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(146, 37, 'lower_text', '<h3>Why is it useful?</h3>\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<h3>When is it needed?</h3>\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<ul>\r\n	<li>- Identification of High Potential</li>\r\n	<li>- Mergers, Acquisitions &amp; Due diligence</li>\r\n	<li>- Unsatisfactory results or key persons leaving the company</li>\r\n	<li>- Reorganization</li>\r\n	<li>- New CEO</li>\r\n	<li>- Filling management vacancies and promotion</li>\r\n	<li>- Identification of competence gaps and focus areas for key people training and development</li>\r\n	<li>- New strategic development or establishment of new business</li>\r\n</ul>\r\n<h3>How is it performed?</h3>\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<h3>How is it performed?</h3>\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, etc.).'),
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(148, 27, 'lower_text', '<span id=\"yui_3_16_0_1_1444850597752_9816\">Leadership 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.</span>\r\n<h3>Why is it useful?</h3>\r\nLeadership 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 in Lithuania 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 in Lithuania 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 in Lithuania can help to ensure that your board members have the right level of diversity in terms of skills, experience and representation. 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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<h3>What is the result?</h3>\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, etc.).\r\n<h3>Typical process:</h3>\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). Follow up on client and on each Manager.'),
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(202, 14, 'lower_text', '<h3>Who are our candidates?</h3>\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<h3>How we treat our candidates?</h3>\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n<h3>What is the benefit of being our candidate?</h3>\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n<h3>How is it possible to join Amrop database?</h3>\r\nBy sending the CV to the address <a>vilnius@amrop.com.</a>\r\n\r\n<a href=\"http://www.amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop1.doc\"><img class=\"alignnone size-full wp-image-260\" src=\"http://www.amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit1.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /></a><a href=\"http://www.amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop-3.doc\" rel=\"\">Please use Amrop CV template</a>.\r\n\r\nBy voluntary submitting your personal data you provide your consent to data controller UAB „Executive Search Baltics“ (legal entity code 110895210, address Gedimino pr. 1A-14, Vilnius, Lithuania, tel. +370 5 266 0864, e-mail vilnius@amrop.com) (hereinafter – Amrop) to process and store your personal data for a period of 6 years for the purpose of executive search. Your voluntary submitted and from public sources collected personal data concerning education, professional experience and qualifications shall be processed on the basis of your consent.\r\n\r\nYou have a right to revoke your consent, and other data subject rights – the right to request from Amrop rectification or erasure of personal data or restriction of processing of personal data concerning the data subject or to object to such processing, the right to data portability. Requests and inquires can be addressed to data protection officer, whose contact details are as follows – Mindaugas Valančius, tel. +370 5 266 0864, e-mail: dpo.vilnius@amrop.com. Under applicable data protection laws you also have a right to submit a complaint to the State Data Protection Inspectorate.\r\n\r\nUpon decision of Amrop, your personal data can be transferred to its clients, in respect of which candidates are being considered for a potential role within that clients’ organisation. In case executive search is also performed by other Amrop partnership companies in other countries, your personal data can be transferred to these Amrop companies. Where personal data are transferred to the said persons outside the EU, appropriate safeguards shall be applicable in the course of the transfer, for example, standard contractual clauses.'),
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(290, 65, 'lower_text', '<h3>Amrop Latvia</h3>\r\n<ul>\r\n	<li>SIA Executive Search Baltics Smilšu 18,</li>\r\n	<li>Rīga, Latvija, LV-1050</li>\r\n	<li>Tel.: +371 67210408</li>\r\n	<li>Fax: +371 67210422</li>\r\n	<li>E-mail: riga@amrop.com</li>\r\n</ul>'),
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(314, 71, 'lower_text', '<h3>Our Team</h3>\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/'),
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(324, 72, 'lower_text', '<h3>Our Team</h3>\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/'),
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(330, 73, 'lower_text', '<h3>Our Team</h3>\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/'),
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(352, 77, 'lower_text', 'Vadovų vertinimas yra originaliai sukurta įvertinimo metodologija, leidžianti nustatyti aukščiausios bei viduriniosios grandies vadovų vadovavimo kompetencijas, taip pat palyginti esančią bendrovės vadovų komandą su esama rinka.\r\n<h3>Kodėl tai naudinga?</h3>\r\nVadovų vertinimo metodai leidžia objektyviai iš išorės įvertinti kiekvieno kandidato stipriąsias bei silpnąsias puses. Tai tampa vertinga ir svarbu priimant sprendimus, tuo pačiu tarnauja kaip grižtąmasis ryšys vertinimui.\r\n<h3>Kada tai yra reikalinga?</h3>\r\nVadovų vertinimas yra naudingas visuomet, tačiau mūsų patirtis rodo, kad bendrovės dažniausiai kreipiasi pagalbos situacijose, kuomet:\r\n- Reikalingas didžiausio potencialo identifikavimas\r\n- Vyksta įmonių susijungimai, įsigijimai ir įmonės įvertinimai\r\n- Netenkina bendrovės rezultatai arba svarbūs vadovai išeina iš bendrovės\r\n- Vyksta reorganizacija\r\n- Ateina naujas bendrovės pirmasis vadovas\r\n- Paaukštinant pareigose, atsiradus laisvai vadovaujančiai pozicijai\r\n- Norint identifikuoti kompetencijų trūkumus, ruošiant\r\nvadovaujančių darbuotojų mokymo programas.\r\n- Nusprendus vystyti naują verslo strategiją ar kurti naują verslą.\r\n<h3>Kaip tai vyksta?</h3>\r\nVadovų vertinimas vyksta naudojant profesionalią metodiką:\r\n\r\nInterviu – Struktūrizuoti ir kompetetingi interviu vyksta vadovaujantis 2:1 principu. Juos atlieka patyrę konsultantai.\r\n\r\nPalyginimas – Kandidato asmenybinės ir profesinės savybės lyginamos su jau pripažintų rinkos lyderių savybes atitinkančiais standartais.\r\n\r\nRekomendacijų tikrinimas – Kandidato ankstesnės darbo patirties, kvalifikacijų, veiklos rezultatų bei asmenybinių savybių analizė, naudojantis visapusiška darbiniais santykiais susijusių asmenų suteikta informacija 360º principu.\r\n\r\nPsichometrinis testavimas – Asmens įvertinimas naudojant verslui sukurtus ir patvirtintus psichometrinius instrumentus. Psichometrinio testavimo pagalba sudaromas išsamus ir patikimas asmens apibūdinimas.\r\n<h3>Koks yra rezultatas?</h3>\r\nMūsų darbo rezultatas – tai objektyvus ir profesionalus kiekvieno kandidato įvertinimas tiek individualiai, tiek kompanijos vadovybės kontekste, pateikiant savo nuomonę ir rekomendacijas (ką palikti/pakeisti, kokie reikalingi mokymai, siekiant išlaikyti aukštą žinių lygį, kas galimas kultūrinių/organizacinių permainų iniciatorius, kas galbūt nesugebės vesti kompanijos į priekį taip, kai jūs norėtumėte, ir t.t.)'),
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(355, 79, 'lower_txt', '<h3>Our Team</h3>\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/');
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(356, 79, 'lower_text', 'Yra realus pavojus, kad dauguma patyrusių, kvalifikuotų ir gabių žmonių palaipsniui bus “eksportuoti” iš šalies.\r\n\r\nAtsižvelgiant į dabartinę rinkos situaciją, Amrop siūlo keisti tradicinį požiūrį į vadovybės kaitos kompanijos viduje bei vadovų paieškos principus. Vadovų kaita kompanijos viduje yra sunkiai planuojamas, dažnai nenumatomas procesas. Dėl šios priežasties atsiranda vadovų paieškos paslaugų poreikis. Šių paslaugų efektyvumas tiesiogiai priklauso nuo gero vietinės rinkos bei talentingų žmonių, dirbančių mūsų šalyje bei užsienyje žinojimas, įgalinantis Lietuvoje dirbančių vadovų integraciją bet kuriame verslo sektoriuje, bei už Lietuvos ribų dirbančių aukšto lygio specialistų suinteresuotumą diegti savo patirtį ir žinias Lietuvoje . Pastaruoju metu šalyje vystosi naujas vadovų paieškos bei konsultavimo procesų supratimas. Vadovų paieška ir konsultacijos tampa viena svarbiausių išorinio bendrovės konsultavimo formų. Vadovų paieška įgyja išties aukščiausią vadovybės konsultavimo vertę, nes ir puiki strategija reiškia mažai be kompetetingų žmonių, sugebančių tą strategiją sėkmingai įgyvendinti.\r\n\r\n<em>/Audrius Šošas/</em>'),
(1388, 235, 'lower_text', 'Considering the local market situation, Amrop Baltics suggests to change the classical attitude towards management succession and executive search. Management succession is the process characterized by a lack of planning and a failure to develop leaders from within organization that necessitates the use of executive search services. Executive search only becomes efficient in combination of local market understanding, local talent pool and global reach, enabling to bring Lithuanian leaders to any local organization likewise to bring executives from around the world to Lithuania. A new understanding of executive search process and a new realization of executive search consulting are developing in these latter years in the country. Executive search consulting turns to be one of the most important forms of outside advising, that companies can engage. Executive search consulting is becoming indeed the highest form of management consulting because the right strategy means little without the right people to implement it.\r\n\r\n<em>/Audrius Šošas/</em>'),
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(366, 81, 'lower_text', '<h3>Kas gali būti mūsų kandidatais?</h3>\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n<h3>Kaip elgiamės kandidatų atžvilgiu?</h3>\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n<h3>Kodėl naudinga tapti mūsų kandidatu?</h3>\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n<h3>Kaip tapti Amrop duomenų bazės kandidatu?</h3>\r\nSiunčiant CV elektroninio pašto adresu: <a href=\"mailto:vilnius@amrop.com\">vilnius@amrop.com</a>\r\n\r\nGalima naudoti Amrop<a href=\"http://www.amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop1.doc\"><img class=\"alignnone size-full wp-image-256\" src=\"http://www.amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /></a><a href=\"http://www.amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop-2.doc\" rel=\"\">CV formą</a>.\r\n\r\nSavanoriškai pateikdami savo asmens duomenis Jūs sutinkate, kad šiuos duomenis vadovaujančių darbuotojų paieškų tikslu duomenų valdytojas UAB „Executive Search Baltics“ (juridinio asmens kodas 110895210, adresas Gedimino pr. 1A-14, Vilnius, Lietuva, tel. +370 5 266 0864, el. p. vilnius@amrop.com) (toliau – Amrop) tvarkytų ir saugotų 6 metus. Savanoriškai atsiųsti bei viešai prieinamuose šaltiniuose pateikiami Jūsų asmens duomenys apie išsilavinimą, profesines patirtis ir kvalifikaciją bus tvarkomi Jūsų sutikimo pagrindu.\r\n\r\nJūs turite teisę atšaukti savo sutikimą, taip pat kitas duomenų subjekto teises - prašyti, kad būtų leista susipažinti su Amrop  turimais Jūsų asmens duomenimis ir juos ištaisyti arba ištrinti, arba apriboti duomenų tvarkymą jeigu tam būtų pagrindas, arba teisę nesutikti, kad duomenys būtų tvarkomi, taip pat teisę į duomenų perkeliamumą. Duomenų apsaugos pareigūno, kuriam galite adresuoti savo pašymus ir paklausimus, kontaktiniai duomenys – Mindaugas Valančius, tel. +370 5 266 0864, el.paštas dpo.vilnius@amrop.com. Asmens duomenų apsaugą reglamentuojantys teisės aktai taip pat Jums suteikia teisę pateikti skundą Valstybinei duomenų apsaugos inspekcijai.\r\n\r\nAmrop sprendimu, Jūsų asmens duomenys gali būti perduoti klientams, kurie svarstys kandidatų į vadovaujančius darbuotojus tinkamumą. Jeigu vadovaujančių darbuotojų paiešką vykdytų Amrop partnerystės bendrovės kitose šalyse, Jūsų asmens duomenys gali būti perduoti šioms Amrop bendrovėms. Tuo atveju, jeigu asmens duomenys būtų perduodami minėtiems asmenims už ES ribų, būtų taikomos tinkamos apsaugos priemonės, pavyzdžiui, standartinės duomenų apsaugos sąlygos.'),
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(396, 84, 'lower_text', '<h3>Why is it useful?</h3>\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<h3>When is it needed?</h3>\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<ul>\r\n	<li>- Identification of High Potential</li>\r\n	<li>- Mergers, Acquisitions &amp; Due diligence</li>\r\n	<li>- Unsatisfactory results or key persons leaving the company</li>\r\n	<li>- Reorganization</li>\r\n	<li>- New CEO</li>\r\n	<li>- Filling management vacancies and promotion</li>\r\n	<li>- Identification of competence gaps and focus areas for key people training and development</li>\r\n	<li>- New strategic development or establishment of new business</li>\r\n</ul>\r\n<h3>How is it performed?</h3>\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<h3>How is it performed?</h3>\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, etc.).'),
