärtus korda minema? “Sest tegemist on nende töökeskkonnaga. Kas nad tahavad selles keskkonnas töötada ja kas juhtide väärtused samastuvad nende enda väärtustega? Kas töötaja tahab olla arenevas firmas? Juhtkond määrab selle,” selgitab Peetson.\n\nKa väljaspool ettevõtet pakuvad juhid huvi. Näiteks reitinguagentuuridele või erinevatele regulaatoritele, kes võiksid Peetsoni sõnul vaadata ka rohkem seda, kes on ettevõtte eesotsas. “Nad võiksid, aga nad ei tee seda – näiteks finantsinspektsioon või börs. Kui palju on neil näiteks sõnaõigust selles, kes on noteeritud ettevõtete juhtkondades? See on null. Nende ülesanne on kaitsta väikeinvestorite huve, kuid samas ei lähe nad ütlema, et võtke näiteks see inimene juhatusest ära,” selgitas ta, lisades, et see-eest vaadatakse hoolega aga prospekti.\n\nHuvitatud grupp on alati ka investorid, kes moodustavad Peetsoni sõnul ilmselt kõige suurema ringi, hõlmates näiteks nii pikaajalisi investoreid, pankureid, kapitaliinvestoreid ja isegi ühisrahastuid. “Nad kõik vaatavad finantsandmeid, juhtkonda, aga ka seda, kas juhtkonnal on olemas idee, mille nimel pingutada,” rõhutas Peetson.\n\n“Ja on olemas inimeste juhid, kes vaatavad juhtkonda. Praeguseks on välja kujunenud, et personalijuhid ei võta juhatuse tegevuse kohta sõna ega anna soovitusi, pigem nad täidavad ülesandeid, teevad lepinguid jne. Kõiki juhte vaatavad ka värbajad,” tuletas ta saalis olnud juhtidele meelde.\n\nLõpetuseks ütles Peetson, et oleme küll lahked ja head, meil on olemas rahavood ja palju muud, kuid lõpuks jääb ikkagi küsimus: kui palju see kõik väärt on?\n\n \n\nAllikas: Postimees. Pärnu Juhtimiskonverents 2019.\n\nToimetaja: Annika Kald. 21.05.2019\n\n ', 'Juhtkonna hindamisel kõhutundest ei piisa', '', 'inherit', 'closed', 'closed', '', '907-autosave-v1', '', '', '2019-05-24 11:08:18', '2019-05-24 11:08:18', '', 907, 'http://www.amrop.ee/news/907-autosave-v1', 0, 'revision', '', 0), (912, 2, '2019-05-23 08:14:41', '2019-05-23 08:14:41', '', 'Monika artikkel', '', 'inherit', 'open', 'closed', '', 'monika-artikkel', '', '', '2019-05-23 08:14:41', '2019-05-23 08:14:41', '', 907, 'http://www.amrop.ee/wp-content/uploads/2019/05/Monika-artikkel.png', 0, 'attachment', 'image/png', 0), (913, 2, '2019-05-23 08:14:45', '2019-05-23 08:14:45', 'Ettevõtte juhtkonna väärtus võib huvi pakkuda väga paljudele osalistele, kuid sageli hinnatakse juhte vaid kõhutunde järgi. Seetõttu leiab Amrop Eesti partner Monika Peetson, et vajadus juhtkonna hindamise metoodika järele on reaalne.\r\n\r\n \r\n\r\n ', 'Juhtkonna hindamisel kõhutundest ei piisa', '', 'inherit', 'closed', 'closed', '', '907-revision-v1', '', '', '2019-05-23 08:14:45', '2019-05-23 08:14:45', '', 907, 'http://www.amrop.ee/news/907-revision-v1', 0, 'revision', '', 0), (914, 2, '2019-05-23 08:16:12', '2019-05-23 08:16:12', 'Ettevõtte juhtkonna väärtus võib huvi pakkuda väga paljudele osalistele, kuid sageli hinnatakse juhte vaid kõhutunde järgi. Seetõttu leiab Amrop Eesti partner Monika Peetson, et vajadus juhtkonna hindamise metoodika järele on reaalne.\r\n\r\n ', 'Juhtkonna hindamisel kõhutundest ei piisa', '', 'inherit', 'closed', 'closed', '', '907-revision-v1', '', '', '2019-05-23 08:16:12', '2019-05-23 08:16:12', '', 907, 'http://www.amrop.ee/news/907-revision-v1', 0, 'revision', '', 0), (915, 2, '2019-05-24 11:08:23', '2019-05-24 11:08:23', '', '1F1V4VY5', '', 'inherit', 'open', 'closed', '', '1f1v4vy5', '', '', '2019-05-24 11:08:23', '2019-05-24 11:08:23', '', 907, 'http://www.amrop.ee/wp-content/uploads/2019/05/1F1V4VY5.jpg', 0, 'attachment', 'image/jpeg', 0), (916, 2, '2019-05-24 11:08:29', '2019-05-24 11:08:29', 'Ettevõtte juhtkonna väärtus võib huvi pakkuda väga paljudele osalistele, kuid sageli hinnatakse juhte vaid kõhutunde järgi. Seetõttu leiab Amrop Eesti partner Monika Peetson, et vajadus juhtkonna hindamise metoodika järele on reaalne.\r\n\r\nPraegused hindamismudelid ei suuda juhtide väärtust rahasse ja numbritesse panna. Vaadatakse küll brändi ja strateegiat, kuid endiselt jääb õhku küsimus, millistel juhtudel hinnatakse juhtkonna väärtust. “Kas keegi on seda näinud?” küsis Monika Peetson Pärnu juhtimiskonverentsil toimunud töötoas “Ettevõtte juhtkonna väärtusanalüüs” osalenutelt. Selle üle, kuidas ikkagi juhte hinnata, peetakse tema sõnul praegu suuri debatte.\r\n\r\n“Juhtfiguur üksi võib olla ettevõttele hea “nägu”, aga üksi ei roki mitte keegi. See väärtus, mida antakse investoritele, et ta ettevõtte juurde tuleks, tuleb juhtimistiimist. Juhtkond annab umbes 15% juurde ettevõtte finantskäitumisele ja 30% turuväärtusele,” tuletas Peetson meelde.\r\n\r\nJuhtkonda ei osata hinnata\r\n\r\nPeetson selgitas, et investorid vaatavad ettevõtete puhul valdavalt kolme asja. Esimene on see, kuidas ettevõttel läheb. Teine on valdkond, millesse investeeritakse, ja kolmas on juhtkonna kvaliteet. Alati on laual ka küsimus, kas jätta juhttiim selliseks, nagu ta on, või oleks vaja muuta.\r\n\r\nKõige tavalisem viis juhtkonna hindamiseks on kõhutunne. “See tähendab, et vajadus juhtkonna hindamise metoodika järele on olemas. Metoodika loob standardeid, aga standardid käituvad erinevates eluvaldkondades erinevalt,” märkis ekspert ja lisas, et loomulikult sõltub see nii situatsioonist, valdkonnast kui ka inimestest.\r\n\r\nPeetsoni sõnul on ettevõtte väärtuse hindamise kontseptsioon arenenud väga pikka aega, aga isegi kui näiteks finantsülevaated on võrreldavad, ei anna need investeeringute väärtuse kohta täit ülevaadet. “Teine aspekt on mittemateriaalse väärtuse tähtsustamine. On loodud ühiseid arusaamu, kuidas brändi või strateegia väärtust muuta – seda peetakse loogiliseks, kui ettevõte üles ostetakse,” jätkas Peetson.\r\n\r\nJa kolmas pool on juhtkond, keda Peetsoni sõnul ei osata tänapäeval hinnata. Juhtkond on materiaalsete väärtuste rajaja ja just juhid sätivad paika selle, millised peaksid olemas ettevõtete väärtusnormid. Samamoodi loovad juhid selge arengustrateegia, kuhu ollakse teel ja millises ajaraamistikus liigutakse. “Organisatsiooniga tulevad kaasa võimekused ja kompetentsid, aga kui poleks juhte, siis neid mittemateriaalseid väärtusi ei oleks,” toonitas Peetson. Peetson tuletas töötoas meelde, et ettevõtte juhtkonna väärtus pakub huvi paljudele. Üks huvigrupp on näiteks ettevõtete nõukogud. “Miks võiks juhtkonna hindamine olla neile oluline?” küsis Peetson ja kommenteeris, et selle üks põhjuseid on hinnata, kas juhatust hoida, vallandada või vahetada välja üks inimene. “On võimalus koostada analüüs, kus vaadatakse kõikide juhatuse liikmete kvalitatiivseid väärtusi ja pannakse need maatriksisse, kus väärtusi võrreldakse.” Kvalitatiivsete väärtuste hulka kuuluvad näiteks inimese tugevused ja nõrkused, mille hindamiseks on olemas spetsialistid ja testid.\r\n\r\nOluline ka töötajatele\r\n\r\nÜks grupp, kellele juhtide väärtus kindlasti huvi pakub, on ettevõtte töötajad. Aga miks peaks töötajatele juhtkonna väärtus korda minema? “Sest tegemist on nende töökeskkonnaga. Kas nad tahavad selles keskkonnas töötada ja kas juhtide väärtused samastuvad nende enda väärtustega? Kas töötaja tahab olla arenevas firmas? Juhtkond määrab selle,” selgitab Peetson.\r\n\r\nKa väljaspool ettevõtet pakuvad juhid huvi. Näiteks reitinguagentuuridele või erinevatele regulaatoritele, kes võiksid Peetsoni sõnul vaadata ka rohkem seda, kes on ettevõtte eesotsas. “Nad võiksid, aga nad ei tee seda – näiteks finantsinspektsioon või börs. Kui palju on neil näiteks sõnaõigust selles, kes on noteeritud ettevõtete juhtkondades? See on null. Nende ülesanne on kaitsta väikeinvestorite huve, kuid samas ei lähe nad ütlema, et võtke näiteks see inimene juhatusest ära,” selgitas ta, lisades, et see-eest vaadatakse hoolega aga prospekti.\r\n\r\nHuvitatud grupp on alati ka investorid, kes moodustavad Peetsoni sõnul ilmselt kõige suurema ringi, hõlmates näiteks nii pikaajalisi investoreid, pankureid, kapitaliinvestoreid ja isegi ühisrahastuid. “Nad kõik vaatavad finantsandmeid, juhtkonda, aga ka seda, kas juhtkonnal on olemas idee, mille nimel pingutada,” rõhutas Peetson.\r\n\r\n“Ja on olemas inimeste juhid, kes vaatavad juhtkonda. Praeguseks on välja kujunenud, et personalijuhid ei võta juhatuse tegevuse kohta sõna ega anna soovitusi, pigem nad täidavad ülesandeid, teevad lepinguid jne. Kõiki juhte vaatavad ka värbajad,” tuletas ta saalis olnud juhtidele meelde.\r\n\r\nLõpetuseks ütles Peetson, et oleme küll lahked ja head, meil on olemas rahavood ja palju muud, kuid lõpuks jääb ikkagi küsimus: kui palju see kõik väärt on?\r\n\r\n \r\n\r\nAllikas: Postimees. Pärnu Juhtimiskonverents 2019.\r\n\r\nToimetaja: Annika Kald. 21.05.2019\r\n\r\n ', 'Juhtkonna hindamisel kõhutundest ei piisa', '', 'inherit', 'closed', 'closed', '', '907-revision-v1', '', '', '2019-05-24 11:08:29', '2019-05-24 11:08:29', '', 907, 'http://www.amrop.ee/news/907-revision-v1', 0, 'revision', '', 0), (917, 2, '2019-05-24 11:08:48', '2019-05-24 11:08:48', 'Ettevõtte juhtkonna väärtus võib huvi pakkuda väga paljudele osalistele, kuid sageli hinnatakse juhte vaid kõhutunde järgi. Seetõttu leiab Amrop Eesti partner Monika Peetson, et vajadus juhtkonna hindamise metoodika järele on reaalne.\r\n\r\nPraegused hindamismudelid ei suuda juhtide väärtust rahasse ja numbritesse panna. Vaadatakse küll brändi ja strateegiat, kuid endiselt jääb õhku küsimus, millistel juhtudel hinnatakse juhtkonna väärtust. “Kas keegi on seda näinud?” küsis Monika Peetson Pärnu juhtimiskonverentsil toimunud töötoas “Ettevõtte juhtkonna väärtusanalüüs” osalenutelt. Selle üle, kuidas ikkagi juhte hinnata, peetakse tema sõnul praegu suuri debatte.