Andean Executive Placement Center currently offers services for top level executives in Career Management and Outplacement.
Career Planning
Personalized support and consultancy service in the following areas:
- Individual strengths and weaknesses
- Motivation, professional and personal interests
- Executive development programs according to the area and specific interests of the individual
Outplacement
Support and consultancy in relocation of individual top level executives. Our service includes professional advice in the following areas:
- Networking and Interview skills
- Resume writing and promotion
- Assessment of executive strengths and areas of opportunity
Process refinements, reduced time-to-market, new customer retention programs, superior technology – all the key ingredients for improving the bottom line, right? Wrong! Even strategic thinkers often underestimate the importance of developing talent and the direct impact it can have on the bottom line. If you´ve invested in hiring good leaders, why not let Career Partners International develop them to their full potential?
El Programa de doce meses para ejecutivos está diseñado en base a sus requerimientos específicos, incluyendo vicepresidentes, directores y otros niveles gerenciales. Todos los programas han sido delineados al detalle y están dirigidos por un “coach” gerencial, con el fin de satisfacer las expectativas más exigentes.
Most turnover studies show that losing a worker results in a net loss be-tween one-half to two times his or her annual salary. Turnover hurts. And active employees with low commitment are likely having an adverse effect on customer satisfaction and corporate productivity. With so much at stake, why not engage Career Partners International to help you improve employee commitment?
Our Individual Executive Coaching Program helps executives and senior managers recognize their leadership strengths and development opportunities. This highly tailored program can enhance a high-potential leader´s effectiveness or address challenges that limit it.
Put as much thought into how you transition employees out of the company as you do attracting talent, and the return on investment is usually a happier workforce, separated employees who are more contented, and a community that regards you as a good citizen. The benefits of offering exiting employees quality transition programs far outweigh the costs and risks of not providing them.
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