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(415, 78, 'lower_text', 'Amrop projektų asistentai ir konsultantai įvertina rinkos situaciją, atlieka lyginamuosius vertinimus ir suranda kandidatus, kurie turi ne tik reikiamas žinias bei patirtį, bet taip pat atitinka organizacijos kultūrinę aplinką. Patyręs Amrop partneris dalyvauja kiekviename paieškos projekte iki jo sėkmingos pabaigos.\r\n\r\nSiekiant užtikrinti tarptautinių paieškų efektyvumą, Amrop pasitelkia globalaus tinklo stiprybes. Paieškos projekto komandą sudaro tų šalių konsultantai, kuriose vykdoma paieška, suprantantys vietinį bei globalų atliekamos paieškos kontekstą ir turintys specifines verslo srities žinias. Tarptautines paieškas koordinuoja vedantysis konsultantas, kuris yra atsakingas už bendravimą su klientu visos paieškos metu.\r\n<h2>Konteksto žinojimu pagrįsta paieška apima:</h2>\r\n<h3>1. Planavimas ir Supratimas</h3>\r\n<strong>Konteksto įvertinimas</strong>\r\nAtlikus išsamų aptarimą su klientu apie jo poreikius, mes gauname visapusišką supratimą apie organizaciją, jos verslo tikslus, kultūrą bei specifinius pozicijos reikalavimus. Pozicijos patrauklumas kandidatams taip pat atidžiai įvertinamas.\r\n\r\n<strong>Konteksto apibendrinimas</strong>\r\nNustatomi paieškos tikslai ir sudaromas idealaus kandidato aprašymas. Amrop paruošia informaciją apie ieškomą poziciją ir kompaniją, kuri bus komunikuojama galimiems kandidatams.\r\n\r\n<strong>Kontekstu pagrįstos žinios\r\n</strong>Amrop projektų asistentai vietinėse rinkose atlieka pradinį tyrimą ir įvertinimą, kuris tampa pagrindu paieškai. Naudojantis Amrop tinklo galimybėmis, jie surenka  papildomą informaciją apie vykstančius pokyčius rinkose bei kandidatų motyvacijas bei lūkesčius.\r\n\r\n<strong>Paieškos strategija</strong>\r\nPaieškos strategija yra aptariama ir suderinama su klientu. Tai paremta gera konsultanto patirtimi, rinkos žinojimu ir kūrybingumu. Šiame atsakingame etape nustatoma paieškos kryptis.\r\n<h3>2. Valdymas</h3>\r\n<strong><strong>Pradiniai kontaktai</strong>\r\n</strong>Potencialūs kandidatai yra nuodugniai vertinami, patikrinamos jų kompetencijos ir pasiekimai, įvertinamos motyvacijos ir asmeninės savybės bei jų stiprybės ir siplnybės. Visos paieškos metu, klientas yra informuojamas apie paieškos eigą bei atradimus. Kvalifikuotų kandidatų \"ilgasis\" sąrašas, kartu su trumpa kandidatų informacija, dažniausiai aptariamas su klientu bei pateikiamos rekomendacijos, kurie kandidatai galėtų būti tinkamiausi. Šalia informacijos apie kandidatus, klientui taip pat pateikiami atsiliepimai iš rinkos.\r\n\r\n<strong>Susitikimai su kandidatais</strong>\r\nKandidatai, kurie atitinka pozicijos reikalavimus, yra pristatomi kompanijai. Kiekviename tolesniame bendravimo etape vertinama suinteresuotų šalių pateikiama informacija ir  motyvacijos.\r\n<h3>3. Pabaiga</h3>\r\n<strong>Derybos</strong>\r\nTiek klientai, tiek kandidatai gali pasinaudoti mūsų rinkos žiniomis apie atlyginimus ir motyvacinius priedus, norėdami aptarti konkurencingą ir tinkamą pasiūlymą.\r\n\r\n<strong>Referencijos</strong>\r\nEsant reikalingumui ir vietinių įstatymų leidžiamose ribose atliekamas referencijų patikrinimas kandidato karjeros pasiekimų patvirtinimui.\r\n\r\n<strong>Priežiūra</strong>\r\nAmrop vykdo periodinį bendravimą su klientu bei pasirinktu kandidatu, pastarajam pradėjus dirbti. Tai palengvina kandidato integraciją į organizaciją, pradinį bendravimą bei užtikrina abipusį darbo rezultatų ir užsibrėžtų tikslų pasiekimą.'),
(1348, 233, 'lower_text', '<h3>Kodėl tai naudinga?</h3>\r\nVadovų vertinimo metodai leidžia objektyviai iš išorės įvertinti kiekvieno kandidato stipriąsias bei silpnąsias puses. Tai tampa vertinga ir svarbu priimant sprendimus, tuo pačiu tarnauja kaip grižtąmasis ryšys vertinimui.\r\n<h3>Kada tai yra reikalinga?</h3>\r\nVadovų vertinimas yra naudingas visuomet, tačiau mūsų patirtis rodo, kad bendrovės dažniausiai kreipiasi pagalbos situacijose, kuomet:\r\n- Reikalingas didžiausio potencialo identifikavimas\r\n- Vyksta įmonių susijungimai, įsigijimai ir įmonės įvertinimai\r\n- Netenkina bendrovės rezultatai arba svarbūs vadovai išeina iš bendrovės\r\n- Vyksta reorganizacija\r\n- Ateina naujas bendrovės pirmasis vadovas\r\n- Paaukštinant pareigose, atsiradus laisvai vadovaujančiai pozicijai\r\n- Norint identifikuoti kompetencijų trūkumus, ruošiant\r\nvadovaujančių darbuotojų mokymo programas.\r\n- Nusprendus vystyti naują verslo strategiją ar kurti naują verslą.\r\n<h3>Kaip tai vyksta?</h3>\r\nVadovų vertinimas vyksta naudojant profesionalią metodiką:\r\n\r\nInterviu – Struktūrizuoti ir kompetetingi interviu vyksta vadovaujantis 2:1 principu. Juos atlieka patyrę konsultantai.\r\n\r\nPalyginimas – Kandidato asmenybinės ir profesinės savybės lyginamos su jau pripažintų rinkos lyderių savybes atitinkančiais standartais.\r\n\r\nRekomendacijų tikrinimas – Kandidato ankstesnės darbo patirties, kvalifikacijų, veiklos rezultatų bei asmenybinių savybių analizė, naudojantis visapusiška darbiniais santykiais susijusių asmenų suteikta informacija 360º principu.\r\n\r\nPsichometrinis testavimas – Asmens įvertinimas naudojant verslui sukurtus ir patvirtintus psichometrinius instrumentus. Psichometrinio testavimo pagalba sudaromas išsamus ir patikimas asmens apibūdinimas.\r\n<h3>Koks yra rezultatas?</h3>\r\nMūsų darbo rezultatas – tai objektyvus ir profesionalus kiekvieno kandidato įvertinimas tiek individualiai, tiek kompanijos vadovybės kontekste, pateikiant savo nuomonę ir rekomendacijas (ką palikti/pakeisti, kokie reikalingi mokymai, siekiant išlaikyti aukštą žinių lygį, kas galimas kultūrinių/organizacinių permainų iniciatorius, kas galbūt nesugebės vesti kompanijos į priekį taip, kai jūs norėtumėte, ir t.t.)'),
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(422, 86, 'lower_text', '<h3>Our Team</h3>\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/'),
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(436, 88, 'lower_text', '<h3>Who are our candidates?</h3>\r\nOur candidates are top executives, mid-level managers and top specialists.\r\n\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<h3>How we treat our candidates?</h3>\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n<h3>What is the benefit of being our candidate?</h3>\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n<h3>How is it possible to join Amrop database?</h3>\r\nBy sending the CV to the address <a>Tallinn@amrop.com</a>, <a>Vilnius@amrop.com</a> or <a> Riga@amrop.com </a>.\r\n\r\nIt is possible to use also our form:'),
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(448, 89, 'lower_text', '<h3>Amrop Latvia</h3>\r\n<ul>\r\n	<li>SIA Executive Search Baltics Smilšu 18,</li>\r\n	<li>Rīga, Latvija, LV-1050</li>\r\n	<li>Tel.: +371 67210408</li>\r\n	<li>Fax: +371 67210422</li>\r\n	<li>E-mail: riga@amrop.com</li>\r\n</ul>'),
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(610, 109, '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. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.\r\n<h2>The context driven process includes:</h2>\r\n<h2>1. Planning &amp; Insight</h2>\r\n<strong>Context Assessment</strong>\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\n<strong>Context Brief</strong>\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\n<strong>Contextual Intelligence</strong>\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\n<strong>Search Strategy\r\n</strong>A specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n<h2>2. Management</h2>\r\n<strong>Initial Contact\r\n</strong>Potential 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\n<strong>Candidate Meetings\r\n</strong>Candidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n<h2>3. Closure</h2>\r\n<strong>Negotiations</strong>\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\n<strong>References</strong>\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\n<strong>Handholding</strong>\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.'),
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(616, 25, '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. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.\r\n<h2>The context driven process includes:</h2>\r\n<h3>1. Planning &amp; Insight</h3>\r\n<strong>Context Assessment</strong>\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\n<strong>Context Brief</strong>\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\n<strong>Contextual Intelligence</strong>\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\n<strong>Search Strategy\r\n</strong>A specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n<h3>2. Management</h3>\r\n<strong>Initial Contact\r\n</strong>Potential 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\n<strong>Candidate Meetings\r\n</strong>Candidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n<h3>3. Closure</h3>\r\n<strong>Negotiations</strong>\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\n<strong>References</strong>\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\n<strong>Handholding</strong>\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.'),
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(622, 110, '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. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.\r\n<h2>The context driven process includes:</h2>\r\n<h2>1. Planning &amp; Insight</h2>\r\n<strong>Context Assessment</strong>\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\n<strong>Context Brief</strong>\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\n<strong>Contextual Intelligence</strong>\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\n<strong>Search Strategy\r\n</strong>A specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n<h2>2. Management</h2>\r\n<strong>Initial Contact\r\n</strong>Potential 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\n<strong>Candidate Meetings\r\n</strong>Candidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n<h2>3. Closure</h2>\r\n<strong>Negotiations</strong>\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\n<strong>References</strong>\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\n<strong>Handholding</strong>\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.'),
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(628, 111, '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. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.\r\n<h2>The context driven process includes:</h2>\r\n<h2>1. Planning &amp; Insight</h2>\r\n<strong>Context Assessment</strong>\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\n<strong>Context Brief</strong>\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\n<strong>Contextual Intelligence</strong>\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\n<strong>Search Strategy\r\n</strong>A specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n<h2>2. Management</h2>\r\n<strong>Initial Contact\r\n</strong>Potential 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\n<strong>Candidate Meetings\r\n</strong>Candidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n<h2>3. Closure</h2>\r\n<strong>Negotiations</strong>\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\n<strong>References</strong>\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\n<strong>Handholding</strong>\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.'),
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(634, 112, '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. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.\r\n<h2>The context driven process includes:</h2>\r\n<h2>1. Planning &amp; Insight</h2>\r\n<strong>Context Assessment</strong>\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\n<strong>Context Brief</strong>\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\n<strong>Contextual Intelligence</strong>\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\n<strong>Search Strategy\r\n</strong>A specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n<h2>2. Management</h2>\r\n<strong>Initial Contact\r\n</strong>Potential 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\n<strong>Candidate Meetings\r\n</strong>Candidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n<h2>3. Closure</h2>\r\n<strong>Negotiations</strong>\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\n<strong>References</strong>\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\n<strong>Handholding</strong>\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.'),
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(640, 113, '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. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.\r\n<h2>The context driven process includes:</h2>\r\n<h2>1. Planning &amp; Insight</h2>\r\n<strong>Context Assessment</strong>\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\n<strong>Context Brief</strong>\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\n<strong>Contextual Intelligence</strong>\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\n<strong>Search Strategy\r\n</strong>A specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n<h2>2. Management</h2>\r\n<strong>Initial Contact\r\n</strong>Potential 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\n<strong>Candidate Meetings\r\n</strong>Candidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n<h2>3. Closure</h2>\r\n<strong>Negotiations</strong>\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\n<strong>References</strong>\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\n<strong>Handholding</strong>\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.'),
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(646, 114, '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. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.\r\n<h2>The context driven process includes:</h2>\r\n<h2>1. Planning &amp; Insight</h2>\r\n<strong>Context Assessment</strong>\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\n<strong>Context Brief</strong>\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\n<strong>Contextual Intelligence</strong>\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\n<strong>Search Strategy\r\n</strong>A specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n<h2>2. Management</h2>\r\n<strong>Initial Contact\r\n</strong>Potential 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\n<strong>Candidate Meetings\r\n</strong>Candidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n<h2>3. Closure</h2>\r\n<strong>Negotiations</strong>\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\n<strong>References</strong>\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\n<strong>Handholding</strong>\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.'),