\r\n\r\n“Juhtfiguur üksi võib olla ettevõttele hea “nägu”, aga üksi ei roki mitte keegi. See väärtus, mida antakse investoritele, et ta ettevõtte juurde tuleks, tuleb juhtimistiimist. Juhtkond annab umbes 15% juurde ettevõtte finantskäitumisele ja 30% turuväärtusele,” tuletas Peetson meelde.\r\n\r\nJuhtkonda ei osata hinnata\r\n\r\nPeetson selgitas, et investorid vaatavad ettevõtete puhul valdavalt kolme asja. Esimene on see, kuidas ettevõttel läheb. Teine on valdkond, millesse investeeritakse, ja kolmas on juhtkonna kvaliteet. Alati on laual ka küsimus, kas jätta juhttiim selliseks, nagu ta on, või oleks vaja muuta.\r\n\r\nKõige tavalisem viis juhtkonna hindamiseks on kõhutunne. “See tähendab, et vajadus juhtkonna hindamise metoodika järele on olemas. Metoodika loob standardeid, aga standardid käituvad erinevates eluvaldkondades erinevalt,” märkis ekspert ja lisas, et loomulikult sõltub see nii situatsioonist, valdkonnast kui ka inimestest.\r\n\r\nPeetsoni sõnul on ettevõtte väärtuse hindamise kontseptsioon arenenud väga pikka aega, aga isegi kui näiteks finantsülevaated on võrreldavad, ei anna need investeeringute väärtuse kohta täit ülevaadet. “Teine aspekt on mittemateriaalse väärtuse tähtsustamine. On loodud ühiseid arusaamu, kuidas brändi või strateegia väärtust muuta – seda peetakse loogiliseks, kui ettevõte üles ostetakse,” jätkas Peetson.\r\n\r\nJa kolmas pool on juhtkond, keda Peetsoni sõnul ei osata tänapäeval hinnata. Juhtkond on materiaalsete väärtuste rajaja ja just juhid sätivad paika selle, millised peaksid olemas ettevõtete väärtusnormid. Samamoodi loovad juhid selge arengustrateegia, kuhu ollakse teel ja millises ajaraamistikus liigutakse. “Organisatsiooniga tulevad kaasa võimekused ja kompetentsid, aga kui poleks juhte, siis neid mittemateriaalseid väärtusi ei oleks,” toonitas Peetson. Peetson tuletas töötoas meelde, et ettevõtte juhtkonna väärtus pakub huvi paljudele. Üks huvigrupp on näiteks ettevõtete nõukogud. “Miks võiks juhtkonna hindamine olla neile oluline?” küsis Peetson ja kommenteeris, et selle üks põhjuseid on hinnata, kas juhatust hoida, vallandada või vahetada välja üks inimene. “On võimalus koostada analüüs, kus vaadatakse kõikide juhatuse liikmete kvalitatiivseid väärtusi ja pannakse need maatriksisse, kus väärtusi võrreldakse.” Kvalitatiivsete väärtuste hulka kuuluvad näiteks inimese tugevused ja nõrkused, mille hindamiseks on olemas spetsialistid ja testid.\r\n\r\nOluline ka töötajatele\r\n\r\nÜks grupp, kellele juhtide väärtus kindlasti huvi pakub, on ettevõtte töötajad. Aga miks peaks töötajatele juhtkonna väärtus korda minema? “Sest tegemist on nende töökeskkonnaga. Kas nad tahavad selles keskkonnas töötada ja kas juhtide väärtused samastuvad nende enda väärtustega? Kas töötaja tahab olla arenevas firmas? Juhtkond määrab selle,” selgitab Peetson.\r\n\r\nKa väljaspool ettevõtet pakuvad juhid huvi. Näiteks reitinguagentuuridele või erinevatele regulaatoritele, kes võiksid Peetsoni sõnul vaadata ka rohkem seda, kes on ettevõtte eesotsas. “Nad võiksid, aga nad ei tee seda – näiteks finantsinspektsioon või börs. Kui palju on neil näiteks sõnaõigust selles, kes on noteeritud ettevõtete juhtkondades? See on null. Nende ülesanne on kaitsta väikeinvestorite huve, kuid samas ei lähe nad ütlema, et võtke näiteks see inimene juhatusest ära,” selgitas ta, lisades, et see-eest vaadatakse hoolega aga prospekti.\r\n\r\nHuvitatud grupp on alati ka investorid, kes moodustavad Peetsoni sõnul ilmselt kõige suurema ringi, hõlmates näiteks nii pikaajalisi investoreid, pankureid, kapitaliinvestoreid ja isegi ühisrahastuid. “Nad kõik vaatavad finantsandmeid, juhtkonda, aga ka seda, kas juhtkonnal on olemas idee, mille nimel pingutada,” rõhutas Peetson.\r\n\r\n“Ja on olemas inimeste juhid, kes vaatavad juhtkonda. Praeguseks on välja kujunenud, et personalijuhid ei võta juhatuse tegevuse kohta sõna ega anna soovitusi, pigem nad täidavad ülesandeid, teevad lepinguid jne. Kõiki juhte vaatavad ka värbajad,” tuletas ta saalis olnud juhtidele meelde.\r\n\r\nLõpetuseks ütles Peetson, et oleme küll lahked ja head, meil on olemas rahavood ja palju muud, kuid lõpuks jääb ikkagi küsimus: kui palju see kõik väärt on?\r\n\r\nAllikas: Postimees. Pärnu Juhtimiskonverents 2019.\r\n\r\nToimetaja: Annika Kald. 21.05.2019\r\n\r\n ', 'Juhtkonna hindamisel kõhutundest ei piisa', '', 'inherit', 'closed', 'closed', '', '907-revision-v1', '', '', '2019-05-24 11:08:48', '2019-05-24 11:08:48', '', 907, 'http://www.amrop.ee/news/907-revision-v1', 0, 'revision', '', 0), (918, 2, '2019-05-24 11:09:27', '2019-05-24 11:09:27', 'Ettevõtte juhtkonna väärtus võib huvi pakkuda väga paljudele osalistele, kuid sageli hinnatakse juhte vaid kõhutunde järgi. Seetõttu leiab Amrop Eesti partner Monika Peetson, et vajadus juhtkonna hindamise metoodika järele on reaalne.\r\n\r\nPraegused hindamismudelid ei suuda juhtide väärtust rahasse ja numbritesse panna. Vaadatakse küll brändi ja strateegiat, kuid endiselt jääb õhku küsimus, millistel juhtudel hinnatakse juhtkonna väärtust. “Kas keegi on seda näinud?” küsis Monika Peetson Pärnu juhtimiskonverentsil toimunud töötoas “Ettevõtte juhtkonna väärtusanalüüs” osalenutelt. Selle üle, kuidas ikkagi juhte hinnata, peetakse tema sõnul praegu suuri debatte.\r\n\r\n“Juhtfiguur üksi võib olla ettevõttele hea “nägu”, aga üksi ei roki mitte keegi. See väärtus, mida antakse investoritele, et ta ettevõtte juurde tuleks, tuleb juhtimistiimist. Juhtkond annab umbes 15% juurde ettevõtte finantskäitumisele ja 30% turuväärtusele,” tuletas Peetson meelde.\r\n\r\nJuhtkonda ei osata hinnata\r\n\r\nPeetson selgitas, et investorid vaatavad ettevõtete puhul valdavalt kolme asja. Esimene on see, kuidas ettevõttel läheb. Teine on valdkond, millesse investeeritakse, ja kolmas on juhtkonna kvaliteet. Alati on laual ka küsimus, kas jätta juhttiim selliseks, nagu ta on, või oleks vaja muuta.\r\n\r\nKõige tavalisem viis juhtkonna hindamiseks on kõhutunne. “See tähendab, et vajadus juhtkonna hindamise metoodika järele on olemas. Metoodika loob standardeid, aga standardid käituvad erinevates eluvaldkondades erinevalt,” märkis ekspert ja lisas, et loomulikult sõltub see nii situatsioonist, valdkonnast kui ka inimestest.\r\n\r\nPeetsoni sõnul on ettevõtte väärtuse hindamise kontseptsioon arenenud väga pikka aega, aga isegi kui näiteks finantsülevaated on võrreldavad, ei anna need investeeringute väärtuse kohta täit ülevaadet. “Teine aspekt on mittemateriaalse väärtuse tähtsustamine. On loodud ühiseid arusaamu, kuidas brändi või strateegia väärtust muuta – seda peetakse loogiliseks, kui ettevõte üles ostetakse,” jätkas Peetson.\r\n\r\nJa kolmas pool on juhtkond, keda Peetsoni sõnul ei osata tänapäeval hinnata. Juhtkond on materiaalsete väärtuste rajaja ja just juhid sätivad paika selle, millised peaksid olemas ettevõtete väärtusnormid. Samamoodi loovad juhid selge arengustrateegia, kuhu ollakse teel ja millises ajaraamistikus liigutakse. “Organisatsiooniga tulevad kaasa võimekused ja kompetentsid, aga kui poleks juhte, siis neid mittemateriaalseid väärtusi ei oleks,” toonitas Peetson. Peetson tuletas töötoas meelde, et ettevõtte juhtkonna väärtus pakub huvi paljudele. Üks huvigrupp on näiteks ettevõtete nõukogud. “Miks võiks juhtkonna hindamine olla neile oluline?” küsis Peetson ja kommenteeris, et selle üks põhjuseid on hinnata, kas juhatust hoida, vallandada või vahetada välja üks inimene. “On võimalus koostada analüüs, kus vaadatakse kõikide juhatuse liikmete kvalitatiivseid väärtusi ja pannakse need maatriksisse, kus väärtusi võrreldakse.” Kvalitatiivsete väärtuste hulka kuuluvad näiteks inimese tugevused ja nõrkused, mille hindamiseks on olemas spetsialistid ja testid.\r\n\r\nOluline ka töötajatele\r\n\r\nÜks grupp, kellele juhtide väärtus kindlasti huvi pakub, on ettevõtte töötajad. Aga miks peaks töötajatele juhtkonna väärtus korda minema? “Sest tegemist on nende töökeskkonnaga. Kas nad tahavad selles keskkonnas töötada ja kas juhtide väärtused samastuvad nende enda väärtustega? Kas töötaja tahab olla arenevas firmas? Juhtkond määrab selle,” selgitab Peetson.\r\n\r\nKa väljaspool ettevõtet pakuvad juhid huvi. Näiteks reitinguagentuuridele või erinevatele regulaatoritele, kes võiksid Peetsoni sõnul vaadata ka rohkem seda, kes on ettevõtte eesotsas. “Nad võiksid, aga nad ei tee seda – näiteks finantsinspektsioon või börs. Kui palju on neil näiteks sõnaõigust selles, kes on noteeritud ettevõtete juhtkondades? See on null. Nende ülesanne on kaitsta väikeinvestorite huve, kuid samas ei lähe nad ütlema, et võtke näiteks see inimene juhatusest ära,” selgitas ta, lisades, et see-eest vaadatakse hoolega aga prospekti.\r\n\r\nHuvitatud grupp on alati ka investorid, kes moodustavad Peetsoni sõnul ilmselt kõige suurema ringi, hõlmates näiteks nii pikaajalisi investoreid, pankureid, kapitaliinvestoreid ja isegi ühisrahastuid. “Nad kõik vaatavad finantsandmeid, juhtkonda, aga ka seda, kas juhtkonnal on olemas idee, mille nimel pingutada,” rõhutas Peetson.\r\n\r\n“Ja on olemas inimeste juhid, kes vaatavad juhtkonda. Praeguseks on välja kujunenud, et personalijuhid ei võta juhatuse tegevuse kohta sõna ega anna soovitusi, pigem nad täidavad ülesandeid, teevad lepinguid jne. Kõiki juhte vaatavad ka värbajad,” tuletas ta saalis olnud juhtidele meelde.\r\n\r\nLõpetuseks ütles Peetson, et oleme küll lahked ja head, meil on olemas rahavood ja palju muud, kuid lõpuks jääb ikkagi küsimus: kui palju see kõik väärt on?\r\n\r\nAllikas: Postimees. Pärnu Juhtimiskonverents 2019.\r\n\r\nToimetaja: Annika Kald. 21.05.2019\r\n\r\n ', 'Juhtkonna hindamisel kõhutundest ei piisa', '', 'inherit', 'closed', 'closed', '', '907-revision-v1', '', '', '2019-05-24 11:09:27', '2019-05-24 11:09:27', '', 907, 'http://www.amrop.ee/news/907-revision-v1', 0, 'revision', '', 0), (923, 1, '2019-06-25 07:56:46', '2019-06-25 07:56:46', '

For Candidates

\r\nOur candidates are top executives, mid-level managers and top specialists.', 'For Candidates', '', 'inherit', 'closed', 'closed', '', '81-revision-v1', '', '', '2019-06-25 07:56:46', '2019-06-25 07:56:46', '', 81, 'http://www.amrop.ee/news/81-revision-v1', 0, 'revision', '', 0), (924, 1, '2019-06-25 07:57:59', '2019-06-25 07:57:59', '

Kes on meie kandidaadid?

\r\nMeie kandidaadid on tippjuhid, keskastme juhid ja tippspetsialistid.', 'Kandidaadid', '', 'inherit', 'closed', 'closed', '', '81-revision-v1', '', '', '2019-06-25 07:57:59', '2019-06-25 07:57:59', '', 81, 'http://www.amrop.ee/news/81-revision-v1', 0, 'revision', '', 0), (925, 1, '2019-06-25 08:06:33', '2019-06-25 08:06:33', '

For Candidates

\r\nOur candidates are top executives, mid-level managers and top specialists.', 'For Candidates', '', 'publish', 'open', 'open', '', 'for-candidates', '', '', '2021-05-20 06:51:40', '2021-05-20 06:51:40', '', 0, 'http://www.amrop.ee/?page_id=925', 3, 'page', '', 0), (926, 1, '2019-06-25 08:06:33', '2019-06-25 08:06:33', '