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(652, 115, '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. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.\r\n<h2>The context driven process includes:</h2>\r\n<h3>1. Planning &amp; Insight</h3>\r\n<strong>Context Assessment</strong>\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\n<strong>Context Brief</strong>\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\n<strong>Contextual Intelligence</strong>\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\n<strong>Search Strategy\r\n</strong>A specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n<h3>2. Management</h3>\r\n<strong>Initial Contact\r\n</strong>Potential 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\n<strong>Candidate Meetings\r\n</strong>Candidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n<h3>3. Closure</h3>\r\n<strong>Negotiations</strong>\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\n<strong>References</strong>\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\n<strong>Handholding</strong>\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.'),
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(658, 116, 'lower_text', '<h3>Why is it useful?</h3>\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<h3>When is it needed?</h3>\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 &amp; 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<h3>How is it performed?</h3>\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<h3>What is the result?</h3>\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, etc.).'),
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(668, 118, 'lower_text', '<h3>Kādēļ tā ir vajadzīga?</h3>\r\nPersonāla novērtēšana sniedz objektīvu, detalizētu katra vadītāja stipro un vājo pušu analīzi. Tas savukārt piešķir ievērojamu vērtību jebkuram vadības lēmumam, kā arī kalpo par objektīvu platformu atgriezeniskās saites veidošanai.\r\n<h3>Kad tā ir nepieciešama?</h3>\r\nLai gan personāla novērtēšana uzņēmumam sniedz priekšrocības jebkurā situācijā, mūsu pieredze rāda, ka visbiežāk uzņēmumi personāla novērtēšanu vēlas veikt šados gadījumos:\r\n- Jaunu potenciālu vadītāju identificēšana, atrašana\r\n- Uzņēmumu apvienošanās, iegāde un Due diligence procesi pie uzņēmumu apvienošanās\r\n- Neapmierinoši darba rezultāti vai labāko darbinieku aiziešana strādāt uz citiem uzņēmumiem\r\n- Reorganizācijas procesi\r\n- Jauns uzņēmuma vai iestādes vadītājs\r\n- Vadības komandas izveidošana vai darbinieku paaugstināšana amatā\r\n- Vadības pārstāvju kompetenču trūkuma apzināšana un nepieciešamo apmācību un treniņu programmas noteikšana un izveide\r\n- Jaunu stratēģiju vai biznesa virzienu noteikšana\r\n<h3>Kā tā tiek veikta?</h3>\r\nPersonāla novērtēšana tiek veikta, izmantojot profesionālu instrumentu kopumu, kas ietver:\r\n\r\nIntervijas – strukturētas, uz kompetenču modeli balstītas intervijas, kuras vienlaicīgi vada divi pieredzējuši konsultanti.\r\n\r\nKonkurētspējas aptauja (Benchmarking) – kandidātu prasmju līmeņa salīdzinājums ar citiem kandidātiem attiecīgajā industrijā vai amatu grupā.\r\n\r\nAtsauksmju pārbaude – darbinieka iepriekšējās darba pieredzes, kvalifikācijas, pienākumu izpildes un personības izpēte, izmantojot noteiktu kontaktpersonu sniegto informāciju un rekomendācijas/360°.\r\n\r\nPsiholoģiskie testi – labi pārbaudīti psiholoģisko īpašību un spēju noteikšanas instrumenti, kas ir izstrādāti, pamatojoties uz starptautiski atzītām teorijām un adaptēti vietējā tirgus prasībām.\r\n<h3>Kāds ir rezultāts?</h3>\r\nPersonāla novērtēšanas rezultātā klients saņem objektīvu un profesionālu katra kandidāta novērtējumu, kā arī vadības komandas pārskatu ar mūsu secinājumiem un rekomendācijām (kuru no darbiniekiem paturēt; kuru pārcelt citā amatā; kādas apmācības būtu nepieciešamas, lai celtu un paaugstinātu darbinieku kompetences līmeni; kurš no darbiniekiem būtu uzņēmuma kultūras/izmaiņu virzītājs; kurš/kura visticamāk nevarēs virzīt uzņēmumu tajā virzienā, kādā jūs vēlētos utt.).'),
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(674, 120, 'lower_text', 'Amrop projektu asistenti un konsultanti pastāvīgi pēta tirgu, pielieto salīdzināšanas metodes un identificē kandidātus, kuriem ir ne tikai nepieciešamā pieredze un kompetences, bet arī personības saderība ar attiecīgo organizācijas kultūru.  Amrop partneri iesaistās katrā izpētes projektā līdz vislabākā risinājuma sasniegšanai.\r\n\r\nLai nodrošinātu starpvalstu un straptautisku izpētes uzdevumu izpildi, Amrop izmanto sava globālā tīkla spēku. Projekta komanda parasti sastāv no konsultantiem, kas pārstāv valsti, kur notiek izpēte. Viņi saprot vietējo un globālo kontekstu visos tā aspektos. Projektu, kas tiek realizēts vairākās valstīs, vada galvenais konsultants. Viņš ir personiski atbildīgs klientam par visu darbu koordināciju un galīgā rezultāta sasniegšanu.\r\n<h2>Uz kontekstu balstīts process ietver:</h2>\r\n<h3>1. Plānošana un izpratne</h3>\r\n<strong>Konteksta izvērtēšana</strong>\r\nPēc padziļinātas konsultācijas ar klientu par viņa vajadzībām, mums rodas visaptveroša sapratne par organizāciju, tās biznesa mērķiem, kultūru, kā arī vakancei specifiskām prasībām. Turklāt, rūpīgi tiek analizēti arī iemesli, kāpēc darbs varētu būt saistošs potenciālajiem kandidātiem.\r\n\r\n<strong>Konteksta rezumējums</strong>\r\nTiek nodefinēti projekta mērķi, un izveidots ideālā kandidāta profils. Amrop sagatvo arī komunikācijas materiālus, kas potenciālajiem kandidātiem raksturo karjeras attīstības iespēju un klienta uzņēmumu.\r\n\r\n<strong>Konteksta izpratne\r\n</strong>Amrop pētnieki vietējos tirgos visā pasaulē veic rūpīgu tirgus analīzi. Izmantojot Amrop tīkla struktūru, viņi ātri gūst papildus ieskatu un izpratni par ātri mainīgajiem tirgiem un kandidātu vajadzībām un prasībām.\r\n\r\n<strong>Izpētes stratēģija\r\n</strong>Kopā ar klientu tiek izstrādāta un saskaņota unikāla izpētes stratēģija. Tā bieži vien ir balstīta uz izpētes veicēja no pieredzi un radošo pieeju. Šis ir būtisks projekta posms, jo tā tiek nodefinēts pareizais meklēšanas virziens.\r\n<h3>2. Realizācija</h3>\r\n<strong>Sākotnējais kontakts\r\n</strong>Tiek padziļināti izpētīti potenciālie kandidāti, izskatītas viņu kvalifikācijas, pārbaudīti iepriekšējie sasniegumi, novērtēta  motivācija un personība,  un identificētas stiprās un vājās puses.\r\nVisas izpētes laikā klients tiek informēts par meklēšanas gaitu un rezultātiem. Klientam tiek prezentēts kvalificētu kandidātu garais saraksts ar īsiem profiliem. Mēs arī izsakām savu viedokli par prioritātēm un tiem kandidātiem, kas vislabāk atbilst klienta prasībām, kā arī sniedzam atgriezeniesko saiti no tirgus.\r\n\r\n<strong>Tikšanās ar kandidātiem\r\n</strong>Kandidāti, kas vislabāk atbilst prasībām, tiek virzīti tālāk. Pēc katra kontakta mēs nodrošinām atgriezeniesko saiti gan klientam, gan arī kandidātam, informējot par abu pušu ieinteresētību.\r\n<h3>3. Noslēgums</h3>\r\n<strong>Pārrunas</strong>\r\nGan klienti, gan kandidāti var balstīties uz mūsu zināšanām par tirgum adekvātiem nosacījmiem, lai pārrunātu un izveidotu konkurētspējīgu un atbilstošu atalgojuma paketi.\r\n\r\n<strong>Atsauksmes\r\n</strong>Par finālkandidātiem tiek veikta padziļināta un formāla atsauksmju pārbaude, kas apstiprina kandidātu profesionālos sasniegumus.\r\n\r\n<strong>Pēcprojekta konsultēšana\r\n</strong>Pēc tam, kad izvēlētais kandidāts ir iecelts amatā, Amrop turpina uzturēt kontaktus gan ar viņu, gan arī klientu, lai nodrošinātu veiksmīgu integrāciju organizācijā. Ja nepieciešams, Amrop var arī uzņemties mēdiju informēšanu par jauno nozīmējumu, kā arī veikt iekšējo komunikāciju klienta uzņēmumā.'),
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(680, 121, 'lower_text', '<h3><strong>Amrop Latvija</strong></h3>\r\nSIA Executive Search Baltics\r\nSmilšu iela 18,\r\nRīga, Latvija, LV-1050\r\nTālrunis: +371 67210408\r\nFakss: +371 67210422\r\nE-pasts: <a href=\"mailto:riga@amrop.com\">riga@amrop.com</a>\r\n\r\n&nbsp;'),
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(686, 122, 'lower_text', '<h3><strong>Amrop Latvia</strong></h3>\r\nSIA Executive Search Baltics\r\nSmilšu 18,\r\nRīga, Latvija, LV-1050\r\nTel.: +371 67210408\r\nFax: +371 67210422\r\nE-mail: <a href=\"mailto:riga@amrop.com\">riga@amrop.com</a>\r\n\r\n&nbsp;'),
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(692, 123, 'lower_text', '<h3><strong>Amrop Latvija</strong></h3>\r\nSIA Executive Search Baltics\r\nSmilšu iela 18,\r\nRīga, Latvija, LV-1050\r\nTālrunis: +371 67210408\r\nFakss: +371 67210422\r\nE-pasts: <a href=\"mailto:riga@amrop.com\">riga@amrop.com</a>\r\n\r\n&nbsp;'),
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(698, 124, 'lower_text', '<h3><strong>Amrop Latvia</strong></h3>\r\nSIA Executive Search Baltics\r\nSmilšu 18, Rīga, Latvija, LV-1050\r\nTel.: +371 67210408\r\nFax: +371 67210422\r\nE-mail: <a href=\"mailto:riga@amrop.com\">riga@amrop.com</a>\r\n\r\n&nbsp;'),
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(704, 125, 'lower_text', '<h3><strong>Amrop Latvija</strong></h3>\r\nSIA Executive Search Baltics\r\nSmilšu iela 18, Rīga, Latvija, LV-1050\r\nTālrunis: +371 67210408\r\nFakss: +371 67210422\r\nE-pasts: <a href=\"mailto:riga@amrop.com\">riga@amrop.com</a>\r\n\r\n&nbsp;'),
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(710, 127, 'lower_text', 'Daži no viņiem šobrīd gatavojas pārmaiņām un meklē jaunus izaicinājumus. Lielākā daļa cītīgi strādā, ieņemot atbildīgus amatus pie pašreizējā darba devēja. Taču būdami progresīvi domājoši un zinātkāri, viņi, tirgus izmaiņu rezultātā, vienmēr ir ieinteresēti apspriest jaunas darba iespējas.\r\n<h3>Kā mēs strādājam ar kandidātiem?</h3>\r\nMēs strādājam ar kandidātiem tieši pēc tāda paša principa, kā mēs strādājam ar saviem klientiem, t.i., konfidenciāli, delikāti un respektējot vienam otru. Iespējams, tas ir tādēļ, ka daudzi no mūsu kandidātiem nākotnē kļūst par mūsu klientiem.\r\n\r\nMūsu datubāze ir pieejama tikai mūsu konsultantiem. Mēs nekad neizpaužam klientiem informāciju par mūsu kandidātiem bez kandidāta iepriekšējas piekrišanas.\r\n<h3>Kādas priekšrocības ir mūsu kandidātiem?</h3>\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<h3>Kā ir iespējams nosūtīt informāciju par sevi Amrop datubāzei?</h3>\r\nNosūtot savu CV uz e-pasta adresi <a href=\"mailto:Riga@amrop.com\">Riga@amrop.com</a>.\r\n\r\nJums ir iespēja izmantot arī mūsu piedāvāto formu:'),
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(716, 129, 'lower_text', '<h3>Who are our candidates?</h3>\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<h3>How we treat our candidates?</h3>\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n<h3>What is the benefit of being our candidate?</h3>\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n<h3>How is it possible to join Amrop database?</h3>\r\nBy sending the CV to the address <a>Tallinn@amrop.com</a>, <a>Vilnius@amrop.com</a> or <a> Riga@amrop.com </a>.\r\n\r\nIt is possible to use also our form:'),
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(726, 131, 'lower_text', '<h3></h3>\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/'),
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(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<em>/Aiga Ārste-Avotiņa/</em>'),
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(744, 134, 'lower_text', 'Our ability to do so is based on three fundamental strengths:\r\n<h3>1. Contextual knowledge</h3>\r\nOur understanding of context means we have effective insight into local conditions that can affect both clients and candidates. And we know how to get things done on the ground. Our clients get access to the very latest research and information on markets, talent availability and candidate expectations. We source talent from around the world and we have the deep insight and experience within different industry sectors that is critical to the success of a search. With 84 offices in 57 countries, we know the world like our own backyard.\r\n<h3>2. Senior attention</h3>\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<h3>3. Our global network</h3>\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.'),
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(750, 135, 'lower_text', 'Mūsu veiksme balstās uz trim fundamentālām priekšrocībām:\r\n<h3>1. Kontekstuālās zināšanas</h3>\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<h3>2. Pieredzējuši darbinieki</h3>\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<h3>3. Mūsu globālais tīkls</h3>\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.'),
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(756, 104, 'lower_text', '<h3>1. Konteksto žinojimas</h3>\r\nSugebėjimas suvokti kontekstą reiškia, kad mes gerai suprantame vietinės rinkos sąlygas, kurios gali turėti įtakos tiek klientams, tiek kandidatams. Mes žinome, kaip veikti esant atitinkamoms sąlygoms konkrečioje rinkoje. Mūsų klientai turi galimybę gauti naujausią informaciją apie rinkas, esamus talentus ir kandidatų lūkesčius. Galime ieškoti talentų visame pasaulyje bei turime gerą skirtingų verslo sričių patirtį, kuri yra ypatingai svarbi vykdant paiešką. Veikdami iš 84 biurų 57 šalyse, žinome pasaulio rinką kaip vietinę aplinką.\r\n<h3>2. Patyrę žmonės</h3>\r\nMes tikime, kad visi klientai nusipelnę kiekvienoje paieškoje dirbti su labiausiai patyrusiais partneriais. Partneriais, turinčiais geras verslo srities žinias bei aukštą reputaciją vietinėse rinkose. Partneriais, turinčiais įžvalgą surasti ir sudominti geriausius talentus vietinėse rinkose. Mes dirbame lanksčiai, pritaikydami savo procedūras pagal klientų poreikius. Amrop partneriai yra tiesiogiai atsakingi už vadovų paieškas konkrečiose rinkose, todėl esame suinteresuoti ilgalaikės partnerystės perspektyva su kiekvienu klientu. Patyrę Amrop partneriai glaudžiai dirba su klientais užtikrindami, kad jiems bus surasti geriausi vadovai, labiausiai tinkantys pagal klientų verslo specifiką, ieškomų pozicijų reikalavimus ir kompanijų kultūrą.\r\n<h3>3. Globalus tinklas</h3>\r\nMūsų globalaus tinklo struktūra suteikia visiems klientams ir kandidatams galimybę naudotis mūsų žiniomis ir patirtimi. Mes veikiame greitai ir veiksmingai pagal konkrečius kiekvieno kliento poreikius, esame nevaržomi nelanksčių hierarchinių struktūrų.\r\n\r\nMus vienija konteksto žinojimu pagrįsta vadovų paieška, apimanti vieningas vertybes, standartus bei procesus, ir tuo pačiu atspindinti unikalias vietinių rinkų aktualijas visame pasaulyje. Mūsų žmonės gerai žino rinkas, kuriose veikia ir yra pilnai atsakingi už vadovų paiešką jose. Taigi, mūsų veiklos apimtis platesnė nei kitų globalių paieškos kompanijų.\r\n\r\nKad ir kur Jūs bebūtumėte, Jūs esat mūsų tinklo dėmesio centre.'),