For Candidates

\r\nOur candidates are top executives, mid-level managers and top specialists.', 'For Candidates', '', 'inherit', 'closed', 'closed', '', '925-revision-v1', '', '', '2019-06-25 08:06:33', '2019-06-25 08:06:33', '', 925, 'http://www.amrop.ee/news/925-revision-v1', 0, 'revision', '', 0), (927, 1, '2019-06-25 08:10:20', '2019-06-25 08:10:20', ' ', '', '', 'publish', 'closed', 'closed', '', '927', '', '', '2021-04-12 12:45:44', '2021-04-12 12:45:44', '', 0, 'http://www.amrop.ee/?p=927', 17, 'nav_menu_item', '', 0), (950, 2, '2019-10-23 07:28:53', '2019-10-23 07:28:53', 'Helen Väljaste on konsultant Amropi Tallinna kontoris. Helen liitus Amropiga 2006. aastal researcher\' positsioonil, liikudes sealt edasi projektijuhi ning seejärel konsultandi rolli. Ta on juhtinud personaliotsinguid erinevates sektorites ning tasemetel nii Eestis kui olnud seotud ka mitmete Baltikumi ja regionaalsete otsingutega. Amropile eelnevalt töötas ta Eesti trükifirmas ning USA\'s kaubandusketi Linens’ N Things kaubandusosakonnas.\r\n\r\nHelen on lõpetanud Tallinna Ülikooli bakalaureusekraadiga infoteaduses ja Bergen Community College’i (USA) diplomiõppe programmi ärijuhtimises.\r\n\r\nTa räägib eesti, inglise ja soome keelt ja algtasemel ka vene keelt.', 'Helen Väljaste', '', 'inherit', 'closed', 'closed', '', '261-revision-v1', '', '', '2019-10-23 07:28:53', '2019-10-23 07:28:53', '', 261, 'http://www.amrop.ee/news/261-revision-v1', 0, 'revision', '', 0), (949, 2, '2019-10-23 07:28:04', '2019-10-23 07:28:04', 'Helen Väljaste on konsultant Amropi Tallinna kontoris. Helen liitus Amropiga 2006. aastal researcher\' positsioonil, liikudes sealt edasi projektijuhi ning seejärel konsultandi rolli. Ta on juhtinud personaliotsinguid erinevates sektorites ning tasemetel nii Eestis kui olnud seotud ka mitmete Baltikumi ja regionaalsete otsingutega. Amropile eelnevalt töötas ta Eesti trükifirmas ning USA\'s kaubandusketi Linens’ N Things kaubandusosakonnas.\r\n\r\nHelen on lõpetanud Tallinna Ülikooli bakalaureusekraadiga infoteaduses ja Bergen Community College’i (USA) diplomiõppe programmi ärijuhtimises.\r\n\r\nTa räägib eesti, inglise ja soome keelt ja algtasemel ka vene keelt.', 'Helen Väljaste (lapsehoolduspuhkusel)', '', 'inherit', 'closed', 'closed', '', '261-revision-v1', '', '', '2019-10-23 07:28:04', '2019-10-23 07:28:04', '', 261, 'http://www.amrop.ee/news/261-revision-v1', 0, 'revision', '', 0), (951, 2, '2019-10-23 07:30:09', '2019-10-23 07:30:09', 'Helen Väljaste is a Consultant in Amrop Tallinn office. Helen joined Amrop in 2006 as a Researcher, taking later Assignment Manager and then Consultant role. She has led wide spectrum of search assignments in various sectors both in Estonian market as well been involved with several assignments on Baltic and regional level. She has previously worked for the Estonian printing company and in Merchandising Department in U.S. retail chain.\r\n\r\nHelen graduated from Tallinn University with a Bachelor’s degree in Information Sciences and also has an Associate degree in Business Administration from Bergen Community College in USA.\r\n\r\nShe speaks Estonian and English and has an understanding of Finnish and basic knowledge in Russian.', 'Helen Väljaste', '', 'inherit', 'closed', 'closed', '', '259-revision-v1', '', '', '2019-10-23 07:30:09', '2019-10-23 07:30:09', '', 259, 'http://www.amrop.ee/news/259-revision-v1', 0, 'revision', '', 0), (952, 2, '2019-10-23 07:30:19', '2019-10-23 07:30:19', 'Helen Väljaste is a Consultant in Amrop Tallinn office. Helen joined Amrop in 2006 as a Researcher, taking later Assignment Manager and then Consultant role. She has led wide spectrum of search assignments in various sectors both in Estonian market as well been involved with several assignments on Baltic and regional level. She has previously worked for the Estonian printing company and in Merchandising Department in U.S. retail chain.\r\n\r\nHelen graduated from Tallinn University with a Bachelor’s degree in Information Sciences and also has an Associate degree in Business Administration from Bergen Community College in USA.\r\n\r\nShe speaks Estonian and English and has an understanding of Finnish and basic knowledge in Russian.', 'Helen Väljaste', '', 'inherit', 'closed', 'closed', '', '259-revision-v1', '', '', '2019-10-23 07:30:19', '2019-10-23 07:30:19', '', 259, 'http://www.amrop.ee/news/259-revision-v1', 0, 'revision', '', 0), (1047, 2, '2021-04-30 10:47:13', '2021-04-30 10:47:13', 'Helen Väljaste on konsultant Amropi Tallinna kontoris. Helen liitus Amropiga 2006. aastal researcher\' positsioonil, liikudes sealt edasi projektijuhi ning seejärel konsultandi rolli. Ta on juhtinud personaliotsinguid erinevates sektorites ning tasemetel nii Eestis kui olnud seotud ka mitmete Baltikumi ja regionaalsete otsingutega. Amropile eelnevalt töötas ta Eesti trükifirmas ning USA\'s kaubandusketi Linens’ N Things kaubandusosakonnas.\r\n\r\nHelen on lõpetanud Tallinna Ülikooli bakalaureusekraadiga infoteaduses ja Bergen Community College’i (USA) diplomiõppe programmi ärijuhtimises.\r\n\r\nTa räägib eesti, inglise ja soome keelt ja algtasemel ka vene keelt.', 'Helen Väljaste', '', 'inherit', 'closed', 'closed', '', '261-revision-v1', '', '', '2021-04-30 10:47:13', '2021-04-30 10:47:13', '', 261, 'http://www.amrop.ee/news/261-revision-v1', 0, 'revision', '', 0), (956, 2, '2019-10-28 09:47:23', '2019-10-28 09:47:23', 'Helen Väljaste is a Consultant in Amrop Tallinn office. Helen joined Amrop in 2006 as a Researcher, taking later Assignment Manager and then Consultant role. She has led wide spectrum of search assignments in various sectors both in Estonian market as well been involved with several assignments on Baltic and regional level. She has previously worked for the Estonian printing company and in Merchandising Department in U.S. retail chain.\r\n\r\nHelen graduated from Tallinn University with a Bachelor’s degree in Information Sciences and also has an Associate degree in Business Administration from Bergen Community College in USA.\r\n\r\nShe speaks Estonian and English and has an understanding of Finnish and basic knowledge in Russian.', 'Helen Väljaste', '', 'inherit', 'closed', 'closed', '', '259-revision-v1', '', '', '2019-10-28 09:47:23', '2019-10-28 09:47:23', '', 259, 'http://www.amrop.ee/news/259-revision-v1', 0, 'revision', '', 0), (958, 2, '2019-10-28 09:50:31', '2019-10-28 09:50:31', 'Helen Väljaste on konsultant Amropi Tallinna kontoris. Helen liitus Amropiga 2006. aastal researcher\' positsioonil, liikudes sealt edasi projektijuhi ning seejärel konsultandi rolli. Ta on juhtinud personaliotsinguid erinevates sektorites ning tasemetel nii Eestis kui olnud seotud ka mitmete Baltikumi ja regionaalsete otsingutega. Amropile eelnevalt töötas ta Eesti trükifirmas ning USA\'s kaubandusketi Linens’ N Things kaubandusosakonnas.\r\n\r\nHelen on lõpetanud Tallinna Ülikooli bakalaureusekraadiga infoteaduses ja Bergen Community College’i (USA) diplomiõppe programmi ärijuhtimises.\r\n\r\nTa räägib eesti, inglise ja soome keelt ja algtasemel ka vene keelt.', 'Helen Väljaste', '', 'inherit', 'closed', 'closed', '', '261-revision-v1', '', '', '2019-10-28 09:50:31', '2019-10-28 09:50:31', '', 261, 'http://www.amrop.ee/news/261-revision-v1', 0, 'revision', '', 0), (960, 2, '2019-11-12 18:45:07', '2019-11-12 18:45:07', '', 'MP2019', '', 'inherit', 'open', 'closed', '', 'mp2019', '', '', '2019-11-12 18:45:07', '2019-11-12 18:45:07', '', 79, 'http://www.amrop.ee/wp-content/uploads/2018/04/MP2019.png', 0, 'attachment', 'image/png', 0), (961, 2, '2019-11-12 18:46:43', '2019-11-12 18:46:43', '', 'MP2019', '', 'inherit', 'open', 'closed', '', 'mp2019-2', '', '', '2019-11-12 18:46:43', '2019-11-12 18:46:43', '', 9, 'http://www.amrop.ee/wp-content/uploads/2018/04/MP20191.png', 0, 'attachment', 'image/png', 0), (980, 2, '2020-04-22 06:50:26', '2020-04-22 06:50:26', '', 'Siiri foto 1', '', 'inherit', 'open', 'closed', '', 'siiri-foto-1', '', '', '2020-04-22 06:50:26', '2020-04-22 06:50:26', '', 979, 'http://www.amrop.ee/wp-content/uploads/2020/04/Siiri-foto-1.jpg', 0, 'attachment', 'image/jpeg', 0), (1043, 2, '2021-04-12 12:43:04', '2021-04-12 12:43:04', 'Hanna Pentsa is a Researcher in Amrop Tallinn Office. She joined Amrop in March 2021. She has previously worked in Tallinn University of Technology in Estonia as a mathematics teacher and consultant. Managed student council as HR and organized university projects in Tallinn University of Technology.\r\n\r\nShe’s currently working on her Bachelor’s degree at Business Administration specialised in entrepreneurship and management at Tallinn University of Technology.\r\nHanna speaks Estonian and English.', 'Hanna Pentsa', '', 'inherit', 'closed', 'closed', '', '1038-revision-v1', '', '', '2021-04-12 12:43:04', '2021-04-12 12:43:04', '', 1038, 'http://www.amrop.ee/news/1038-revision-v1', 0, 'revision', '', 0), (1045, 2, '2021-04-12 12:46:05', '0000-00-00 00:00:00', ' ', '', '', 'draft', 'closed', 'closed', '', '', '', '', '2021-04-12 12:46:05', '0000-00-00 00:00:00', '', 9, 'http://www.amrop.ee/?p=1045', 1, 'nav_menu_item', '', 0), (1046, 2, '2021-04-12 12:48:20', '2021-04-12 12:48:20', ' ', '', '', 'publish', 'closed', 'closed', '', '1046', '', '', '2021-04-12 12:48:20', '2021-04-12 12:48:20', '', 79, 'http://www.amrop.ee/?p=1046', 16, 'nav_menu_item', '', 0), (979, 2, '2020-04-22 07:02:53', '2020-04-22 07:02:53', 'Siiri ühines Amropi Tallinna meeskonnaga veebruaris 2020.\r\n\r\nSiiril on üle 20 aasta rahvusvahelist töökogemust ettevõtetele tippjuhtide otsimisel, talentide hindamisel, kultuurierisuste koolitamisel ja coachimisel. Ta aitab ettevõtteid välismaalastest töötajate sisseelamisel ning tõstab kultuuridevaheliste erinevuste teadlikkust rahvusvahelistes tiimides. Siiri on elanud ja töötanud Eestis, Ameerika Ühendriikides ja Luksemburgis.\r\n\r\nVarasemalt on Siiri töötanud Deloitte Eesti meeskonnas Global Mobility/HR konsultandina, on olnud seotud IMF ja Maailmapangaga, kus juhtis erinevaid töötajate peredele suunatud projekte Washington DC-s ning on olnud 8 aastat talendijuhtimise firma Fontes vanemkonsultant. Ta on läbi viinud sadu edukaid otsingu- ja hindamisprojekte erinevates valdkondades, k.a. tootmis- ja kaubandussektoris, FMCG ja avalikus sektoris. Siiri vastuda olid tippjuhtide ja tippspetsialistide otsingu- ja hindamisprojektid nii Eestis kui Baltikumis.\r\n\r\nLuksemburgis viis Siiri läbi kultuurierinevuste ja kohanemiskoolitusi expati’idele, olles ülemaailmse organisatsiooni Dwellworks konsultant.\r\n\r\nSiiri on lõpetanud Tartu Ülikooli ja ta on sertifitseeritud kultuurierinevuste koolitaja. Siiri on SIETAR Europa (Society for Intercultural Education, Training and Research) liige.\r\n\r\nSiiri valdab vabalt eesti ja inglise keelt ning suhtleb vene ja soome keeles.', 'Siiri Sutt', '', 'publish', 'closed', 'closed', '', 'siiri-sutt', '', '', '2020-04-22 07:04:21', '2020-04-22 07:04:21', '', 79, 'http://www.amrop.ee/?page_id=979', 3, 'page', '', 0), (975, 2, '2019-11-14 11:19:31', '2019-11-14 11:19:31', '', 'Merilin', '', 'inherit', 'open', 'closed', '', 'merilin', '', '', '2019-11-14 11:19:31', '2019-11-14 11:19:31', '', 9, 'http://www.amrop.ee/wp-content/uploads/2019/11/Merilin.jpg', 0, 'attachment', 'image/jpeg', 0), (976, 2, '2019-11-14 11:20:20', '2019-11-14 11:20:20', '', 'Merilin', '', 'inherit', 'open', 'closed', '', 'merilin-2', '', '', '2019-11-14 11:20:20', '2019-11-14 11:20:20', '', 79, 'http://www.amrop.ee/wp-content/uploads/2019/11/Merilin1.jpg', 0, 'attachment', 'image/jpeg', 0); INSERT INTO `amrp_ee_posts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES (981, 2, '2020-04-22 07:02:53', '2020-04-22 07:02:53', 'Siiri ühines Amropi Tallinna meeskonnaga veebruaris 2020.\r\n\r\nSiiril on üle 20 aasta rahvusvahelist töökogemust ettevõtetele tippjuhtide otsimisel, talentide hindamisel, kultuurierisuste koolitamisel ja coachimisel. Ta aitab ettevõtteid välismaalastest töötajate sisseelamisel ning tõstab kultuuridevaheliste erinevuste teadlikkust rahvusvahelistes tiimides. Siiri on elanud ja töötanud Eestis, Ameerika Ühendriikides ja Luksemburgis.\r\n\r\nVarasemalt on Siiri töötanud Deloitte Eesti meeskonnas Global Mobility/HR konsultandina, on olnud seotud IMF ja Maailmapangaga, kus juhtis erinevaid töötajate peredele suunatud projekte Washington DC-s ning on olnud 8 aastat talendijuhtimise firma Fontes vanemkonsultant. Ta on läbi viinud sadu edukaid otsingu- ja hindamisprojekte erinevates valdkondades, k.a. tootmis- ja kaubandussektoris, FMCG ja avalikus sektoris. Siiri vastuda olid tippjuhtide ja tippspetsialistide otsingu- ja hindamisprojektid nii Eestis kui Baltikumis.\r\n\r\nLuksemburgis viis Siiri läbi kultuurierinevuste ja kohanemiskoolitusi expati’idele, olles ülemaailmse organisatsiooni Dwellworks konsultant.\r\n\r\nSiiri on lõpetanud Tartu Ülikooli ja ta on sertifitseeritud kultuurierinevuste koolitaja. Siiri on SIETAR Europa (Society for Intercultural Education, Training and Research) liige.\r\n\r\nSiiri valdab vabalt eesti ja inglise keelt ning suhtleb vene ja soome keeles.', 'Siiri Sutt', '', 'inherit', 'closed', 'closed', '', '979-revision-v1', '', '', '2020-04-22 07:02:53', '2020-04-22 07:02:53', '', 979, 'http://www.amrop.ee/news/979-revision-v1', 0, 'revision', '', 0), (982, 2, '2020-04-22 07:10:57', '2020-04-22 07:10:57', 'Siiri joined Amrop Tallinn in February 2020.\r\n\r\nSiiri has over 20 years of international experience in executive search, talent assessment, intercultural trainings and coaching; she is helping companies to onboard their foreign employees and develop cultural awareness in multicultural teams. She has lived and worked in Estonia, USA and Luxembourg.\r\n\r\nPrior to joining Amrop she worked in Deloitte Estonia as HR/Global Mobility consultant, was involved in IMF and World Bank Family Associations in Washington DC and she has spent 8 years as Senior Consultant at local executive search and advisory company Fontes in Estonia. She has conducted hundreds of successful recruitment and assessment assignments in a variety of industries, incl production, FMCG and public sector. She was responsible for executive level search projects in Estonia and Baltic countries.\r\n\r\nIn Luxembourg, Siiri was a consultant for a worldwide organization Dwellworks where she conducted cross-cultural and adaptation workshops for expats.\r\n\r\nSiiri holds a degree from Tartu University and she is a certified cross-cultural trainer. She is also a member of SIETAR Europa (Society for Intercultural Education, Training and Research).\r\n\r\nSiiri speaks fluent Estonian and English, and can converse in Russian and Finnish.', 'Siiri Sutt', '', 'publish', 'closed', 'closed', '', 'siiri-sutt', '', '', '2020-04-22 07:10:57', '2020-04-22 07:10:57', '', 9, 'http://www.amrop.ee/?page_id=982', 3, 'page', '', 0), (983, 2, '2020-04-22 07:10:41', '2020-04-22 07:10:41', '', 'Siiri foto 1', '', 'inherit', 'open', 'closed', '', 'siiri-foto-1-2', '', '', '2020-04-22 07:10:41', '2020-04-22 07:10:41', '', 982, 'http://www.amrop.ee/wp-content/uploads/2020/04/Siiri-foto-11.jpg', 0, 'attachment', 'image/jpeg', 0), (984, 2, '2020-04-22 07:10:57', '2020-04-22 07:10:57', 'Siiri joined Amrop Tallinn in February 2020.\r\n\r\nSiiri has over 20 years of international experience in executive search, talent assessment, intercultural trainings and coaching; she is helping companies to onboard their foreign employees and develop cultural awareness in multicultural teams. She has lived and worked in Estonia, USA and Luxembourg.\r\n\r\nPrior to joining Amrop she worked in Deloitte Estonia as HR/Global Mobility consultant, was involved in IMF and World Bank Family Associations in Washington DC and she has spent 8 years as Senior Consultant at local executive search and advisory company Fontes in Estonia. She has conducted hundreds of successful recruitment and assessment assignments in a variety of industries, incl production, FMCG and public sector. She was responsible for executive level search projects in Estonia and Baltic countries.\r\n\r\nIn Luxembourg, Siiri was a consultant for a worldwide organization Dwellworks where she conducted cross-cultural and adaptation workshops for expats.\r\n\r\nSiiri holds a degree from Tartu University and she is a certified cross-cultural trainer. She is also a member of SIETAR Europa (Society for Intercultural Education, Training and Research).\r\n\r\nSiiri speaks fluent Estonian and English, and can converse in Russian and Finnish.', 'Siiri Sutt', '', 'inherit', 'closed', 'closed', '', '982-revision-v1', '', '', '2020-04-22 07:10:57', '2020-04-22 07:10:57', '', 982, 'http://www.amrop.ee/news/982-revision-v1', 0, 'revision', '', 0), (930, 2, '2019-06-28 12:03:46', '2019-06-28 12:03:46', 'Poliitikud peavad opereerima märksa keerulistemas oludes ning karmimates mängureeglites kui ärijuhid. See peaks tähendama, et poliitikud on äriliidritest paremini haritud ning oskuslikumad, kuid paraku pole see alati nii, kirjutab tippjuhtide sihtotsingufirma Amrop Eesti juhtivpartner Aiga Ārste-Avotiņa.\r\n

Iga ühiskond on hierarhiline, erineb ainult nende hierarhiate ülesehitus. Mõistmaks hierarhiat, tuleb kõigepealt aru saada eliidist, kes vastutab selle ühiskonna käekäigu eest. Näiteks Antiik-Kreekas moodustasid eliidi kõige vapramad sõdurid, kes olid valmis oma linnriiki kaitsma elu hinnaga. Lahingust või sõjaretkelt tuldi tagasi kas kilbiga või kilbil. Eesliinil seismine eeldab vaprust, kuid millele on rajatud meie praegune eliit?