(1336, 230, 'lower_text', '<h3>1. Konteksto žinojimas</h3>\r\nSugebėjimas suvokti kontekstą reiškia, kad mes gerai suprantame vietinės rinkos sąlygas, kurios gali turėti įtakos tiek klientams, tiek kandidatams. Mes žinome, kaip veikti esant atitinkamoms sąlygoms konkrečioje rinkoje. Mūsų klientai turi galimybę gauti naujausią informaciją apie rinkas, esamus talentus ir kandidatų lūkesčius. Galime ieškoti talentų visame pasaulyje bei turime gerą skirtingų verslo sričių patirtį, kuri yra ypatingai svarbi vykdant paiešką. Veikdami iš 84 biurų 57 šalyse, žinome pasaulio rinką kaip vietinę aplinką.\r\n<h3>2. Patyrę žmonės</h3>\r\nMes tikime, kad visi klientai nusipelnę kiekvienoje paieškoje dirbti su labiausiai patyrusiais partneriais. Partneriais, turinčiais geras verslo srities žinias bei aukštą reputaciją vietinėse rinkose. Partneriais, turinčiais įžvalgą surasti ir sudominti geriausius talentus vietinėse rinkose. Mes dirbame lanksčiai, pritaikydami savo procedūras pagal klientų poreikius. Amrop partneriai yra tiesiogiai atsakingi už vadovų paieškas konkrečiose rinkose, todėl esame suinteresuoti ilgalaikės partnerystės perspektyva su kiekvienu klientu. Patyrę Amrop partneriai glaudžiai dirba su klientais užtikrindami, kad jiems bus surasti geriausi vadovai, labiausiai tinkantys pagal klientų verslo specifiką, ieškomų pozicijų reikalavimus ir kompanijų kultūrą.\r\n<h3>3. Globalus tinklas</h3>\r\nMūsų globalaus tinklo struktūra suteikia visiems klientams ir kandidatams galimybę naudotis mūsų žiniomis ir patirtimi. Mes veikiame greitai ir veiksmingai pagal konkrečius kiekvieno kliento poreikius, esame nevaržomi nelanksčių hierarchinių struktūrų.\r\n\r\nMus vienija konteksto žinojimu pagrįsta vadovų paieška, apimanti vieningas vertybes, standartus bei procesus, ir tuo pačiu atspindinti unikalias vietinių rinkų aktualijas visame pasaulyje. Mūsų žmonės gerai žino rinkas, kuriose veikia ir yra pilnai atsakingi už vadovų paiešką jose. Taigi, mūsų veiklos apimtis platesnė nei kitų globalių paieškos kompanijų.\r\n\r\nKad ir kur Jūs bebūtumėte, Jūs esat mūsų tinklo dėmesio centre.'),
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(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'),
(2342, 348, 'lower_text', '<div id=\"yui_3_16_0_1_1444850597752_9819\" class=\"yiv2747362323MsoNormal\">\r\n<h3 id=\"yui_3_16_0_1_1444850597752_9817\" class=\"yiv2747362323\"><b class=\"yiv2747362323\"><span class=\"yiv2747362323\">Why is it useful?</span></b></h3>\r\n<div class=\"yiv2747362323\"><span id=\"yui_3_16_0_1_1444850597752_9818\" class=\"yiv2747362323\">Management 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.</span></div>\r\n<div class=\"yiv2747362323\"><span id=\"yui_3_16_0_1_1444850597752_9811\" class=\"yiv2747362323\">To fully understand the current skills and future potential of an executive, a multidimensional assessment process is required.<br class=\"yiv2747362323\" clear=\"none\" />Amrop 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.</span></div>\r\n<div id=\"yui_3_16_0_1_1444850597752_7707\" class=\"yiv2747362323MsoNormal\"><span id=\"yui_3_16_0_1_1444850597752_7706\" class=\"yiv2747362323\">If 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.<span class=\"yiv2747362323Apple-converted-space\"> </span></span></div>\r\n<div id=\"yui_3_16_0_1_1444850597752_7708\" class=\"yiv2747362323MsoNormal\"><span class=\"yiv2747362323\">We work closely with both the chairman and board members and the results of our review are presented with our recommendations for future ac­tion.</span></div>\r\n<h3 class=\"yiv2747362323\"><b class=\"yiv2747362323\"><span class=\"yiv2747362323\">When is it needed?</span></b></h3>\r\n<div id=\"yui_3_16_0_1_1444850597752_7710\" class=\"yiv2747362323MsoNormal\"><span id=\"yui_3_16_0_1_1444850597752_7709\" class=\"yiv2747362323\">While Management assessment can provide benefits at any time, our experience shows that companies most often ask for this service in following situations:<br class=\"yiv2747362323\" clear=\"none\" />- Identification of High Potential<br class=\"yiv2747362323\" clear=\"none\" />- Mergers, Acquisitions &amp; Due diligence<br class=\"yiv2747362323\" clear=\"none\" />- Unsatisfactory results or key persons leaving the company<br class=\"yiv2747362323\" clear=\"none\" />- Reorganization<br class=\"yiv2747362323\" clear=\"none\" />- New CEO<br class=\"yiv2747362323\" clear=\"none\" />- Filling management vacancies and promotion<br class=\"yiv2747362323\" clear=\"none\" />- Identification of competence gaps and focus areas for key people training and development<br class=\"yiv2747362323\" clear=\"none\" />- New strategic development or establishment of new business</span></div>\r\n<h3 class=\"yiv2747362323\"><b class=\"yiv2747362323\"><span class=\"yiv2747362323\">How is it performed?</span></b></h3>\r\n<div id=\"yui_3_16_0_1_1444850597752_7801\" class=\"yiv2747362323MsoNormal\"><span id=\"yui_3_16_0_1_1444850597752_7800\" class=\"yiv2747362323\">Management Assessment is performed by using a set of professional tools that includes:</span></div>\r\n<div id=\"yui_3_16_0_1_1444850597752_7799\" class=\"yiv2747362323MsoListParagraph\"><span class=\"yiv2747362323\"><span class=\"yiv2747362323\">- </span></span><span id=\"yui_3_16_0_1_1444850597752_7798\" class=\"yiv2747362323\">Interviews (Structured competency based interviews conducted on a 2:1-basis and carried out by experienced senior level interviewers);<span class=\"yiv2747362323Apple-converted-space\"> </span></span></div>\r\n<div id=\"yui_3_16_0_1_1444850597752_7797\" class=\"yiv2747362323MsoListParagraph\"><span class=\"yiv2747362323\"><span class=\"yiv2747362323\">- </span></span><span class=\"yiv2747362323\">CV analysis;</span></div>\r\n<div id=\"yui_3_16_0_1_1444850597752_7796\" class=\"yiv2747362323MsoListParagraph\"><span class=\"yiv2747362323\"><span class=\"yiv2747362323\">- </span></span><span id=\"yui_3_16_0_1_1444850597752_7795\" class=\"yiv2747362323\">Strategic exercise and/or simulation.</span></div>\r\n<div id=\"yui_3_16_0_1_1444850597752_7794\" class=\"yiv2747362323MsoListParagraph\"><span class=\"yiv2747362323\"><span class=\"yiv2747362323\">- </span></span><span class=\"yiv2747362323\">Benchmarking (Comparison of the person against an external standard of recognized leaders of the market);<span class=\"yiv2747362323Apple-converted-space\"> </span></span></div>\r\n<div id=\"yui_3_16_0_1_1444850597752_7793\" class=\"yiv2747362323MsoListParagraph\"><span class=\"yiv2747362323\"><span class=\"yiv2747362323\">- </span></span><span id=\"yui_3_16_0_1_1444850597752_7792\" class=\"yiv2747362323\">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°);<span class=\"yiv2747362323Apple-converted-space\"> </span></span></div>\r\n<div id=\"yui_3_16_0_1_1444850597752_7791\" class=\"yiv2747362323MsoListParagraph\"><span class=\"yiv2747362323\"><span class=\"yiv2747362323\">- </span></span><span id=\"yui_3_16_0_1_1444850597752_7790\" class=\"yiv2747362323\">Personality testing (Measuring the person with well-validated psychometric instruments, developed for business needs, which produces comprehensive and reliable profile)</span></div>\r\n<div id=\"yui_3_16_0_1_1444850597752_7789\" class=\"yiv2747362323MsoNormal\"><span id=\"yui_3_16_0_1_1444850597752_7788\" class=\"yiv2747362323\">Usually 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.</span></div>\r\n<h3 id=\"yui_3_16_0_1_1444850597752_7802\" class=\"yiv2747362323\"><b class=\"yiv2747362323\"><span class=\"yiv2747362323\">What is the result?</span></b></h3>\r\n<div id=\"yui_3_16_0_1_1444850597752_7787\" class=\"yiv2747362323MsoNormal\"><span id=\"yui_3_16_0_1_1444850597752_7786\" class=\"yiv2747362323\">As 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, etc.).</span></div>\r\n<h3 id=\"yui_3_16_0_1_1444850597752_7785\" class=\"yiv2747362323MsoNormal\"><b class=\"yiv2747362323\"><span class=\"yiv2747362323\">Typical process:</span></b></h3>\r\n<div id=\"yui_3_16_0_1_1444850597752_7780\" class=\"yiv2747362323\"><span class=\"yiv2747362323\"><span class=\"yiv2747362323\">1. </span></span><u id=\"yui_3_16_0_1_1444850597752_7779\" class=\"yiv2747362323\"><span id=\"yui_3_16_0_1_1444850597752_7778\" class=\"yiv2747362323\">Pre-analysis</span></u><span id=\"yui_3_16_0_1_1444850597752_7803\" class=\"yiv2747362323\">: Identify strategic challenges and competencies for evaluation. Study organization and culture. Agree on process.</span></div>\r\n<div id=\"yui_3_16_0_1_1444850597752_7775\" class=\"yiv2747362323\"><span class=\"yiv2747362323\"><span class=\"yiv2747362323\">2. <span class=\"yiv2747362323\"><span class=\"yiv2747362323Apple-converted-space\"> </span></span></span></span><u id=\"yui_3_16_0_1_1444850597752_7777\" class=\"yiv2747362323\"><span id=\"yui_3_16_0_1_1444850597752_7776\" class=\"yiv2747362323\">Assessment:<span class=\"yiv2747362323Apple-converted-space\"> </span></span></u><span id=\"yui_3_16_0_1_1444850597752_7774\" class=\"yiv2747362323\">(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.</span></div>\r\n<div id=\"yui_3_16_0_1_1444850597752_7771\" class=\"yiv2747362323\"><span class=\"yiv2747362323\"><span class=\"yiv2747362323\">3. </span></span><u id=\"yui_3_16_0_1_1444850597752_7773\" class=\"yiv2747362323\"><span id=\"yui_3_16_0_1_1444850597752_7772\" class=\"yiv2747362323\">Reports and Feedback</span></u><span id=\"yui_3_16_0_1_1444850597752_7806\" class=\"yiv2747362323\">: Quantitative and qualitative evaluation of strengths, weaknesses and potential. Self-scoring. Recommendations for success in position. Feedback to participant and client.</span></div>\r\n<div id=\"yui_3_16_0_1_1444850597752_7770\" class=\"yiv2747362323\"><span class=\"yiv2747362323\"><span class=\"yiv2747362323\">4. </span></span><u id=\"yui_3_16_0_1_1444850597752_8017\" class=\"yiv2747362323\"><span id=\"yui_3_16_0_1_1444850597752_8016\" class=\"yiv2747362323\">Full Debriefing</span></u><span id=\"yui_3_16_0_1_1444850597752_7769\" class=\"yiv2747362323\">: Conclusions and recommendations: regarding individual Managers, the Management Team, the Organization.</span></div>\r\n<div id=\"yui_3_16_0_1_1444850597752_7731\" class=\"yiv2747362323\"><span class=\"yiv2747362323\"><span class=\"yiv2747362323\">5. </span></span><u id=\"yui_3_16_0_1_1444850597752_8858\" class=\"yiv2747362323\"><span id=\"yui_3_16_0_1_1444850597752_8857\" class=\"yiv2747362323\">Follow-up and Knowledge Transfer</span></u><span id=\"yui_3_16_0_1_1444850597752_7730\" class=\"yiv2747362323\">: Evaluation of process (HR). Follow up on client and on each Manager.</span></div>\r\n</div>'),
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(821, 161, '_wp_attached_file', '2015/08/Amrop_PR_Maijs.pdf'),
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(2348, 349, 'lower_text', '<h3>Why is it useful?</h3>\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<h3>When is it needed?</h3>\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 &amp; 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<h3>How is it performed?</h3>\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<h3>What is the result?</h3>\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, etc.).\r\n<h3>Typical process:</h3>\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). Follow up on client and on each Manager.'),
(2359, 353, 'lower_text', '<h3>Why is it useful?</h3>\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<h3>When is it needed?</h3>\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 &amp; 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<h3>How is it performed?</h3>\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<h3>What is the result?</h3>\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, etc.).\r\n<h3>Typical process:</h3>\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). Follow up on client and on each Manager.'),
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(2369, 356, 'lower_text', '<h3>Kodėl tai naudinga?</h3>\r\nVadovų vertinimo metodai leidžia objektyviai iš išorės įvertinti kiekvieno kandidato stipriąsias bei silpnąsias puses. Tai tampa vertinga ir svarbu priimant sprendimus, tuo pačiu tarnauja kaip grižtąmasis ryšys vertinimui.\r\n<h3>Kada tai yra reikalinga?</h3>\r\nVadovų vertinimas yra naudingas visuomet, tačiau mūsų patirtis rodo, kad bendrovės dažniausiai kreipiasi pagalbos situacijose, kuomet:\r\n- Reikalingas didžiausio potencialo identifikavimas\r\n- Vyksta įmonių susijungimai, įsigijimai ir įmonės įvertinimai\r\n- Netenkina bendrovės rezultatai arba svarbūs vadovai išeina iš bendrovės\r\n- Vyksta reorganizacija\r\n- Ateina naujas bendrovės pirmasis vadovas\r\n- Paaukštinant pareigose, atsiradus laisvai vadovaujančiai pozicijai\r\n- Norint identifikuoti kompetencijų trūkumus, ruošiant\r\nvadovaujančių darbuotojų mokymo programas.\r\n- Nusprendus vystyti naują verslo strategiją ar kurti naują verslą.\r\n<h3>Kaip tai vyksta?</h3>\r\nVadovų vertinimas vyksta naudojant profesionalią metodiką:\r\n\r\nInterviu – Struktūrizuoti ir kompetetingi interviu vyksta vadovaujantis 2:1 principu. Juos atlieka patyrę konsultantai.\r\n\r\nPalyginimas – Kandidato asmenybinės ir profesinės savybės lyginamos su jau pripažintų rinkos lyderių savybes atitinkančiais standartais.\r\n\r\nRekomendacijų tikrinimas – Kandidato ankstesnės darbo patirties, kvalifikacijų, veiklos rezultatų bei asmenybinių savybių analizė, naudojantis visapusiška darbiniais santykiais susijusių asmenų suteikta informacija 360º principu.\r\n\r\nPsichometrinis testavimas – Asmens įvertinimas naudojant verslui sukurtus ir patvirtintus psichometrinius instrumentus. Psichometrinio testavimo pagalba sudaromas išsamus ir patikimas asmens apibūdinimas.\r\n<h3>Koks yra rezultatas?</h3>\r\nMūsų darbo rezultatas – tai objektyvus ir profesionalus kiekvieno kandidato įvertinimas tiek individualiai, tiek kompanijos vadovybės kontekste, pateikiant savo nuomonę ir rekomendacijas (ką palikti/pakeisti, kokie reikalingi mokymai, siekiant išlaikyti aukštą žinių lygį, kas galimas kultūrinių/organizacinių permainų iniciatorius, kas galbūt nesugebės vesti kompanijos į priekį taip, kai jūs norėtumėte, ir t.t.)'),
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(1630, 258, 'lower_text', '<h3>Kas gali būti mūsų kandidatais?</h3>\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n<h3>Kaip elgiamės kandidatų atžvilgiu?</h3>\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n<h3>Kodėl naudinga tapti mūsų kandidatu?</h3>\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n<h3>Kaip tapti Amrop duomenų bazės kandidatu?</h3>\r\nSiunčiant CV elektroninio pašto adresu: <a href=\"mailto:Vilnius@amrop.com\">Vilnius@amrop.com</a>\r\n\r\nTai galima naudoti taip pat mūsų standartinį <a href=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop.doc\"><img class=\"alignnone size-full wp-image-256\" src=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /> CV šablonas</a>.'),
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(1639, 261, 'lower_text', '<h3>Who are our candidates?</h3>\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<h3>How we treat our candidates?</h3>\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n<h3>What is the benefit of being our candidate?</h3>\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n<h3>How is it possible to join Amrop database?</h3>\r\nBy sending the CV to the address <a>Tallinn@amrop.com</a>, <a>Vilnius@amrop.com</a> or <a> Riga@amrop.com </a>.\r\n\r\n<a href=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop1.doc\"><img class=\"alignnone size-full wp-image-260\" src=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit1.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /> It is possible to use also our form.</a>'),
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(1330, 229, 'lower_text', '<h3>1. Konteksto žinojimas</h3>\r\nSugebėjimas suvokti kontekstą reiškia, kad mes gerai suprantame vietinės rinkos sąlygas, kurios gali turėti įtakos tiek klientams, tiek kandidatams. Mes žinome, kaip veikti esant atitinkamoms sąlygoms konkrečioje rinkoje. Mūsų klientai turi galimybę gauti naujausią informaciją apie rinkas, esamus talentus ir kandidatų lūkesčius. Galime ieškoti talentų visame pasaulyje bei turime gerą skirtingų verslo sričių patirtį, kuri yra ypatingai svarbi vykdant paiešką. Veikdami iš 84 biurų 57 šalyse, žinome pasaulio rinką kaip vietinę aplinką.\r\n<h3>2. Patyrę žmonės</h3>\r\nMes tikime, kad visi klientai nusipelnę kiekvienoje paieškoje dirbti su labiausiai patyrusiais partneriais. Partneriais, turinčiais geras verslo srities žinias bei aukštą reputaciją vietinėse rinkose. Partneriais, turinčiais įžvalgą surasti ir sudominti geriausius talentus vietinėse rinkose. Mes dirbame lanksčiai, pritaikydami savo procedūras pagal klientų poreikius. Amrop partneriai yra tiesiogiai atsakingi už vadovų paieškas konkrečiose rinkose, todėl esame suinteresuoti ilgalaikės partnerystės perspektyva su kiekvienu klientu. Patyrę Amrop partneriai glaudžiai dirba su klientais užtikrindami, kad jiems bus surasti geriausi vadovai, labiausiai tinkantys pagal klientų verslo specifiką, ieškomų pozicijų reikalavimus ir kompanijų kultūrą.\r\n<h3>3. Globalus tinklas</h3>\r\nMūsų globalaus tinklo struktūra suteikia visiems klientams ir kandidatams galimybę naudotis mūsų žiniomis ir patirtimi. Mes veikiame greitai ir veiksmingai pagal konkrečius kiekvieno kliento poreikius, esame nevaržomi nelanksčių hierarchinių struktūrų.\r\n\r\nMus vienija konteksto žinojimu pagrįsta vadovų paieška, apimanti vieningas vertybes, standartus bei procesus, ir tuo pačiu atspindinti unikalias vietinių rinkų aktualijas visame pasaulyje. Mūsų žmonės gerai žino rinkas, kuriose veikia ir yra pilnai atsakingi už vadovų paiešką jose. Taigi, mūsų veiklos apimtis platesnė nei kitų globalių paieškos kompanijų.\r\n\r\nKad ir kur Jūs bebūtumėte, Jūs esat mūsų tinklo dėmesio centre.'),
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(1342, 232, 'lower_text', 'Amrop projektų asistentai ir konsultantai įvertina rinkos situaciją, atlieka lyginamuosius vertinimus ir suranda kandidatus, kurie turi ne tik reikiamas žinias bei patirtį, bet taip pat atitinka organizacijos kultūrinę aplinką. Patyręs Amrop partneris dalyvauja kiekviename paieškos projekte iki jo sėkmingos pabaigos.\r\n\r\nSiekiant užtikrinti tarptautinių paieškų efektyvumą, Amrop pasitelkia globalaus tinklo stiprybes. Paieškos projekto komandą sudaro tų šalių konsultantai, kuriose vykdoma paieška, suprantantys vietinį bei globalų atliekamos paieškos kontekstą ir turintys specifines verslo srities žinias. Tarptautines paieškas koordinuoja vedantysis konsultantas, kuris yra atsakingas už bendravimą su klientu visos paieškos metu.\r\n<h2>Konteksto žinojimu pagrįsta paieška apima:</h2>\r\n<h3>1. Planavimas ir Supratimas</h3>\r\n<strong>Konteksto įvertinimas</strong>\r\nAtlikus išsamų aptarimą su klientu apie jo poreikius, mes gauname visapusišką supratimą apie organizaciją, jos verslo tikslus, kultūrą bei specifinius pozicijos reikalavimus. Pozicijos patrauklumas kandidatams taip pat atidžiai įvertinamas.\r\n\r\n<strong>Konteksto apibendrinimas</strong>\r\nNustatomi paieškos tikslai ir sudaromas idealaus kandidato aprašymas. Amrop paruošia informaciją apie ieškomą poziciją ir kompaniją, kuri bus komunikuojama galimiems kandidatams.\r\n\r\n<strong>Kontekstu pagrįstos žinios\r\n</strong>Amrop projektų asistentai vietinėse rinkose atlieka pradinį tyrimą ir įvertinimą, kuris tampa pagrindu paieškai. Naudojantis Amrop tinklo galimybėmis, jie surenka  papildomą informaciją apie vykstančius pokyčius rinkose bei kandidatų motyvacijas bei lūkesčius.\r\n\r\n<strong>Paieškos strategija</strong>\r\nPaieškos strategija yra aptariama ir suderinama su klientu. Tai paremta gera konsultanto patirtimi, rinkos žinojimu ir kūrybingumu. Šiame atsakingame etape nustatoma paieškos kryptis.\r\n<h3>2. Valdymas</h3>\r\n<strong><strong>Pradiniai kontaktai</strong>\r\n</strong>Potencialūs kandidatai yra nuodugniai vertinami, patikrinamos jų kompetencijos ir pasiekimai, įvertinamos motyvacijos ir asmeninės savybės bei jų stiprybės ir siplnybės. Visos paieškos metu, klientas yra informuojamas apie paieškos eigą bei atradimus. Kvalifikuotų kandidatų \"ilgasis\" sąrašas, kartu su trumpa kandidatų informacija, dažniausiai aptariamas su klientu bei pateikiamos rekomendacijos, kurie kandidatai galėtų būti tinkamiausi. Šalia informacijos apie kandidatus, klientui taip pat pateikiami atsiliepimai iš rinkos.\r\n\r\n<strong>Susitikimai su kandidatais</strong>\r\nKandidatai, kurie atitinka pozicijos reikalavimus, yra pristatomi kompanijai. Kiekviename tolesniame bendravimo etape vertinama suinteresuotų šalių pateikiama informacija ir  motyvacijos.\r\n<h3>3. Pabaiga</h3>\r\n<strong>Derybos</strong>\r\nTiek klientai, tiek kandidatai gali pasinaudoti mūsų rinkos žiniomis apie atlyginimus ir motyvacinius priedus, norėdami aptarti konkurencingą ir tinkamą pasiūlymą.\r\n\r\n<strong>Referencijos</strong>\r\nEsant reikalingumui ir vietinių įstatymų leidžiamose ribose atliekamas referencijų patikrinimas kandidato karjeros pasiekimų patvirtinimui.\r\n\r\n<strong>Priežiūra</strong>\r\nAmrop vykdo periodinį bendravimą su klientu bei pasirinktu kandidatu, pastarajam pradėjus dirbti. Tai palengvina kandidato integraciją į organizaciją, pradinį bendravimą bei užtikrina abipusį darbo rezultatų ir užsibrėžtų tikslų pasiekimą.'),
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(1382, 234, 'lower_text', 'Yra realus pavojus, kad dauguma patyrusių, kvalifikuotų ir gabių žmonių palaipsniui bus “eksportuoti” iš šalies.\r\n\r\nAtsižvelgiant į dabartinę rinkos situaciją, Amrop Baltics siūlo keisti tradicinį požiūrį į vadovybės kaitos kompanijos viduje bei vadovų paieškos principus. Vadovų kaita kompanijos viduje yra sunkiai planuojamas, dažnai nenumatomas procesas. Dėl šios priežasties atsiranda vadovų paieškos paslaugų poreikis. Šių paslaugų efektyvumas tiesiogiai priklauso nuo gero vietinės rinkos bei talentingų žmonių, dirbančių mūsų šalyje bei užsienyje žinojimas, įgalinantis Lietuvoje dirbančių vadovų integraciją bet kuriame verslo sektoriuje, bei už Lietuvos ribų dirbančių aukšto lygio specialistų suinteresuotumą diegti savo patirtį ir žinias Lietuvoje . Pastaruoju metu šalyje vystosi naujas vadovų paieškos bei konsultavimo procesų supratimas. Vadovų paieška ir konsultacijos tampa viena svarbiausių išorinio bendrovės konsultavimo formų. Vadovų paieška įgyja išties aukščiausią vadovybės konsultavimo vertę, nes ir puiki strategija reiškia mažai be kompetetingų žmonių, sugebančių tą strategiją sėkmingai įgyvendinti.\r\n\r\n<em>/Audrius Šošas/</em>'),
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(2006, 314, 'lower_text', '<h3>Who are our candidates?</h3>\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<h3>How we treat our candidates?</h3>\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n<h3>What is the benefit of being our candidate?</h3>\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n<h3>How is it possible to join Amrop database?</h3>\r\nBy sending the CV to the address <a>Vilnius@amrop.com.</a>\r\n\r\n<a href=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop1.doc\"><img class=\"alignnone size-full wp-image-260\" src=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit1.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /> Please use Amrop CV template.</a>'),
(1645, 262, 'lower_text', '<h3>Kas gali būti mūsų kandidatais?</h3>\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n<h3>Kaip elgiamės kandidatų atžvilgiu?</h3>\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n<h3>Kodėl naudinga tapti mūsų kandidatu?</h3>\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n<h3>Kaip tapti Amrop duomenų bazės kandidatu?</h3>\r\nSiunčiant CV elektroninio pašto adresu: <a href=\"mailto:Vilnius@amrop.com\">Vilnius@amrop.com</a>\r\n\r\nTai galima naudoti taip pat mūsų standartinį <a href=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop.doc\"><img class=\"alignnone size-full wp-image-256\" src=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /> CV šablonas</a>.'),
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(3843, 581, 'lower_text', '<span id=\"yui_3_16_0_1_1444850597752_9816\">Leadership 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.</span>\r\n<h3>Why is it useful?</h3>\r\nLeadership 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<h3>When is it needed?</h3>\r\nWhile Leadership 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 &amp; 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<h3>How is it performed?</h3>\r\nLeadership 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<h3>What is the result?</h3>\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, etc.).\r\n<h3>Typical process:</h3>\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). Follow up on client and on each Manager.'),
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(1960, 307, 'lower_text', 'Yra realus pavojus, kad dauguma patyrusių, kvalifikuotų ir gabių žmonių palaipsniui bus “eksportuoti” iš šalies.\r\n\r\nAtsižvelgiant į dabartinę rinkos situaciją, Amrop siūlo keisti tradicinį požiūrį į vadovybės kaitos kompanijos viduje bei vadovų paieškos principus. Vadovų kaita kompanijos viduje yra sunkiai planuojamas, dažnai nenumatomas procesas. Dėl šios priežasties atsiranda vadovų paieškos paslaugų poreikis. Šių paslaugų efektyvumas tiesiogiai priklauso nuo gero vietinės rinkos bei talentingų žmonių, dirbančių mūsų šalyje bei užsienyje žinojimas, įgalinantis Lietuvoje dirbančių vadovų integraciją bet kuriame verslo sektoriuje, bei už Lietuvos ribų dirbančių aukšto lygio specialistų suinteresuotumą diegti savo patirtį ir žinias Lietuvoje . Pastaruoju metu šalyje vystosi naujas vadovų paieškos bei konsultavimo procesų supratimas. Vadovų paieška ir konsultacijos tampa viena svarbiausių išorinio bendrovės konsultavimo formų. Vadovų paieška įgyja išties aukščiausią vadovybės konsultavimo vertę, nes ir puiki strategija reiškia mažai be kompetetingų žmonių, sugebančių tą strategiją sėkmingai įgyvendinti.\r\n\r\n<em>/Audrius Šošas/</em>'),
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(1966, 308, 'lower_text', 'Considering the local market situation, Amrop suggests to change the classical attitude towards management succession and executive search. Management succession is the process characterized by a lack of planning and a failure to develop leaders from within organization that necessitates the use of executive search services. Executive search only becomes efficient in combination of local market understanding, local talent pool and global reach, enabling to bring Lithuanian leaders to any local organization likewise to bring executives from around the world to Lithuania. A new understanding of executive search process and a new realization of executive search consulting are developing in these latter years in the country. Executive search consulting turns to be one of the most important forms of outside advising, that companies can engage. Executive search consulting is becoming indeed the highest form of management consulting because the right strategy means little without the right people to implement it.\r\n\r\n<em>/Audrius Šošas/</em>'),
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(1982, 310, 'lower_text', '<h3>1. Konteksto žinojimas</h3>\r\nSugebėjimas suvokti kontekstą reiškia, kad mes gerai suprantame vietinės rinkos sąlygas, kurios gali turėti įtakos tiek klientams, tiek kandidatams. Mes žinome, kaip veikti esant atitinkamoms sąlygoms konkrečioje rinkoje. Mūsų klientai turi galimybę gauti naujausią informaciją apie rinkas, esamus talentus ir kandidatų lūkesčius. Galime ieškoti talentų visame pasaulyje bei turime gerą skirtingų verslo sričių patirtį, kuri yra ypatingai svarbi vykdant paiešką. Veikdami iš 84 biurų 57 šalyse, žinome pasaulio rinką kaip vietinę aplinką.\r\n<h3>2. Patyrę žmonės</h3>\r\nMes tikime, kad visi klientai nusipelnę kiekvienoje paieškoje dirbti su labiausiai patyrusiais partneriais. Partneriais, turinčiais geras verslo srities žinias bei aukštą reputaciją vietinėse rinkose. Partneriais, turinčiais įžvalgą surasti ir sudominti geriausius talentus vietinėse rinkose. Mes dirbame lanksčiai, pritaikydami savo procedūras pagal klientų poreikius. Amrop partneriai yra tiesiogiai atsakingi už vadovų paieškas konkrečiose rinkose, todėl esame suinteresuoti ilgalaikės partnerystės perspektyva su kiekvienu klientu. Patyrę Amrop partneriai glaudžiai dirba su klientais užtikrindami, kad jiems bus surasti geriausi vadovai, labiausiai tinkantys pagal klientų verslo specifiką, ieškomų pozicijų reikalavimus ir kompanijų kultūrą.\r\n<h3>3. Globalus tinklas</h3>\r\nMūsų globalaus tinklo struktūra suteikia visiems klientams ir kandidatams galimybę naudotis mūsų žiniomis ir patirtimi. Mes veikiame greitai ir veiksmingai pagal konkrečius kiekvieno kliento poreikius, esame nevaržomi nelanksčių hierarchinių struktūrų.\r\n\r\nMus vienija konteksto žinojimu pagrįsta vadovų paieška, apimanti vieningas vertybes, standartus bei procesus, ir tuo pačiu atspindinti unikalias vietinių rinkų aktualijas visame pasaulyje. Mūsų žmonės gerai žino rinkas, kuriose veikia ir yra pilnai atsakingi už vadovų paiešką jose. Taigi, mūsų veiklos apimtis platesnė nei kitų globalių paieškos kompanijų.\r\n\r\nKad ir kur Jūs bebūtumėte, Jūs esat mūsų tinklo dėmesio centre.'),