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Kas tänapäeva liidrid on need, kes suudavad täita kõige olulisemaid rolle, kellel on julgust ujuda vastuvoolu, pakkuda murrangulisi ideid, mis tagaksid edu, või iseloomustab neid näiteks tugev missioonitunne? Või on nad lihtsalt poliitiliselt korrektsed karjääriinimesed, kes oskavad täita käsku rangelt distsiplineeritud keskkonnas. Veelgi enam – kuivõrd piirab julgete ja riskialtite liidrite arenemist meie talupojamõistus, mis suunab meid mõtlema raamides, olema kohusetundlik, mitte liigselt kiirustama, püsima tagaplaanil ning pigem jääma äraootavale seisukohale.

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Sarnased ja erinevad

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Poliitikutel ja ärijuhtidel on mõningaid sarnasusi, aga ka olulisi erinevusi. Mõlemad peavad juhtima inimesi ning võtma tohutu vastutuse oma otsuste eest. Veel enam – nende praegused otsused mõjutavad paljude inimeste elu veel aastaid hiljem. Nii ärijuhid kui ka poliitikud peavad suutma mõtelda väljaspool raame ning olema julged ja targad leidmaks vastuseid keerulistele küsimustele.

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Arvestades nende haaret ja vastutust, võiksime ju oletada, et juhtide ja poliitikute valikuprotsess peaks olema üldjoontes sarnane, sest nii heal ärijuhil kui ka edukal poliitikul peaks olema tugevalt arenenud analüütiline ja kriitiline mõtlemine, mille abil töödelda suurt kogust keerulist informatsiooni ning mõista erinevate sotsiaalmajanduslike protsesside põhjuslikke seoseid. Samas tulemused, mille alusel me poliitikuid ja ärijuhte hindame, on küllaltki erinevad.

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Äris on lihtne, sest päeva lõpuks on edu eeskätt mõõdetav kasumlikkuse kasvuga, samas kui poliitikas on tulemuste mõõtmine oluliselt keerulisem ning seda ei saa teha ainult majanduskasvu põhjal, vaid arvesse tuleb võtta ka ühiskonna arengut laiemalt. Seega võiks eeldada, et poliitikud on isegi nutikamad kui ärijuhid.

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Üks võimalik hindamiskriteerium oleks formaalne haridus. Tõsi – on palju väga nutikaid inimesi, kes pole formaalset haridust omandanud, kuid haridus tunnustatud ülikoolist on siiski indikatsioon võimekusest ja valmidusest töödelda keerulist informatsiooni.

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Rääkides erinevustest ärijuhtide ja poliitikute vahel, võiksime öelda, et ärijuhid on palju vabamad valima vahendeid, mille abil oma eesmärke saavutada. Loomulikult piiravad ka neid sotsiaalsed tõekspidamised ning alati tuleb silmas pidada sotsiaalse vastutustundlikkuse põhimõtteid ning oma tegude võimalikke kaudseid tagajärgi.

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Siiski on need piirangud oluliselt väiksemad võrreldes poliitikutega, kes vähemalt demokraatlikus ühiskonnas peavad oma tegemistes arvestama laiema ringi huvi- ja survegruppidega ning pidevalt otsima kompromisse. Ärijuhid saavad tavaliselt kujundada ise oma meeskonna ning vabaneda tulemuste eesmärgil neist, kes sellesse ei suuda või ei taha panustada (kuigi tõsiasi on see, et ka korporatiivmaailmas on poliitika ja võimumängud omal kohal), samas kui poliitikud ei pea otsima kompromisse ainult teiste erakondadega, aga ka omaenda meeskonnas, kus meeskonnaliikme lojaalsus konkreetsele grupile või poliitilisele ideele võib osutuda olulisemaks kui tema oskused ja võimed.

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Keeruline ebapopulaarsus

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Ka tulemuste mõiste on äris ja poliitikas üpris erinev. Teoorias peaksid poliitikud olema veelgi enam tulevikule orienteeritud ning mõtlema pikas plaanis, kuid reaalsuses piirab neid valimistsükkel ning nad ei pruugi hoolida sellest, mis juhtub 15 või 20 aasta pärast. Seetõttu juhinduvadki paljud otsused valimistsüklist ja poliitikute soovist saada taas valitud.

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Samal ajal on ebapopulaarsete otsuste langetamine nõnda keeruline, sest tõenäoliselt võib see maksta koha järgmistel valimistel. Olgugi et ka ärijuhid vajavad pikema perspektiivi visiooni, peab erasektoris olema paindlikum tegemaks ka lühiajalisi kommertsotsuseid. Seetõttu otsivad ettevõtted juhte, kes suudavad mõista pidevas muutumises keskkonda, ennetada ebakindlust ning ette näha, millised on nende klientide või tarbijate homsed soovid ning reageerima sellele enne konkurente – tuleb osata pakkuda selget ja kõikehõlmavat strateegiat ebakindlas maailmas.

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Ebapopulaarsete otsuste tegemine eeldab karismat või inspireerivaid juhiomadusi, mis on üldjuhul üsna haruldased, kuid hädavajalikud nii äris kui ka poliitikas. Veelgi enam – poliitikas tuleb vähemalt meie riikides teha sagedamini ebapopulaarseid otsuseid, kui soovime saavutada jätkusuutlikke tulemusi pikemas perspektiivis.

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Taaskord on äris pisut kergem tegutseda otsustavalt ja kohaldada muudatusi, sest numbrid ja ratsionaalne analüüs näitab, mida on paremate tulemuste saavutamiseks tarvis teha. Poliitmaastikul on küsimused märksa keerulisemad, sest näiteks vananev rahvastik, linnastumine, haridus ning tervishoid tekitavad vajaduse keeruliste reformide järele. Sealjuures saab kasutada ainult tasakaalustatud lähenemist, mis arvestaks nii majanduslike, aga ka eetiliste põhimõtetega.

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Seega ei piisa poliitikutel ja ärijuhtidel ainult analüütilistest omadustest, neil on tarvis ka head kontekstitunnetust ning empaatiat, mis võimaldaks mõista inimkäitumist. Seda võiksime pidada elutarkuseks, mida on keeruline mõõta või hinnata – küll aga on aja möödudes võimalik hinnata, kas tehtud otsus oli asjakohane ja mõistlik.

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Donald Trumpi fenomen

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Kõigis kultuurides ja traditsioonides on elutarkust enamasti omandatud vanemaealistele inimestele eeldusel, et tarku otsuseid on võimalik teha isikliku kogemuse pinnalt. Seetõttu on ka eelnev kogemus juhtival positsioonil loomulik valikukriteerium ärijuhtide valimisel. Ka poliitiku kogemuses peaks inimeste ja protsesside juhtimine olema eeldus, aga päriselus näeme, et valijad on väsinud korruptsioonist või mingist \"vanade olijate suletud ringist\", mistõttu hääletavad paljud rõõmuga noorte kandidaatide poolt. See on ka igati teretulnud seni, kuni kandidaadil on mingisugune varasem kogemus.

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Juhid, olgu siis poliitikas või äris, ei saa ignoreerida oma valijate seisukohti. USA presidendi Donald Trumpi fenomen näitab, et ühiskond on väsinud tavainimesest võõrandunud liidritest ning poliitikutelt oodatakse alalhoidlikku juhtimisstiili, mis vähendaks staatuste erinevust, arvestaks valijate soovidega, tunnistaks oma vigu ning oleks võimeline adapteeruma muutlikes oludes.

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Kokkuvõttes näeme, et poliitikute ja ärijuhtide valimiskriteeriumid on üsna sarnased, kuid poliitikud peavad opereerima märksa keerulistemas oludes ning on oluliselt karmimates mängureeglites. See peaks tähendama, et poliitikud on äriliidritest paremini haritud ning oskuslikumad, kuid paraku pole see alati nõnda.

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Poliitiku või potentsiaalse ärijuhi puhul peaks põhikriteerium olema analüütiline ja kriitiline mõtlemine (mille kinnituseks võiks olla näiteks haridus), võime teha tarku ja julgeid otsuseid ning varasem juhtimiskogemus ning teadmine mõnelt elualalt.

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Kui me vaatame erinevate lääneriikide populaarsemaid poliitikuid, siis näeme, et valija tegelikult neid kriteeriume ei hinda. Internet ja sotsiaalmeedia on hea manipulatsiooniplatvorm, mille kaudu saab levitada populistlikke hüüdlauseid ning odavaid lubadusi, mis ohustavad demokraatlikke väärtusi, pannes ideed võrdsusest ja kaasavast poliitikast löögi alla. Praeguse poliitpopulismi trendi jätkudes teevad inimesed jätkuvalt emotsionaalseid otsuseid kandidaate kriitiliselt analüüsimata ning see võib endaga tuua laastavad tagajärjed.

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Eesti suurim rikkus on tugevad ja talendiga inimesed, keda leidub kõigis eluvaldkondades. On aeg, et need inimesed sekkuksid aktiivselt avalikku ellu, et nad suudaksid koos lahendada olemasolevad väljakutsed ning kindlustada Eestile kindel ja kaunis tulevik.

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Allikas: Äripäev. https://www.aripaev.ee/arvamused/2019/05/27/miks-valid-uut-autot-hoolsamalt-kui-poliitikut

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', 'Miks valid uut autot hoolsamalt kui poliitikut?', '', 'publish', 'open', 'open', '', 'miks-valid-uut-autot-hoolsamalt-kui-poliitikut-2', '', '', '2019-06-28 12:05:59', '2019-06-28 12:05:59', '', 0, 'http://www.amrop.ee/?p=930', 0, 'post', '', 0), (931, 2, '2019-06-28 12:03:46', '2019-06-28 12:03:46', 'Poliitikud peavad opereerima märksa keerulistemas oludes ning karmimates mängureeglites kui ärijuhid. See peaks tähendama, et poliitikud on äriliidritest paremini haritud ning oskuslikumad, kuid paraku pole see alati nii, kirjutab tippjuhtide sihtotsingufirma Amrop Eesti juhtivpartner Aiga Ārste-Avotiņa.\r\n

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Sarnased ja erinevad

\r\n

Keeruline ebapopulaarsus

\r\n

Donald Trumpi fenomen

\r\n

Artikkel: Äripäev https://www.aripaev.ee/arvamused/2019/05/27/miks-valid-uut-autot-hoolsamalt-kui-poliitikut

', 'Miks valid uut autot hoolsamalt kui poliitikut?', '', 'inherit', 'closed', 'closed', '', '930-revision-v1', '', '', '2019-06-28 12:03:46', '2019-06-28 12:03:46', '', 930, 'http://www.amrop.ee/news/930-revision-v1', 0, 'revision', '', 0), (932, 2, '2019-06-28 12:04:31', '2019-06-28 12:04:31', 'Poliitikud peavad opereerima märksa keerulistemas oludes ning karmimates mängureeglites kui ärijuhid. See peaks tähendama, et poliitikud on äriliidritest paremini haritud ning oskuslikumad, kuid paraku pole see alati nii, kirjutab tippjuhtide sihtotsingufirma Amrop Eesti juhtivpartner Aiga Ārste-Avotiņa.\r\n

\r\n

Sarnased ja erinevad

\r\n

Keeruline ebapopulaarsus

\r\n

Donald Trumpi fenomen

\r\n

Artikkel: Äripäev https://www.aripaev.ee/arvamused/2019/05/27/miks-valid-uut-autot-hoolsamalt-kui-poliitikut

', 'Miks valid uut autot hoolsamalt kui poliitikut?', '', 'inherit', 'closed', 'closed', '', '930-autosave-v1', '', '', '2019-06-28 12:04:31', '2019-06-28 12:04:31', '', 930, 'http://www.amrop.ee/news/930-autosave-v1', 0, 'revision', '', 0), (933, 2, '2019-06-28 12:05:59', '2019-06-28 12:05:59', 'Poliitikud peavad opereerima märksa keerulistemas oludes ning karmimates mängureeglites kui ärijuhid. See peaks tähendama, et poliitikud on äriliidritest paremini haritud ning oskuslikumad, kuid paraku pole see alati nii, kirjutab tippjuhtide sihtotsingufirma Amrop Eesti juhtivpartner Aiga Ārste-Avotiņa.\r\n