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(1988, 311, 'lower_text', 'Our ability to do so is based on three fundamental strengths:\r\n<h3>1. Contextual knowledge</h3>\r\nOur understanding of context means we have effective insight into local conditions that can affect both clients and candidates. And we know how to get things done on the ground. Our clients get access to the very latest research and information on markets, talent availability and candidate expectations. We source talent from around the world and we have the deep insight and experience within different industry sectors that is critical to the success of a search. With 84 offices in 57 countries, we know the world like our own backyard.\r\n<h3>2. Senior attention</h3>\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<h3>3. Our global network</h3>\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.'),
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(1994, 312, 'lower_text', '<h3>Who are our candidates?</h3>\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<h3>How we treat our candidates?</h3>\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n<h3>What is the benefit of being our candidate?</h3>\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n<h3>How is it possible to join Amrop database?</h3>\r\nBy sending the CV to the address <a>Tallinn@amrop.com</a>, <a>Vilnius@amrop.com</a> or <a> Riga@amrop.com </a>.\r\n\r\n<a href=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop1.doc\"><img class=\"alignnone size-full wp-image-260\" src=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit1.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /> It is possible to use also our form.</a>'),
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(2000, 313, 'lower_text', '<h3>Who are our candidates?</h3>\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<h3>How we treat our candidates?</h3>\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n<h3>What is the benefit of being our candidate?</h3>\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n<h3>How is it possible to join Amrop database?</h3>\r\nBy sending the CV to the address <a>Vilnius@amrop.com.</a>\r\n\r\n<a href=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop1.doc\"><img class=\"alignnone size-full wp-image-260\" src=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit1.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /> It is possible to use also our form.</a>'),
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(2306, 340, 'lower_text', 'Considering the local market situation, Amrop suggests to change the classical attitude towards management succession and executive search. Management succession is the process characterized by a lack of planning and a failure to develop leaders from within organization that necessitates the use of executive search services. Executive search only becomes efficient in combination of local market understanding, local talent pool and global reach, enabling to bring Lithuanian leaders to any local organization likewise to bring executives from around the world to Lithuania. A new understanding of executive search process and a new realization of executive search consulting are developing in these latter years in the country. Executive search consulting turns to be one of the most important forms of outside advising, that companies can engage. Executive search consulting is becoming indeed the highest form of management consulting because the right strategy means little without the right people to implement it.\r\n\r\n<em>/Audrius Šošas/</em>'),
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(2312, 341, 'lower_text', 'Yra realus pavojus, kad dauguma patyrusių, kvalifikuotų ir gabių žmonių palaipsniui bus “eksportuoti” iš šalies.\r\n\r\nAtsižvelgiant į dabartinę rinkos situaciją, Amrop siūlo keisti tradicinį požiūrį į vadovybės kaitos kompanijos viduje bei vadovų paieškos principus. Vadovų kaita kompanijos viduje yra sunkiai planuojamas, dažnai nenumatomas procesas. Dėl šios priežasties atsiranda vadovų paieškos paslaugų poreikis. Šių paslaugų efektyvumas tiesiogiai priklauso nuo gero vietinės rinkos bei talentingų žmonių, dirbančių mūsų šalyje bei užsienyje žinojimas, įgalinantis Lietuvoje dirbančių vadovų integraciją bet kuriame verslo sektoriuje, bei už Lietuvos ribų dirbančių aukšto lygio specialistų suinteresuotumą diegti savo patirtį ir žinias Lietuvoje . Pastaruoju metu šalyje vystosi naujas vadovų paieškos bei konsultavimo procesų supratimas. Vadovų paieška ir konsultacijos tampa viena svarbiausių išorinio bendrovės konsultavimo formų. Vadovų paieška įgyja išties aukščiausią vadovybės konsultavimo vertę, nes ir puiki strategija reiškia mažai be kompetetingų žmonių, sugebančių tą strategiją sėkmingai įgyvendinti.\r\n\r\n<em>/Audrius Šošas/</em>'),
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(2318, 342, 'lower_text', '<h3>Who are our candidates?</h3>\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<h3>How we treat our candidates?</h3>\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n<h3>What is the benefit of being our candidate?</h3>\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n<h3>How is it possible to join Amrop database?</h3>\r\nBy sending the CV to the address <a>vilnius@amrop.com.</a>\r\n\r\n<a href=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop1.doc\"><img class=\"alignnone size-full wp-image-260\" src=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit1.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /> Please use Amrop CV template.</a>'),
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(2324, 343, 'lower_text', '<h3>Kas gali būti mūsų kandidatais?</h3>\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n<h3>Kaip elgiamės kandidatų atžvilgiu?</h3>\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n<h3>Kodėl naudinga tapti mūsų kandidatu?</h3>\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n<h3>Kaip tapti Amrop duomenų bazės kandidatu?</h3>\r\nSiunčiant CV elektroninio pašto adresu: <a href=\"mailto:vilnius@amrop.com\">vilnius@amrop.com</a>\r\n\r\nGalima naudoti Amrop<a href=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop.doc\"><img class=\"alignnone size-full wp-image-256\" src=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /> CV formą</a>.'),
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(2330, 344, 'lower_text', '<h3><strong>Amrop Lithuania</strong></h3>\r\nUAB Executive Search Baltics\r\n<span lang=\"EN-US\"> Gedimino pr.1A-14.</span>\r\n2001 Vilnius, <span lang=\"LT\">LT-01103</span>, Lithuania\r\nTel.: +370 5 266 0864\r\nFax: +370 5 261 2864\r\nE-mail: <a href=\"mailto:vilnius@amrop.com\">vilnius@amrop.com</a>\r\n\r\n&nbsp;'),
(2331, 344, '_lower_text', 'field_55c21184b1d71'),
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(2336, 345, 'lower_text', '<h3><strong>Amrop Lietuva</strong></h3>\r\nUAB Executive Search Baltics\r\n<span lang=\"EN-US\"> Gedimino pr.1A-14.</span>\r\nLT-01103 Vilnius, Lietuva\r\nTel.: +370 5 266 0864\r\nFaksas: +370 5 261 2864\r\nEl. paštas: <a href=\"mailto:vilnius@amrop.com\">vilnius@amrop.com</a>'),
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(2370, 356, '_lower_text', 'field_55c21184b1d71'),
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(2375, 357, '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. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.\r\n<h2>The context driven process includes:</h2>\r\n<h3>1. Planning &amp; Insight</h3>\r\n<strong>Context Assessment</strong>\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\n<strong>Context Brief</strong>\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\n<strong>Contextual Intelligence</strong>\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\n<strong>Search Strategy\r\n</strong>A specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n<h3>2. Management</h3>\r\n<strong>Initial Contact\r\n</strong>Potential 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\n<strong>Candidate Meetings\r\n</strong>Candidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n<h3>3. Closure</h3>\r\n<strong>Negotiations</strong>\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\n<strong>References</strong>\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\n<strong>Handholding</strong>\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.'),
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(2381, 358, 'lower_text', 'Amrop projektų asistentai ir konsultantai įvertina rinkos situaciją, atlieka lyginamuosius vertinimus ir suranda kandidatus, kurie turi ne tik reikiamas žinias bei patirtį, bet taip pat atitinka organizacijos kultūrinę aplinką. Patyręs Amrop partneris dalyvauja kiekviename paieškos projekte iki jo sėkmingos pabaigos.\r\n\r\nSiekiant užtikrinti tarptautinių paieškų efektyvumą, Amrop pasitelkia globalaus tinklo stiprybes. Paieškos projekto komandą sudaro tų šalių konsultantai, kuriose vykdoma paieška, suprantantys vietinį bei globalų atliekamos paieškos kontekstą ir turintys specifines verslo srities žinias. Tarptautines paieškas koordinuoja vedantysis konsultantas, kuris yra atsakingas už bendravimą su klientu visos paieškos metu.\r\n<h2>Konteksto žinojimu pagrįsta paieška apima:</h2>\r\n<h3>1. Planavimas ir Supratimas</h3>\r\n<strong>Konteksto įvertinimas</strong>\r\nAtlikus išsamų aptarimą su klientu apie jo poreikius, mes gauname visapusišką supratimą apie organizaciją, jos verslo tikslus, kultūrą bei specifinius pozicijos reikalavimus. Pozicijos patrauklumas kandidatams taip pat atidžiai įvertinamas.\r\n\r\n<strong>Konteksto apibendrinimas</strong>\r\nNustatomi paieškos tikslai ir sudaromas idealaus kandidato aprašymas. Amrop paruošia informaciją apie ieškomą poziciją ir kompaniją, kuri bus komunikuojama galimiems kandidatams.\r\n\r\n<strong>Kontekstu pagrįstos žinios\r\n</strong>Amrop projektų asistentai vietinėse rinkose atlieka pradinį tyrimą ir įvertinimą, kuris tampa pagrindu paieškai. Naudojantis Amrop tinklo galimybėmis, jie surenka  papildomą informaciją apie vykstančius pokyčius rinkose bei kandidatų motyvacijas bei lūkesčius.\r\n\r\n<strong>Paieškos strategija</strong>\r\nPaieškos strategija yra aptariama ir suderinama su klientu. Tai paremta gera konsultanto patirtimi, rinkos žinojimu ir kūrybingumu. Šiame atsakingame etape nustatoma paieškos kryptis.\r\n<h3>2. Valdymas</h3>\r\n<strong><strong>Pradiniai kontaktai</strong>\r\n</strong>Potencialūs kandidatai yra nuodugniai vertinami, patikrinamos jų kompetencijos ir pasiekimai, įvertinamos motyvacijos ir asmeninės savybės bei jų stiprybės ir siplnybės. Visos paieškos metu, klientas yra informuojamas apie paieškos eigą bei atradimus. Kvalifikuotų kandidatų \"ilgasis\" sąrašas, kartu su trumpa kandidatų informacija, dažniausiai aptariamas su klientu bei pateikiamos rekomendacijos, kurie kandidatai galėtų būti tinkamiausi. Šalia informacijos apie kandidatus, klientui taip pat pateikiami atsiliepimai iš rinkos.\r\n\r\n<strong>Susitikimai su kandidatais</strong>\r\nKandidatai, kurie atitinka pozicijos reikalavimus, yra pristatomi kompanijai. Kiekviename tolesniame bendravimo etape vertinama suinteresuotų šalių pateikiama informacija ir  motyvacijos.\r\n<h3>3. Pabaiga</h3>\r\n<strong>Derybos</strong>\r\nTiek klientai, tiek kandidatai gali pasinaudoti mūsų rinkos žiniomis apie atlyginimus ir motyvacinius priedus, norėdami aptarti konkurencingą ir tinkamą pasiūlymą.\r\n\r\n<strong>Referencijos</strong>\r\nEsant reikalingumui ir vietinių įstatymų leidžiamose ribose atliekamas referencijų patikrinimas kandidato karjeros pasiekimų patvirtinimui.\r\n\r\n<strong>Priežiūra</strong>\r\nAmrop vykdo periodinį bendravimą su klientu bei pasirinktu kandidatu, pastarajam pradėjus dirbti. Tai palengvina kandidato integraciją į organizaciją, pradinį bendravimą bei užtikrina abipusį darbo rezultatų ir užsibrėžtų tikslų pasiekimą.'),
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(2387, 359, 'lower_text', '<h3>Who are our candidates?</h3>\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<h3>How we treat our candidates?</h3>\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n<h3>What is the benefit of being our candidate?</h3>\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n<h3>How is it possible to join Amrop database?</h3>\r\nBy sending the CV to the address <a>vilnius@amrop.com.</a>\r\n\r\n<a href=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop1.doc\"><img class=\"alignnone size-full wp-image-260\" src=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit1.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /> Please use Amrop CV template.</a>'),
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(2390, 359, '_sidebar_image_1', 'field_55c881fb6c442'),
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(2393, 360, 'lower_text', '<h3>Kas gali būti mūsų kandidatais?</h3>\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n<h3>Kaip elgiamės kandidatų atžvilgiu?</h3>\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n<h3>Kodėl naudinga tapti mūsų kandidatu?</h3>\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n<h3>Kaip tapti Amrop duomenų bazės kandidatu?</h3>\r\nSiunčiant CV elektroninio pašto adresu: <a href=\"mailto:vilnius@amrop.com\">vilnius@amrop.com</a>\r\n\r\nGalima naudoti Amrop<a href=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop.doc\"><img class=\"alignnone size-full wp-image-256\" src=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /> CV formą</a>.'),
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(2407, 367, 'lower_text', '<h3>Who are our candidates?</h3>\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<h3>How we treat our candidates?</h3>\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n<h3>What is the benefit of being our candidate?</h3>\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n<h3>How is it possible to join Amrop database?</h3>\r\nBy sending the CV to the address <a>vilnius@amrop.com.</a>\r\n\r\n<a href=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop1.doc\"><img class=\"alignnone size-full wp-image-260\" src=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit1.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /> Please use Amrop CV template.</a>'),
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(2421, 372, 'lower_text', '<h3>Kas gali būti mūsų kandidatais?</h3>\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n<h3>Kaip elgiamės kandidatų atžvilgiu?</h3>\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n<h3>Kodėl naudinga tapti mūsų kandidatu?</h3>\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n<h3>Kaip tapti Amrop duomenų bazės kandidatu?</h3>\r\nSiunčiant CV elektroninio pašto adresu: <a href=\"mailto:vilnius@amrop.com\">vilnius@amrop.com</a>\r\n\r\nGalima naudoti Amrop<a href=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop.doc\"><img class=\"alignnone size-full wp-image-256\" src=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /> CV formą</a>.'),
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(2427, 373, 'lower_text', 'Considering the local market situation, Amrop suggests to change the classical attitude towards management succession and executive search. Management succession is the process characterized by a lack of planning and a failure to develop leaders from within organization that necessitates the use of executive search services. Executive search only becomes efficient in combination of local market understanding, local talent pool and global reach, enabling to bring Lithuanian leaders to any local organization likewise to bring executives from around the world to Lithuania. A new understanding of executive search process and a new realization of executive search consulting are developing in these latter years in the country. Executive search consulting turns to be one of the most important forms of outside advising, that companies can engage. Executive search consulting is becoming indeed the highest form of management consulting because the right strategy means little without the right people to implement it.\r\n\r\n<em>/Audrius Šošas/</em>'),
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(2433, 374, 'lower_text', 'Yra realus pavojus, kad dauguma patyrusių, kvalifikuotų ir gabių žmonių palaipsniui bus “eksportuoti” iš šalies.\r\n\r\nAtsižvelgiant į dabartinę rinkos situaciją, Amrop siūlo keisti tradicinį požiūrį į vadovybės kaitos kompanijos viduje bei vadovų paieškos principus. Vadovų kaita kompanijos viduje yra sunkiai planuojamas, dažnai nenumatomas procesas. Dėl šios priežasties atsiranda vadovų paieškos paslaugų poreikis. Šių paslaugų efektyvumas tiesiogiai priklauso nuo gero vietinės rinkos bei talentingų žmonių, dirbančių mūsų šalyje bei užsienyje žinojimas, įgalinantis Lietuvoje dirbančių vadovų integraciją bet kuriame verslo sektoriuje, bei už Lietuvos ribų dirbančių aukšto lygio specialistų suinteresuotumą diegti savo patirtį ir žinias Lietuvoje . Pastaruoju metu šalyje vystosi naujas vadovų paieškos bei konsultavimo procesų supratimas. Vadovų paieška ir konsultacijos tampa viena svarbiausių išorinio bendrovės konsultavimo formų. Vadovų paieška įgyja išties aukščiausią vadovybės konsultavimo vertę, nes ir puiki strategija reiškia mažai be kompetetingų žmonių, sugebančių tą strategiją sėkmingai įgyvendinti.\r\n\r\n<em>/Audrius Šošas/</em>'),
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(2442, 376, '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<h3>Our Expertise</h3>\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<h3>Our Process</h3>\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<h3>The Amrop Global Board Services Practice</h3>\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.'),
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(2448, 375, '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<a name=\"_GoBack\"></a> 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\n<b>Our Expertise</b>\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<ol>\r\n	<li>Appointments (Chairs, Independent Directors, Advisory Boards, Committees)</li>\r\n	<li>Board Evaluation</li>\r\n	<li>Board Succession Planning</li>\r\n	<li>Board Remuneration Advisory</li>\r\n</ol>\r\n<b>Our Process</b>\r\n<ul>\r\n	<li>Uncovers gaps in the skills, experience, demographic and cognitive diversity of the current Board</li>\r\n	<li>Identifies management strengths to build upon</li>\r\n	<li>Examines requirements for new demographic profiles, specialist and technical skillsets</li>\r\n	<li>Integrates fast-evolving governance requirements and organizational strategy</li>\r\n	<li>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?</li>\r\n</ul>\r\n<ul>\r\n	<li>Guides the design and implementation of the onboarding process</li>\r\n</ul>\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\n<b>The Amrop Global Board Services Practice</b>\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 <a href=\"http://amrop.com/board-practice-core-team\" target=\"_blank\">here</a> to meet the Core Team of the Global Board Service Practise.'),
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(2454, 377, 'lower_text', 'Efektyviai veikiančios valdybos sėkmingai žengia papildomus žingsnius. Jos reprezentatyvios ir įvairialypės tiek demografinės statistikos, tiek savybių prasme.\r\n\r\nValdybų nepriklausomi Direktoriai savo statutines normas integravo į naujas kokybines aukštumas. Jie yra ne tik tinkamai pasirengę dabarčiai, bet yra pagrįstai užtikrinti tęstinumu ateičiai. Nominacijų Komitetai išplėtė savo apimtis nuo žinomų kandidatų  tradicinio vidinio rato išsaugojimo iki ekspertų bei objektyvaus žmogiškojo kapitalo vaidmens. Tokio, kuris turi tvirtą ryšį su technologijomis bei inovacijomis.\r\n\r\n<em>Realybė daugeliui valdybų yra kitokia.</em>\r\n\r\nOrganizacijos persitvarko, atsižvelgdamos į augimą ir globalizaciją ir dauguma pirmą kartą susiduria su rimtais valdymo klausimais.Jų darbą komplikuoja reguliavimo pokyčiai, kurių kaitos trukmė bei forma priklauso nuo geografijos, nuosavybės tipo, statuso ir kai kuriose šalyse nuo sektoriaus. Kitos dilemos iškyla, kai šeimos ar įkūrėjų nuosavybės teisės perleidžiamos profesionaliems ekspertams, arba kai įtampa kyla dėl centralizacijos keitimo decentralizacija.\r\n\r\nNepaisant netolygumo, bendra kryptis globaliniuose valdymo įstatymuose veda link naujų ir geresnių standartų, kai nacionalinės įstatymų struktūros ieško globaliai priimtino varianto (mokymuisi bei sinchroniškumui).\r\n\r\nPačios keitimosi galimybės valdyboms yra kaip niekada didelės. Ir jos gali būti dar didesnės, jei laimės pasitelkę išorinius patarėjus.\r\n\r\n<b>Mūsų patirtis</b>\r\n\r\nAmrop kryptingai veikia siekiant užtikrinti įvairiapusių, žvelgiančių į ateitį ir tarpusavyje susijusių valdybų kūrimą ir įgyvendinimą. Mes veikiame kaip Patikimi Patarėjai dinamiškų organizacijų, išsidėsiųsių po visą pasaulį bei įvairiose verslo srityse vykdančiosioms, stebėtojų ir patarėjų valdyboms.\r\n\r\nAmrop globali valdybų paslaugų praktikos grupė veikia trijose susijusiose dimensijose:\r\n<ol>\r\n	<li>Paskyrimai (Valdybų pirmininkai, Nepriklausomi direktoriai, Patarėjų valdybos, Komitetai)</li>\r\n	<li>Valdybų vertinimas</li>\r\n	<li>Konsultavimas valdybų efektyvumo klausimais</li>\r\n	<li>Konsultavimas valdybos atlygio klausimais</li>\r\n</ol>\r\n<b>Mūsų procesas</b>\r\n<ul>\r\n	<li>Atskleidžia įgūdžių, patirties, demografinės ir kognityvinės įvairovės esamose valdybose trūkumus</li>\r\n	<li>Identifikuoja vadovybės stiprybes</li>\r\n	<li>Analizuoja keliamus reikalavimus naujiems demografiniams profiliams, specialistams ir techninėms kompetencijoms</li>\r\n	<li>Integruoja greitai besivystančius valdymo reikalavimus ir organizacinę strategiją</li>\r\n	<li>Identifikuoja, įvertina and pristato Lyderius ateičiai – valdybos narius, kurie gali prisitaikyti prie besikeičiančios strateginės ir operatyvinės aplinkos. Esminiai klausimai: (ypatingai ieškant nepriklausomų Direktorių, apie kuriuos mintis dažnai ateina pavėluotai):\r\n- Ar jis/ji gali numatyti strateginių ir operatyvinių rizikų mąstą bei kompleksiškumą?\r\n- Ar jis/ji gali veikti kaip gerbiamas katalizatorius, prie valdybų diskusijų prisidedantis nauju ir tinkamu būdu?\r\n- Ar jis/ji gali konstruktyviai mesti iššūkį tradicijoms, nuostatoms ar šališkumui?</li>\r\n</ul>\r\n<ul>\r\n	<li>Vadovauja įvdeimo proceso kūrimui ir diegimui</li>\r\n</ul>\r\nAmrop padeda sparčiai augančioms ir globalizacijos įtakojamoms organizacijoms užtikrinti, kad jų valdybų sudėtis balansuoja tarp reprezentatyvumo ir veiksmingumo. Taip pat padeda užtikrinti, kad valdyba atskaitinga ne tik už esamą valdymo struktūrą, bet taip pat atsižvelgia į pasaulines valdymo tendencijas.\r\n\r\nGreta esamų valdybų optimizavimo, Amrop padeda pradedančiosioms organizacijoms suburti valdybas, kurios atitinka jų verslo esmę ir tikslus bei atitinka valdymo standartus.\r\n\r\n<b>Amrop globali valdybų paslaugų praktikos grupė</b>\r\n\r\nAmrop Globali Valdybų paslaugų praktikos grupės, kurią sudaro Amrop Vykdantieji valdybos nariai bei Vykdantieji partneriai, tikslas yra dalintis, sisteminti bei pritaikyti tendencijas, inovacijas bei minties lyderystę visose mūsų 57 rinkose ir būti patikimu kompetencijos centru mūsų narėms šalims – tuo pačiu ir mūsų klientams.\r\n\r\nBaltijos šalyse Amrop glaudžiai bendradarbiauja ir yra <i>Baltic Institute of Corporate Governance</i> narė.\r\n\r\nSpauskite <a href=\"http://amrop.com/board-practice-core-team\" target=\"_blank\">čia</a>, norėdami susipažinti su Globalios valdybų paslaugų praktikos grupės pagrindine komanda.'),
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(2460, 378, 'lower_text', 'Efektyviai veikiančios valdybos sėkmingai žengia papildomus žingsnius. Jos reprezentatyvios ir įvairialypės tiek demografinės statistikos, tiek savybių prasme.\r\n\r\nValdybų nepriklausomi Direktoriai savo statutines normas integravo į naujas kokybines aukštumas. Jie yra ne tik tinkamai pasirengę dabarčiai, bet yra pagrįstai užtikrinti tęstinumu ateičiai. Nominacijų Komitetai išplėtė savo apimtis nuo žinomų kandidatų  tradicinio vidinio rato išsaugojimo iki ekspertų bei objektyvaus žmogiškojo kapitalo vaidmens. Tokio, kuris turi tvirtą ryšį su technologijomis bei inovacijomis.\r\n\r\nRealybė daugeliui valdybų yra kitokia.\r\n\r\nOrganizacijos persitvarko, atsižvelgdamos į augimą ir globalizaciją ir dauguma pirmą kartą susiduria su rimtais valdymo klausimais. Jų darbą komplikuoja reguliavimo pokyčiai, kurių kaitos trukmė bei forma priklauso nuo geografijos, nuosavybės tipo, statuso ir kai kuriose šalyse nuo sektoriaus. Kitos dilemos iškyla, kai šeimos ar įkūrėjų nuosavybės teisės perleidžiamos profesionaliems ekspertams, arba kai įtampa kyla dėl centralizacijos keitimo decentralizacija.\r\n\r\nNepaisant netolygumo, bendra kryptis globaliniuose valdymo įstatymuose veda link naujų ir geresnių standartų, kai nacionalinės įstatymų struktūros ieško globaliai priimtino varianto (mokymuisi bei sinchroniškumui).\r\n\r\nPačios keitimosi galimybės valdyboms yra kaip niekada didelės. Ir jos gali būti dar didesnės, jei laimės pasitelkę išorinius patarėjus.\r\n<h3>Mūsų patirtis</h3>\r\nAmrop kryptingai veikia siekiant užtikrinti įvairiapusių, žvelgiančių į ateitį ir tarpusavyje susijusių valdybų kūrimą ir įgyvendinimą. Mes veikiame kaip Patikimi Patarėjai dinamiškų organizacijų, išsidėsiųsių po visą pasaulį bei įvairiose verslo srityse vykdančiosioms, stebėtojų ir patarėjų valdyboms.\r\n\r\nAmrop globali valdybų paslaugų praktikos grupė veikia trijose susijusiose dimensijose:\r\n1. Paskyrimai (Valdybų pirmininkai, Nepriklausomi direktoriai, Patarėjų valdybos, Komitetai)\r\n2. Valdybų vertinimas\r\n3. Konsultavimas valdybų efektyvumo klausimais\r\n<h3>Mūsų procesas</h3>\r\n- Atskleidžia įgūdžių, patirties, demografinės ir kognityvinės įvairovės esamose valdybose trūkumus\r\n- Identifikuoja vadovybės stiprybes\r\n- Analizuoja keliamus reikalavimus naujiems demografiniams profiliams, specialistams ir techninėms kompetencijoms\r\n- Integruoja greitai besivystančius valdymo reikalavimus ir organizacinę strategiją\r\n- Identifikuoja, įvertina and pristato Lyderius ateičiai – valdybos narius, kurie gali prisitaikyti prie besikeičiančios strateginės ir operatyvinės aplinkos. Esminiai klausimai: (ypatingai ieškant nepriklausomų Direktorių, apie kuriuos mintis dažnai ateina pavėluotai):\r\n- Ar jis/ji gali numatyti strateginių ir operatyvinių rizikų mąstą bei kompleksiškumą?\r\n- Ar jis/ji gali veikti kaip gerbiamas katalizatorius, prie valdybų diskusijų prisidedantis nauju ir tinkamu būdu?\r\n- Ar jis/ji gali konstruktyviai mesti iššūkį tradicijoms, nuostatoms ar šališkumui?\r\n\r\n- Vadovauja įvdeimo proceso kūrimui ir diegimui\r\n\r\nAmrop padeda sparčiai augančioms ir globalizacijos įtakojamoms organizacijoms užtikrinti, kad jų valdybų sudėtis balansuoja tarp reprezentatyvumo ir veiksmingumo. Taip pat padeda užtikrinti, kad valdyba atskaitinga ne tik už esamą valdymo struktūrą, bet taip pat atsižvelgia į pasaulines valdymo tendencijas.\r\nGreta esamų valdybų optimizavimo, Amrop padeda pradedančiosioms organizacijoms suburti valdybas, kurios atitinka jų verslo esmę ir tikslus bei atitinka valdymo standartus.\r\n<h3>Amrop globali valdybų paslaugų praktikos grupė</h3>\r\nAmrop Globali Valdybų paslaugų praktikos grupės, kurią sudaro Amrop Vykdantieji valdybos nariai bei Vykdantieji partneriai, tikslas yra dalintis, sisteminti bei pritaikyti tendencijas, inovacijas bei minties lyderystę visose mūsų 57 rinkose ir būti patikimu kompetencijos centru mūsų narėms šalims – tuo pačiu ir mūsų klientams.\r\n\r\nSpauskite čia, norėdami susipažinti su Globalios valdybų paslaugų praktikos grupės pagrindine komanda.'),
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(2496, 382, '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<h3>Our Expertise</h3>\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<h3>Our Process</h3>\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<h3>The Amrop Global Board Services Practice</h3>\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.'),