\r\n

Sarnased ja erinevad

\r\n

Keeruline ebapopulaarsus

\r\n

Donald Trumpi fenomen

\r\n

Allikas: Äripäev. https://www.aripaev.ee/arvamused/2019/05/27/miks-valid-uut-autot-hoolsamalt-kui-poliitikut

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', 'Miks valid uut autot hoolsamalt kui poliitikut?', '', 'inherit', 'closed', 'closed', '', '930-revision-v1', '', '', '2019-06-28 12:05:59', '2019-06-28 12:05:59', '', 930, 'http://www.amrop.ee/news/930-revision-v1', 0, 'revision', '', 0); INSERT INTO `amrp_ee_posts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES (934, 2, '2019-06-28 12:14:26', '2019-06-28 12:14:26', 'Personali otsingufirma Amrop töötas välja uue metoodika infotehnoloogia valdkonna ekspertide otsimiseks ning rakendab seda edukalt Baltimaades. Eduvõtmeteks on tehisintellekti kasutamine, otsingu sügavuse suurendamine, kommunikatsioonikanalite taasläbivaatamine ning motivatsioonifookuse nihutamine.\r\n\r\nEestis läheb järjest sagedamini vaja väga spetsiifiliste kompetentsidega eksperte: tarkvaraarendajaid, data scientiste, testijaid jne. Need on inimesed ainulaadsete professionaalsete oskustega, aga ka harjumuspärasest erinevate käitumisharjumustega – nende mõtlemisviis, motivatsioon, väärtused on paljudest erinevad. Seetõttu ei toimi nende inimeste puhul personaliotsingu traditsioonilised võtted, vaid läheb vaja uusi meetodeid kitsa spetsialiseerumisega ekspertide otsimiseks konkurentsitihedal turul. Täna on selline metoodika juba välja arendatud, väidab Amrop Executive Search Estonia juhtivpartner Aiga Ārste-Avotiņa.\r\n\r\nNäiteks kui firmal läheb vaja meeskonda, kes viiks läbi ettevõtte digitaliseerimise, tekib rida küsimusi: kes on need inimesed, kuidas nad leida, kuidas nendega rääkida, et nad oleks huvitatud pakkumisest? Kui need, keda otsitakse, on juhid või traditsiooniliste erialade esindajad, on personaliotsingu firma esindajatele kõik selge. Executive Searchi kogenud nõustaja põhimõtteliselt teab nägupidi kõiki potentsiaalseid kandidaate tippametitele, eriti nii väikesel turul nagu Eesti. Lennupersonali otsinguga tegeleval spetsialistil on pilootide valmisandmebaas. Aga kui küsimus puudutab IT-sektorit, siis siin satub personaliotsingufirma täiesti uuele territooriumile, kus mängureeglid pole veel välja töötatud ja need pole selged ei personaliosakondadele ega -agentuuridele.\r\n\r\n„Esmakordselt puutusime Amropis selle ülesandega kokku, kui tegime tööd ühe Läti suurima IT-firma jaoks. Meie ülesandeks oli leida tosin kogenud front-end arendajat – kitsal kohalikul turul on see üsna keeruline väljakutse. Otsingu käigus puutusime kokku terve rea probleemidega, mis pani meid läbi vaatama personaliotsingu tehnoloogiaid ning arendama välja uue metoodika, kus kasutasime üsna ebatraditsioonilisi võtteid. Nimetasime selle Deep Sourcinguks ehk süvaotsinguks,“ räägib Ārste-Avotiņa.\r\n\r\nTehisintellekti võimalused\r\nKitsa valdkonna spetsialistide leidmist võiks võrrelda kullakaevandamisega – läbi tuleb sõeluda mitu tonnid maaki, et leida kulla raasukesi. Spetsialistid, kellest oli eespool juttu, on äärmiselt mitteavalikud. Nad „ei näita“ ennast kuskil – istuvad arvuti taga ja teevad oma asja. Amrop projekti käivitades üritasime me otsida kandidaate käsitsi, ent mõistsime kiirelt, et selline ajakulu ei õigusta end. Ning et mitte sõeluda infot läbi käsitsi, kirjutasid Amrop spetsialistid programmid, mis teevad seda inimeste eest. Amropil õnnestus selle abil koguda maksimumi informatsiooni avalikest allikatest, sealhulgas sotsiaal- ja kutsevõrgustikest, tungida edukalt läbi hüüdnimede ja pseudonimede ja isikustada spetsialistid. „Sel viisil õnnestus meil jõuda tasemeni, mille puhul sai võimalikuks identifitseerida kuni 500 uut potentsiaalset kandidaati kuus, mis on märkimisväärne arv Läti suuruse riigi kohta,“ räägib Ārste-Avotiņa.\r\n\r\nOtsingu sügavuse suurendamine\r\nEnamikul juhtudel sisaldab pikk nimekiri (ingl. long list või longlist) traditsioonilises juhtiva personali otsingu projektis kuni sada kandidaati. Selline on Executive Search standard. IT-s on teised normid – sajast potentsiaalsest kandidaadist nimekirjas õnnestub rääkida maksimaalselt kümnega ning üheksa neist osutuvad hõivatuks jooksvates projektides suure turukonkurentsi tõttu. Järelikult, tulles tagasi kullaotsimisele, „kaevata“ tuleb väga sügavalt, hõlmates aina uusi ja uusi kihte. Läti firma puhul sai Amropi pikka nimekirja 3000 arendajat. „Personaliotsingus on termin The Candidate Universe ehk kandidaatide universum. Nõnda tuli sellel puhul meil jõuda selle universumi kõige kaugematesse nurkadesse. Pärast seda seisime silmitsi teise ülesandega: analüüsida kogutud infomassi ja valida 3000-st nimest need 100 spetsialisti, kellega on mõtet rääkida. Selles aitasid meid meie programmid,“ ütleb Ārste-Avotiņa.\r\n\r\nKommunikatsioonikanalite taasläbivaatamine\r\nArvestades IT-tööstuse spetsiifikat, on eraldi tõsiseks väljakutseks – jõuda kandidaadini (mõnikord selle sõna kõige otsesemas mõttes). Asi on selles, et ärimaailmas laialt kasutatavad sidekanalid, sellised nagu telefon või e-post, ei tööta siin üldse. Ning kandidaadiga kontakti loomiseks on vaja sukelduda tema elukeskkonda – virtuaalsesse või tegelikku. „Spetsialiseeritud kommunikatsiooniplatvormid, Messengerid, foorumid, kokkutulekud – me panustasime palju aega ja jõupingutusi saamaks selle maailma „sisse“. Kokkuvõttes õnnestus tõsta reach rate valdkonna jaoks tavalistest 10% kuni 50–60%,“ räägib Ārste-Avotiņa.\r\n\r\nMotivatsioonifookuse nihutamine\r\nKõik me oleme ära harjunud, et traditsiooniliste erialade esindajate üheks peamistest motivaatoritest on stabiilsus – paljud valivad tööandja eesmärgiga 5–10 aastaks ette. IT-valdkonnas on stabiilsus vähetähtis, pigem destruktiivne faktor isiksuse ja professionaalse arengu jaoks. Sel põhjusel pole kandidaadid üldse lojaalsed firmale, ent on väga lojaalsed projektile. Mida suurem on selle innovatiivsus, mastaap ja ambitsioonikus, seda atraktiivsem on see kandidaadi silmis. Ent on ka medali teine pool: „jahtida“ selliseid inimesi keset projekti on põhimõtteliselt kasutu. Kavalus on siin selles, et spetsialisti püüda siis, kui projekt lõpeb ning kui ta muutub juba vabaks elemendiks. Aga selleks peab koostöö süsteem kandidaatidegaCandidate Relationship Management System (CRMS) käima nagu kellavärk.\r\n\r\nNõustaja professionaalne adapteerimine\r\nKohe esimesel kontaktil kandidaadiga, kui see siiski toimus, peab nõustaja vastama spetsiifilistele küsimustele projekti, platvormi, tehniliste peensuste kohta. Ning seda tuleb teha, kasutades vastavat sõnavara – rääkida kandidaadiga tema keeles. „Üleüldse on küsimus väga tundlik: tasub vaid arendajal ära tunda, et vestluskaaslane ei valda teemat, on terminites ebakindel või üldse ei tunne ainet, kommunikatsioon suure tõenäosusega lõpeb ning teist šanssi ei teki. Nõnda investeerisime me ka sellesse – uute töötajate koolitamise aspekti,“ räägib Ārste-Avotiņa.\r\n\r\n„Klassikaline personaliotsing – kõrgema taseme juhtide ja juhtivate spetsialistide otsing – see on „püramiidi tipu“, professionaalide ülemise väga õhukese kihi läbitöötamine. Olukorras, kus on vaja leida väga spetsiifilised kompetentsid kitsas spetsialiseerumises terava konkurentsiga turul, tuleb „kaevata“ väga sügavalt. See ongi meie arendatud meetod Deep Sourcing, milles on tulevik. Praegu kasutatakse seda IT-s, homme – teistes sektorites ja tööstustes. Läheb keeruliseks, ent väga huvitavaks,“ ütleb Ārste-Avotiņa.\r\n\r\nAllikas: Ärileht.\r\n\r\nhttps://arileht.delfi.ee/news/juhtimine/it-sektor-personaliotsingufirma-jaoks-taiesti-uus-territoorium-kus-mangureeglid-pole-veel-valja-tootatud?id=86311135', 'IT-sektor- personaliotsingufirma jaoks täiesti uus territoorium, kus mängureeglid pole veel välja töötatud', '', 'publish', 'open', 'open', '', 'it-sektor-personaliotsingufirma-jaoks-taiesti-uus-territoorium-kus-mangureeglid-pole-veel-valja-tootatud', '', '', '2019-06-28 12:14:49', '2019-06-28 12:14:49', '', 0, 'http://www.amrop.ee/?p=934', 0, 'post', '', 0), (935, 2, '2019-06-28 12:14:26', '2019-06-28 12:14:26', 'Personali otsingufirma Amrop töötas välja uue metoodika infotehnoloogia valdkonna ekspertide otsimiseks ning rakendab seda edukalt Baltimaades. Eduvõtmeteks on tehisintellekti kasutamine, otsingu sügavuse suurendamine, kommunikatsioonikanalite taasläbivaatamine ning motivatsioonifookuse nihutamine.\r\n\r\nEestis läheb järjest sagedamini vaja väga spetsiifiliste kompetentsidega eksperte: tarkvaraarendajaid, data scientiste, testijaid jne. Need on inimesed ainulaadsete professionaalsete oskustega, aga ka harjumuspärasest erinevate käitumisharjumustega – nende mõtlemisviis, motivatsioon, väärtused on paljudest erinevad. Seetõttu ei toimi nende inimeste puhul personaliotsingu traditsioonilised võtted, vaid läheb vaja uusi meetodeid kitsa spetsialiseerumisega ekspertide otsimiseks konkurentsitihedal turul. Täna on selline metoodika juba välja arendatud, väidab Amrop Executive Search Estonia juhtivpartner Aiga Ārste-Avotiņa.\r\n\r\nNäiteks kui firmal läheb vaja meeskonda, kes viiks läbi ettevõtte digitaliseerimise, tekib rida küsimusi: kes on need inimesed, kuidas nad leida, kuidas nendega rääkida, et nad oleks huvitatud pakkumisest? Kui need, keda otsitakse, on juhid või traditsiooniliste erialade esindajad, on personaliotsingu firma esindajatele kõik selge. Executive Searchi kogenud nõustaja põhimõtteliselt teab nägupidi kõiki potentsiaalseid kandidaate tippametitele, eriti nii väikesel turul nagu Eesti. Lennupersonali otsinguga tegeleval spetsialistil on pilootide valmisandmebaas. Aga kui küsimus puudutab IT-sektorit, siis siin satub personaliotsingufirma täiesti uuele territooriumile, kus mängureeglid pole veel välja töötatud ja need pole selged ei personaliosakondadele ega -agentuuridele.\r\n\r\n„Esmakordselt puutusime Amropis selle ülesandega kokku, kui tegime tööd ühe Läti suurima IT-firma jaoks. Meie ülesandeks oli leida tosin kogenud front-end arendajat – kitsal kohalikul turul on see üsna keeruline väljakutse. Otsingu käigus puutusime kokku terve rea probleemidega, mis pani meid läbi vaatama personaliotsingu tehnoloogiaid ning arendama välja uue metoodika, kus kasutasime üsna ebatraditsioonilisi võtteid. Nimetasime selle Deep Sourcinguks ehk süvaotsinguks,“ räägib Ārste-Avotiņa.\r\n\r\nTehisintellekti võimalused\r\nKitsa valdkonna spetsialistide leidmist võiks võrrelda kullakaevandamisega – läbi tuleb sõeluda mitu tonnid maaki, et leida kulla raasukesi. Spetsialistid, kellest oli eespool juttu, on äärmiselt mitteavalikud. Nad „ei näita“ ennast kuskil – istuvad arvuti taga ja teevad oma asja. Amrop projekti käivitades üritasime me otsida kandidaate käsitsi, ent mõistsime kiirelt, et selline ajakulu ei õigusta end. Ning et mitte sõeluda infot läbi käsitsi, kirjutasid Amrop spetsialistid programmid, mis teevad seda inimeste eest. Amropil õnnestus selle abil koguda maksimumi informatsiooni avalikest allikatest, sealhulgas sotsiaal- ja kutsevõrgustikest, tungida edukalt läbi hüüdnimede ja pseudonimede ja isikustada spetsialistid. „Sel viisil õnnestus meil jõuda tasemeni, mille puhul sai võimalikuks identifitseerida kuni 500 uut potentsiaalset kandidaati kuus, mis on märkimisväärne arv Läti suuruse riigi kohta,“ räägib Ārste-Avotiņa.\r\n\r\nOtsingu sügavuse suurendamine\r\nEnamikul juhtudel sisaldab pikk nimekiri (ingl. long list või longlist) traditsioonilises juhtiva personali otsingu projektis kuni sada kandidaati. Selline on Executive Search standard. IT-s on teised normid – sajast potentsiaalsest kandidaadist nimekirjas õnnestub rääkida maksimaalselt kümnega ning üheksa neist osutuvad hõivatuks jooksvates projektides suure turukonkurentsi tõttu. Järelikult, tulles tagasi kullaotsimisele, „kaevata“ tuleb väga sügavalt, hõlmates aina uusi ja uusi kihte. Läti firma puhul sai Amropi pikka nimekirja 3000 arendajat. „Personaliotsingus on termin The Candidate Universe ehk kandidaatide universum. Nõnda tuli sellel puhul meil jõuda selle universumi kõige kaugematesse nurkadesse. Pärast seda seisime silmitsi teise ülesandega: analüüsida kogutud infomassi ja valida 3000-st nimest need 100 spetsialisti, kellega on mõtet rääkida. Selles aitasid meid meie programmid,“ ütleb Ārste-Avotiņa.\r\n\r\nKommunikatsioonikanalite taasläbivaatamine\r\nArvestades IT-tööstuse spetsiifikat, on eraldi tõsiseks väljakutseks – jõuda kandidaadini (mõnikord selle sõna kõige otsesemas mõttes). Asi on selles, et ärimaailmas laialt kasutatavad sidekanalid, sellised nagu telefon või e-post, ei tööta siin üldse. Ning kandidaadiga kontakti loomiseks on vaja sukelduda tema elukeskkonda – virtuaalsesse või tegelikku. „Spetsialiseeritud kommunikatsiooniplatvormid, Messengerid, foorumid, kokkutulekud – me panustasime palju aega ja jõupingutusi saamaks selle maailma „sisse“. Kokkuvõttes õnnestus tõsta reach rate valdkonna jaoks tavalistest 10% kuni 50–60%,“ räägib Ārste-Avotiņa.\r\n\r\nMotivatsioonifookuse nihutamine\r\nKõik me oleme ära harjunud, et traditsiooniliste erialade esindajate üheks peamistest motivaatoritest on stabiilsus – paljud valivad tööandja eesmärgiga 5–10 aastaks ette. IT-valdkonnas on stabiilsus vähetähtis, pigem destruktiivne faktor isiksuse ja professionaalse arengu jaoks. Sel põhjusel pole kandidaadid üldse lojaalsed firmale, ent on väga lojaalsed projektile. Mida suurem on selle innovatiivsus, mastaap ja ambitsioonikus, seda atraktiivsem on see kandidaadi silmis. Ent on ka medali teine pool: „jahtida“ selliseid inimesi keset projekti on põhimõtteliselt kasutu. Kavalus on siin selles, et spetsialisti püüda siis, kui projekt lõpeb ning kui ta muutub juba vabaks elemendiks. Aga selleks peab koostöö süsteem kandidaatidegaCandidate Relationship Management System (CRMS) käima nagu kellavärk.\r\n\r\nNõustaja professionaalne adapteerimine\r\nKohe esimesel kontaktil kandidaadiga, kui see siiski toimus, peab nõustaja vastama spetsiifilistele küsimustele projekti, platvormi, tehniliste peensuste kohta. Ning seda tuleb teha, kasutades vastavat sõnavara – rääkida kandidaadiga tema keeles. „Üleüldse on küsimus väga tundlik: tasub vaid arendajal ära tunda, et vestluskaaslane ei valda teemat, on terminites ebakindel või üldse ei tunne ainet, kommunikatsioon suure tõenäosusega lõpeb ning teist šanssi ei teki. Nõnda investeerisime me ka sellesse – uute töötajate koolitamise aspekti,“ räägib Ārste-Avotiņa.\r\n\r\n„Klassikaline personaliotsing – kõrgema taseme juhtide ja juhtivate spetsialistide otsing – see on „püramiidi tipu“, professionaalide ülemise väga õhukese kihi läbitöötamine. Olukorras, kus on vaja leida väga spetsiifilised kompetentsid kitsas spetsialiseerumises terava konkurentsiga turul, tuleb „kaevata“ väga sügavalt. See ongi meie arendatud meetod Deep Sourcing, milles on tulevik. Praegu kasutatakse seda IT-s, homme – teistes sektorites ja tööstustes. Läheb keeruliseks, ent väga huvitavaks,“ ütleb Ārste-Avotiņa.\r\n\r\nAllikas: Ärileht. https://arileht.delfi.ee/news/juhtimine/it-sektor-personaliotsingufirma-jaoks-taiesti-uus-territoorium-kus-mangureeglid-pole-veel-valja-tootatud?id=86311135', 'IT-sektor- personaliotsingufirma jaoks täiesti uus territoorium, kus mängureeglid pole veel välja töötatud', '', 'inherit', 'closed', 'closed', '', '934-revision-v1', '', '', '2019-06-28 12:14:26', '2019-06-28 12:14:26', '', 934, 'http://www.amrop.ee/news/934-revision-v1', 0, 'revision', '', 0), (936, 2, '2019-06-28 12:14:37', '2019-06-28 12:14:37', 'Personali otsingufirma Amrop töötas välja uue metoodika infotehnoloogia valdkonna ekspertide otsimiseks ning rakendab seda edukalt Baltimaades. Eduvõtmeteks on tehisintellekti kasutamine, otsingu sügavuse suurendamine, kommunikatsioonikanalite taasläbivaatamine ning motivatsioonifookuse nihutamine.\r\n\r\nEestis läheb järjest sagedamini vaja väga spetsiifiliste kompetentsidega eksperte: tarkvaraarendajaid, data scientiste, testijaid jne. Need on inimesed ainulaadsete professionaalsete oskustega, aga ka harjumuspärasest erinevate käitumisharjumustega – nende mõtlemisviis, motivatsioon, väärtused on paljudest erinevad. Seetõttu ei toimi nende inimeste puhul personaliotsingu traditsioonilised võtted, vaid läheb vaja uusi meetodeid kitsa spetsialiseerumisega ekspertide otsimiseks konkurentsitihedal turul. Täna on selline metoodika juba välja arendatud, väidab Amrop Executive Search Estonia juhtivpartner Aiga Ārste-Avotiņa.\r\n\r\nNäiteks kui firmal läheb vaja meeskonda, kes viiks läbi ettevõtte digitaliseerimise, tekib rida küsimusi: kes on need inimesed, kuidas nad leida, kuidas nendega rääkida, et nad oleks huvitatud pakkumisest? Kui need, keda otsitakse, on juhid või traditsiooniliste erialade esindajad, on personaliotsingu firma esindajatele kõik selge. Executive Searchi kogenud nõustaja põhimõtteliselt teab nägupidi kõiki potentsiaalseid kandidaate tippametitele, eriti nii väikesel turul nagu Eesti. Lennupersonali otsinguga tegeleval spetsialistil on pilootide valmisandmebaas. Aga kui küsimus puudutab IT-sektorit, siis siin satub personaliotsingufirma täiesti uuele territooriumile, kus mängureeglid pole veel välja töötatud ja need pole selged ei personaliosakondadele ega -agentuuridele.\r\n\r\n„Esmakordselt puutusime Amropis selle ülesandega kokku, kui tegime tööd ühe Läti suurima IT-firma jaoks. Meie ülesandeks oli leida tosin kogenud front-end arendajat – kitsal kohalikul turul on see üsna keeruline väljakutse. Otsingu käigus puutusime kokku terve rea probleemidega, mis pani meid läbi vaatama personaliotsingu tehnoloogiaid ning arendama välja uue metoodika, kus kasutasime üsna ebatraditsioonilisi võtteid. Nimetasime selle Deep Sourcinguks ehk süvaotsinguks,“ räägib Ārste-Avotiņa.\r\n\r\nTehisintellekti võimalused\r\nKitsa valdkonna spetsialistide leidmist võiks võrrelda kullakaevandamisega – läbi tuleb sõeluda mitu tonnid maaki, et leida kulla raasukesi. Spetsialistid, kellest oli eespool juttu, on äärmiselt mitteavalikud. Nad „ei näita“ ennast kuskil – istuvad arvuti taga ja teevad oma asja. Amrop projekti käivitades üritasime me otsida kandidaate käsitsi, ent mõistsime kiirelt, et selline ajakulu ei õigusta end. Ning et mitte sõeluda infot läbi käsitsi, kirjutasid Amrop spetsialistid programmid, mis teevad seda inimeste eest. Amropil õnnestus selle abil koguda maksimumi informatsiooni avalikest allikatest, sealhulgas sotsiaal- ja kutsevõrgustikest, tungida edukalt läbi hüüdnimede ja pseudonimede ja isikustada spetsialistid. „Sel viisil õnnestus meil jõuda tasemeni, mille puhul sai võimalikuks identifitseerida kuni 500 uut potentsiaalset kandidaati kuus, mis on märkimisväärne arv Läti suuruse riigi kohta,“ räägib Ārste-Avotiņa.\r\n\r\nOtsingu sügavuse suurendamine\r\nEnamikul juhtudel sisaldab pikk nimekiri (ingl. long list või longlist) traditsioonilises juhtiva personali otsingu projektis kuni sada kandidaati. Selline on Executive Search standard. IT-s on teised normid – sajast potentsiaalsest kandidaadist nimekirjas õnnestub rääkida maksimaalselt kümnega ning üheksa neist osutuvad hõivatuks jooksvates projektides suure turukonkurentsi tõttu. Järelikult, tulles tagasi kullaotsimisele, „kaevata“ tuleb väga sügavalt, hõlmates aina uusi ja uusi kihte. Läti firma puhul sai Amropi pikka nimekirja 3000 arendajat. „Personaliotsingus on termin The Candidate Universe ehk kandidaatide universum. Nõnda tuli sellel puhul meil jõuda selle universumi kõige kaugematesse nurkadesse. Pärast seda seisime silmitsi teise ülesandega: analüüsida kogutud infomassi ja valida 3000-st nimest need 100 spetsialisti, kellega on mõtet rääkida. Selles aitasid meid meie programmid,“ ütleb Ārste-Avotiņa.\r\n\r\nKommunikatsioonikanalite taasläbivaatamine\r\nArvestades IT-tööstuse spetsiifikat, on eraldi tõsiseks väljakutseks – jõuda kandidaadini (mõnikord selle sõna kõige otsesemas mõttes). Asi on selles, et ärimaailmas laialt kasutatavad sidekanalid, sellised nagu telefon või e-post, ei tööta siin üldse. Ning kandidaadiga kontakti loomiseks on vaja sukelduda tema elukeskkonda – virtuaalsesse või tegelikku. „Spetsialiseeritud kommunikatsiooniplatvormid, Messengerid, foorumid, kokkutulekud – me panustasime palju aega ja jõupingutusi saamaks selle maailma „sisse“. Kokkuvõttes õnnestus tõsta reach rate valdkonna jaoks tavalistest 10% kuni 50–60%,“ räägib Ārste-Avotiņa.\r\n\r\nMotivatsioonifookuse nihutamine\r\nKõik me oleme ära harjunud, et traditsiooniliste erialade esindajate üheks peamistest motivaatoritest on stabiilsus – paljud valivad tööandja eesmärgiga 5–10 aastaks ette. IT-valdkonnas on stabiilsus vähetähtis, pigem destruktiivne faktor isiksuse ja professionaalse arengu jaoks. Sel põhjusel pole kandidaadid üldse lojaalsed firmale, ent on väga lojaalsed projektile. Mida suurem on selle innovatiivsus, mastaap ja ambitsioonikus, seda atraktiivsem on see kandidaadi silmis. Ent on ka medali teine pool: „jahtida“ selliseid inimesi keset projekti on põhimõtteliselt kasutu. Kavalus on siin selles, et spetsialisti püüda siis, kui projekt lõpeb ning kui ta muutub juba vabaks elemendiks. Aga selleks peab koostöö süsteem kandidaatidegaCandidate Relationship Management System (CRMS) käima nagu kellavärk.\r\n\r\nNõustaja professionaalne adapteerimine\r\nKohe esimesel kontaktil kandidaadiga, kui see siiski toimus, peab nõustaja vastama spetsiifilistele küsimustele projekti, platvormi, tehniliste peensuste kohta. Ning seda tuleb teha, kasutades vastavat sõnavara – rääkida kandidaadiga tema keeles. „Üleüldse on küsimus väga tundlik: tasub vaid arendajal ära tunda, et vestluskaaslane ei valda teemat, on terminites ebakindel või üldse ei tunne ainet, kommunikatsioon suure tõenäosusega lõpeb ning teist šanssi ei teki. Nõnda investeerisime me ka sellesse – uute töötajate koolitamise aspekti,“ räägib Ārste-Avotiņa.\r\n\r\n„Klassikaline personaliotsing – kõrgema taseme juhtide ja juhtivate spetsialistide otsing – see on „püramiidi tipu“, professionaalide ülemise väga õhukese kihi läbitöötamine. Olukorras, kus on vaja leida väga spetsiifilised kompetentsid kitsas spetsialiseerumises terava konkurentsiga turul, tuleb „kaevata“ väga sügavalt. See ongi meie arendatud meetod Deep Sourcing, milles on tulevik. Praegu kasutatakse seda IT-s, homme – teistes sektorites ja tööstustes. Läheb keeruliseks, ent väga huvitavaks,“ ütleb Ārste-Avotiņa.\r\n\r\nAllikas: Ärileht.\r\n\r\nhttps://arileht.delfi.ee/news/juhtimine/it-sektor-personaliotsingufirma-jaoks-taiesti-uus-territoorium-kus-mangureeglid-pole-veel-valja-tootatud?id=86311135', 'IT-sektor- personaliotsingufirma jaoks täiesti uus territoorium, kus mängureeglid pole veel välja töötatud', '', 'inherit', 'closed', 'closed', '', '934-revision-v1', '', '', '2019-06-28 12:14:37', '2019-06-28 12:14:37', '', 934, 'http://www.amrop.ee/news/934-revision-v1', 0, 'revision', '', 0), (937, 2, '2019-07-01 07:09:07', '2019-07-01 07:09:07', '“Even though it is difficult to generalize what are the universal characteristics of successful leaders, because the industry, competitive situation, the ownership structure, the governance model, the development stage etc. all have a huge impact on what kind of a leader would be successful in any particular case. But if we leave those aspects aside and still try to bring out some of the leadership characteristics that are pretty much universal traits of a successful leader, then I would say the following. First you need a strong analytical component in a leader. There needs to be a certain amount of brainpower to really understand the industry specifics – what is the complexity here, how can we work out the unique business model, what is the way for this company to beat the competition, to really understand what is the most important to win the game. And it is not only the analytical brainpower to understand this complexity but also the capacity to verbalize or communicate this vision to others in a clear and simple manner. The second universal element would be a heart, if we stick to the human analogy. And what I mean by heart is that the vision has no value if you can not get others behind it. If you can not get a buy-in from the rest of the team and the organization, then your brilliant ideas have little value. You need to win others’ hearts and souls and get them to follow your vision. It is really about how to get the people to follow your lead. This is deeply connected also to the alignment between the leadership style of the leader and the culture of the organization. Now, the third component would be arms and legs, if I may continue with the human body analogy. If you have the clarity about the direction of the business and the vision, if you get the buy-in and the following, then you also need the ability to properly execute on that vision. It is really about making it all happen in one or the other way. It is the practical part of actually getting things done. I would say that these are the three universal cornerstones of a successful leader.” – Aiga Ārste-Avotiņa\r\n\r\nPodcast link: http://valkiainen.ee/blogi/aiga-arste-avotina-brain-heart-and-limbs-make-up-the-three-cornerstones-of-a-successful-leader', 'Brain, heart and limbs make up the three cornerstones of a successful leader', '', 'publish', 'open', 'open', '', 'brain-heart-and-limbs-make-up-the-three-cornerstones-of-a-successful-leader', '', '', '2019-07-01 07:09:15', '2019-07-01 07:09:15', '', 0, 'http://www.amrop.ee/?p=937', 0, 'post', '', 0), (938, 2, '2019-07-01 07:09:07', '2019-07-01 07:09:07', '“Even though it is difficult to generalize what are the universal characteristics of successful leaders, because the industry, competitive situation, the ownership structure, the governance model, the development stage etc. all have a huge impact on what kind of a leader would be successful in any particular case. But if we leave those aspects aside and still try to bring out some of the leadership characteristics that are pretty much universal traits of a successful leader, then I would say the following. First you need a strong analytical component in a leader. There needs to be a certain amount of brainpower to really understand the industry specifics – what is the complexity here, how can we work out the unique business model, what is the way for this company to beat the competition, to really understand what is the most important to win the game. And it is not only the analytical brainpower to understand this complexity but also the capacity to verbalize or communicate this vision to others in a clear and simple manner. The second universal element would be a heart, if we stick to the human analogy. And what I mean by heart is that the vision has no value if you can not get others behind it. If you can not get a buy-in from the rest of the team and the organization, then your brilliant ideas have little value. You need to win others’ hearts and souls and get them to follow your vision. It is really about how to get the people to follow your lead. This is deeply connected also to the alignment between the leadership style of the leader and the culture of the organization. Now, the third component would be arms and legs, if I may continue with the human body analogy. If you have the clarity about the direction of the business and the vision, if you get the buy-in and the following, then you also need the ability to properly execute on that vision. It is really about making it all happen in one or the other way. It is the practical part of actually getting things done. I would say that these are the three universal cornerstones of a successful leader.” – Aiga Ārste-Avotiņa\r\n\r\nPodcast link: http://valkiainen.ee/blogi/aiga-arste-avotina-brain-heart-and-limbs-make-up-the-three-cornerstones-of-a-successful-leader', 'Brain, heart and limbs make up the three cornerstones of a successful leader', '', 'inherit', 'closed', 'closed', '', '937-revision-v1', '', '', '2019-07-01 07:09:07', '2019-07-01 07:09:07', '', 937, 'http://www.amrop.ee/news/937-revision-v1', 0, 'revision', '', 0), (939, 2, '2019-07-01 07:16:51', '2019-07-01 07:16:51', 'Eestis läheb järjest sagedamini vaja väga spetsiifiliste kompetentsidega eksperte: tarkvaraarendajaid, data scientist\'e, testijaid jne. Need on inimesed ainulaadsete professionaalsete oskustega, aga ka harjumuspärasest erinevate käitumisharjumustega – nende mõtlemisviis, motivatsioon, väärtused on paljudest erinevad.\r\n

Seetõttu ei toimi nende puhul personaliotsingu traditsioonilised võtted, vaid läheb vaja uusi meetodeid kitsa spetsialiseerumisega ekspertide otsimiseks konkurentsitihedal turul. Selline meetod on praeguseks juba välja arendatud, väidab Aiga Ārste-Avotiņa, Amrop Executive Search Estonia juhtivpartner.

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Amrop töötas välja uue meetodi infotehnoloogia valdkonna ekspertide otsimiseks ning rakendab seda edukalt Baltimaades. Eduvõtmeteks on tehisintellekti kasutamine, otsingu sügavuse suurendamine, kommunikatsioonikanalite taasläbivaatamine ning motivatsioonifookuse nihutamine.

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Näiteks kui firmal läheb vaja meeskonda, kes viiks läbi ettevõtte digitaliseerimise, tekib palju küsimusi: kes on need inimesed, kuidas nad leida, kuidas nendega rääkida, et nad oleks huvitatud pakkumisest? Kui need, keda otsitakse, on juhid või traditsiooniliste erialade esindajad, on personaliotsingu firma esindajatele kõik selge. Executive Searchi kogenud nõustaja teab nägupidi peaaegu kõiki potentsiaalseid kandidaate tippametitele, eriti nii väikesel turul nagu Eesti. Lennupersonali otsinguga tegeleval spetsialistil on pilootide valmisandmebaas. Aga kui küsimus puudutab IT-sektorit, siis siin satub personaliotsingu firma täiesti uuele territooriumile, kus mängureeglid pole veel välja töötatud ja need pole selged ei personaliosakondadele ega -agentuuridele.

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Allikas: Personaliuudised

\r\nhttps://www.personaliuudised.ee/uudised/2019/05/23/personaliotsingu-tulevik-on-tehisintellektis-ja-suvaotsingus', 'Personaliotsingu tulevik on tehisintellektis ja süvaotsingus', '', 'publish', 'open', 'open', '', 'personaliotsingu-tulevik-on-tehisintellektis-ja-suvaotsingus', '', '', '2019-07-01 07:17:30', '2019-07-01 07:17:30', '', 0, 'http://www.amrop.ee/?p=939', 0, 'post', '', 0), (940, 2, '2019-07-01 07:16:51', '2019-07-01 07:16:51', 'Eestis läheb järjest sagedamini vaja väga spetsiifiliste kompetentsidega eksperte: tarkvaraarendajaid, data scientist\'e, testijaid jne. Need on inimesed ainulaadsete professionaalsete oskustega, aga ka harjumuspärasest erinevate käitumisharjumustega – nende mõtlemisviis, motivatsioon, väärtused on paljudest erinevad.\r\n