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(2502, 383, 'lower_text', '<span id=\"yui_3_16_0_1_1444850597752_9816\">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.</span>\r\n<h3>Why is it useful?</h3>\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<h3>When is it needed?</h3>\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 &amp; 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<h3>How is it performed?</h3>\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<h3>What is the result?</h3>\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, etc.).\r\n<h3>Typical process:</h3>\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). Follow up on client and on each Manager.'),
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(2508, 384, 'lower_text', 'Vadovų vertinimas yra originaliai sukurta įvertinimo metodologija, leidžianti nustatyti aukščiausios bei viduriniosios grandies vadovų vadovavimo kompetencijas, taip pat palyginti esančią bendrovės vadovų komandą su esama rinka.\r\n<h3>Kodėl tai naudinga?</h3>\r\nVadovų vertinimo metodai leidžia objektyviai iš išorės įvertinti kiekvieno kandidato stipriąsias bei silpnąsias puses. Tai tampa vertinga ir svarbu priimant sprendimus, tuo pačiu tarnauja kaip grižtąmasis ryšys vertinimui.\r\n<h3>Kada tai yra reikalinga?</h3>\r\nVadovų vertinimas yra naudingas visuomet, tačiau mūsų patirtis rodo, kad bendrovės dažniausiai kreipiasi pagalbos situacijose, kuomet:\r\n- Reikalingas didžiausio potencialo identifikavimas\r\n- Vyksta įmonių susijungimai, įsigijimai ir įmonės įvertinimai\r\n- Netenkina bendrovės rezultatai arba svarbūs vadovai išeina iš bendrovės\r\n- Vyksta reorganizacija\r\n- Ateina naujas bendrovės pirmasis vadovas\r\n- Paaukštinant pareigose, atsiradus laisvai vadovaujančiai pozicijai\r\n- Norint identifikuoti kompetencijų trūkumus, ruošiant\r\nvadovaujančių darbuotojų mokymo programas.\r\n- Nusprendus vystyti naują verslo strategiją ar kurti naują verslą.\r\n<h3>Kaip tai vyksta?</h3>\r\nVadovų vertinimas vyksta naudojant profesionalią metodiką:\r\n\r\nInterviu – Struktūrizuoti ir kompetetingi interviu vyksta vadovaujantis 2:1 principu. Juos atlieka patyrę konsultantai.\r\n\r\nPalyginimas – Kandidato asmenybinės ir profesinės savybės lyginamos su jau pripažintų rinkos lyderių savybes atitinkančiais standartais.\r\n\r\nRekomendacijų tikrinimas – Kandidato ankstesnės darbo patirties, kvalifikacijų, veiklos rezultatų bei asmenybinių savybių analizė, naudojantis visapusiška darbiniais santykiais susijusių asmenų suteikta informacija 360º principu.\r\n\r\nPsichometrinis testavimas – Asmens įvertinimas naudojant verslui sukurtus ir patvirtintus psichometrinius instrumentus. Psichometrinio testavimo pagalba sudaromas išsamus ir patikimas asmens apibūdinimas.\r\n<h3>Koks yra rezultatas?</h3>\r\nMūsų darbo rezultatas – tai objektyvus ir profesionalus kiekvieno kandidato įvertinimas tiek individualiai, tiek kompanijos vadovybės kontekste, pateikiant savo nuomonę ir rekomendacijas (ką palikti/pakeisti, kokie reikalingi mokymai, siekiant išlaikyti aukštą žinių lygį, kas galimas kultūrinių/organizacinių permainų iniciatorius, kas galbūt nesugebės vesti kompanijos į priekį taip, kai jūs norėtumėte, ir t.t.)'),
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(2523, 390, '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<a name=\"_GoBack\"></a> 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\n<b>Our Expertise</b>\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<ol>\r\n	<li>Appointments (Chairs, Independent Directors, Advisory Boards, Committees)</li>\r\n	<li>Board Evaluation</li>\r\n	<li>Board Succession Planning</li>\r\n	<li>Board Remuneration Advisory</li>\r\n</ol>\r\n<b>Our Process</b>\r\n<ul>\r\n	<li>Uncovers gaps in the skills, experience, demographic and cognitive diversity of the current Board</li>\r\n	<li>Identifies management strengths to build upon</li>\r\n	<li>Examines requirements for new demographic profiles, specialist and technical skillsets</li>\r\n	<li>Integrates fast-evolving governance requirements and organizational strategy</li>\r\n	<li>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?</li>\r\n</ul>\r\n<ul>\r\n	<li>Guides the design and implementation of the onboarding process</li>\r\n</ul>\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\n<b>The Amrop Global Board Services Practice</b>\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 <a href=\"http://amrop.com/board-practice-core-team\" target=\"_blank\">here</a> to meet the Core Team of the Global Board Service Practise.'),
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(2529, 391, 'lower_text', 'Efektyviai veikiančios valdybos sėkmingai žengia papildomus žingsnius. Jos reprezentatyvios ir įvairialypės tiek demografinės statistikos, tiek savybių prasme.\r\n\r\nValdybų nepriklausomi Direktoriai savo statutines normas integravo į naujas kokybines aukštumas. Jie yra ne tik tinkamai pasirengę dabarčiai, bet yra pagrįstai užtikrinti tęstinumu ateičiai. Nominacijų Komitetai išplėtė savo apimtis nuo žinomų kandidatų  tradicinio vidinio rato išsaugojimo iki ekspertų bei objektyvaus žmogiškojo kapitalo vaidmens. Tokio, kuris turi tvirtą ryšį su technologijomis bei inovacijomis.\r\n\r\n<em>Realybė daugeliui valdybų yra kitokia.</em>\r\n\r\nOrganizacijos persitvarko, atsižvelgdamos į augimą ir globalizaciją ir dauguma pirmą kartą susiduria su rimtais valdymo klausimais.Jų darbą komplikuoja reguliavimo pokyčiai, kurių kaitos trukmė bei forma priklauso nuo geografijos, nuosavybės tipo, statuso ir kai kuriose šalyse nuo sektoriaus. Kitos dilemos iškyla, kai šeimos ar įkūrėjų nuosavybės teisės perleidžiamos profesionaliems ekspertams, arba kai įtampa kyla dėl centralizacijos keitimo decentralizacija.\r\n\r\nNepaisant netolygumo, bendra kryptis globaliniuose valdymo įstatymuose veda link naujų ir geresnių standartų, kai nacionalinės įstatymų struktūros ieško globaliai priimtino varianto (mokymuisi bei sinchroniškumui).\r\n\r\nPačios keitimosi galimybės valdyboms yra kaip niekada didelės. Ir jos gali būti dar didesnės, jei laimės pasitelkę išorinius patarėjus.\r\n\r\n<b>Mūsų patirtis</b>\r\n\r\nAmrop kryptingai veikia siekiant užtikrinti įvairiapusių, žvelgiančių į ateitį ir tarpusavyje susijusių valdybų kūrimą ir įgyvendinimą. Mes veikiame kaip Patikimi Patarėjai dinamiškų organizacijų, išsidėsiųsių po visą pasaulį bei įvairiose verslo srityse vykdančiosioms, stebėtojų ir patarėjų valdyboms.\r\n\r\nAmrop globali valdybų paslaugų praktikos grupė veikia trijose susijusiose dimensijose:\r\n<ol>\r\n	<li>Paskyrimai (Valdybų pirmininkai, Nepriklausomi direktoriai, Patarėjų valdybos, Komitetai)</li>\r\n	<li>Valdybų vertinimas</li>\r\n	<li>Konsultavimas valdybų efektyvumo klausimais</li>\r\n	<li>Konsultavimas valdybos atlygio klausimais</li>\r\n</ol>\r\n<b>Mūsų procesas</b>\r\n<ul>\r\n	<li>Atskleidžia įgūdžių, patirties, demografinės ir kognityvinės įvairovės esamose valdybose trūkumus</li>\r\n	<li>Identifikuoja vadovybės stiprybes</li>\r\n	<li>Analizuoja keliamus reikalavimus naujiems demografiniams profiliams, specialistams ir techninėms kompetencijoms</li>\r\n	<li>Integruoja greitai besivystančius valdymo reikalavimus ir organizacinę strategiją</li>\r\n	<li>Identifikuoja, įvertina and pristato Lyderius ateičiai – valdybos narius, kurie gali prisitaikyti prie besikeičiančios strateginės ir operatyvinės aplinkos. Esminiai klausimai: (ypatingai ieškant nepriklausomų Direktorių, apie kuriuos mintis dažnai ateina pavėluotai):\r\n- Ar jis/ji gali numatyti strateginių ir operatyvinių rizikų mąstą bei kompleksiškumą?\r\n- Ar jis/ji gali veikti kaip gerbiamas katalizatorius, prie valdybų diskusijų prisidedantis nauju ir tinkamu būdu?\r\n- Ar jis/ji gali konstruktyviai mesti iššūkį tradicijoms, nuostatoms ar šališkumui?</li>\r\n</ul>\r\n<ul>\r\n	<li>Vadovauja įvdeimo proceso kūrimui ir diegimui</li>\r\n</ul>\r\nAmrop padeda sparčiai augančioms ir globalizacijos įtakojamoms organizacijoms užtikrinti, kad jų valdybų sudėtis balansuoja tarp reprezentatyvumo ir veiksmingumo. Taip pat padeda užtikrinti, kad valdyba atskaitinga ne tik už esamą valdymo struktūrą, bet taip pat atsižvelgia į pasaulines valdymo tendencijas.\r\n\r\nGreta esamų valdybų optimizavimo, Amrop padeda pradedančiosioms organizacijoms suburti valdybas, kurios atitinka jų verslo esmę ir tikslus bei atitinka valdymo standartus.\r\n\r\n<b>Amrop globali valdybų paslaugų praktikos grupė</b>\r\n\r\nAmrop Globali Valdybų paslaugų praktikos grupės, kurią sudaro Amrop Vykdantieji valdybos nariai bei Vykdantieji partneriai, tikslas yra dalintis, sisteminti bei pritaikyti tendencijas, inovacijas bei minties lyderystę visose mūsų 57 rinkose ir būti patikimu kompetencijos centru mūsų narėms šalims – tuo pačiu ir mūsų klientams.\r\n\r\nBaltijos šalyse Amrop glaudžiai bendradarbiauja ir yra <i>Baltic Institute of Corporate Governance</i> narė.\r\n\r\nSpauskite <a href=\"http://amrop.com/board-practice-core-team\" target=\"_blank\">čia</a>, norėdami susipažinti su Globalios valdybų paslaugų praktikos grupės pagrindine komanda.'),
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(2847, 466, '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. Multi-country assignments are coordinated by a lead consultant who acts as the primary interface with the client.\r\n<h2>The context driven process includes:</h2>\r\n<h3>1. Planning &amp; Insight</h3>\r\n<strong>Context Assessment</strong>\r\nFollowing extensive consultation with the client about needs, we develop a comprehensive understanding of the organization, its business goals, culture as well as the specific requirements for the appointment. The reasons why the job is attractive are also carefully analysed.\r\n\r\n<strong>Context Brief</strong>\r\nThe objectives of the assignment are defined and an ideal candidate profile developed. At the same time, Amrop creates communications materials that describe the opportunity and the firm for potential candidates.\r\n\r\n<strong>Contextual Intelligence</strong>\r\nAmrop researchers in local markets around the world conduct background analysis to support the search. Using Amrop’s networked structure, they quickly gain additional insight and perspective to fast-changing markets and candidate wants and needs.\r\n\r\n<strong>Search Strategy\r\n</strong>A specific search universe is drawn up and agreed with the client, often calling on the contextual experience and creativity of the consultant. This is a critical step because it defines the direction of the search.\r\n<h3>2. Management</h3>\r\n<strong>Initial Contact\r\n</strong>Potential 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\n<strong>Candidate Meetings\r\n</strong>Candidates who meet the requirements of the Context Brief are brought forward. After each session, feedback is obtained from all parties and interest levels on both sides are carefully monitored.\r\n<h3>3. Closure</h3>\r\n<strong>Negotiations</strong>\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\n<strong>References</strong>\r\nWhere local laws allow, extensive and formal reference checks are undertaken to confirm candidate career achievements.\r\n\r\n<strong>Handholding</strong>\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.'),
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(2853, 467, 'lower_text', '<h3>Who are our candidates?</h3>\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<h3>How we treat our candidates?</h3>\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n<h3>What is the benefit of being our candidate?</h3>\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n<h3>How is it possible to join Amrop database?</h3>\r\nBy sending the CV to the address <a>vilnius@amrop.com.</a>\r\n\r\n<a href=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop1.doc\"><img class=\"alignnone size-full wp-image-260\" src=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit1.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /> Please use Amrop CV template.</a>'),
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(2859, 468, 'lower_text', '<h3>Kas gali būti mūsų kandidatais?</h3>\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n<h3>Kaip elgiamės kandidatų atžvilgiu?</h3>\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n<h3>Kodėl naudinga tapti mūsų kandidatu?</h3>\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n<h3>Kaip tapti Amrop duomenų bazės kandidatu?</h3>\r\nSiunčiant CV elektroninio pašto adresu: <a href=\"mailto:vilnius@amrop.com\">vilnius@amrop.com</a>\r\n\r\nGalima naudoti Amrop<a href=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop.doc\"><img class=\"alignnone size-full wp-image-256\" src=\"http://iconcept.lv/amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /> CV formą</a>.'),
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(4687, 737, 'lower_text', 'Efektyviai veikiančios valdybos sėkmingai žengia papildomus žingsnius. Jos reprezentatyvios ir įvairialypės tiek demografinės statistikos, tiek savybių prasme.\r\n\r\nValdybų nepriklausomi Direktoriai savo statutines normas integravo į naujas kokybines aukštumas. Jie yra ne tik tinkamai pasirengę dabarčiai, bet yra pagrįstai užtikrinti tęstinumu ateičiai. Nominacijų Komitetai išplėtė savo apimtis nuo žinomų kandidatų  tradicinio vidinio rato išsaugojimo iki ekspertų bei objektyvaus žmogiškojo kapitalo vaidmens. Tokio, kuris turi tvirtą ryšį su technologijomis bei inovacijomis.\r\n\r\n<em>Realybė daugeliui valdybų yra kitokia.</em>\r\n\r\nOrganizacijos persitvarko, atsižvelgdamos į augimą ir globalizaciją ir dauguma pirmą kartą susiduria su rimtais valdymo klausimais.Jų darbą komplikuoja reguliavimo pokyčiai, kurių kaitos trukmė bei forma priklauso nuo geografijos, nuosavybės tipo, statuso ir kai kuriose šalyse nuo sektoriaus. Kitos dilemos iškyla, kai šeimos ar įkūrėjų nuosavybės teisės perleidžiamos profesionaliems ekspertams, arba kai įtampa kyla dėl centralizacijos keitimo decentralizacija.\r\n\r\nNepaisant netolygumo, bendra kryptis globaliniuose valdymo įstatymuose veda link naujų ir geresnių standartų, kai nacionalinės įstatymų struktūros ieško globaliai priimtino varianto (mokymuisi bei sinchroniškumui).\r\n\r\nPačios keitimosi galimybės valdyboms yra kaip niekada didelės. Ir jos gali būti dar didesnės, jei laimės pasitelkę išorinius patarėjus.\r\n\r\n<b>Mūsų patirtis</b>\r\n\r\nAmrop kryptingai veikia siekiant užtikrinti įvairiapusių, žvelgiančių į ateitį ir tarpusavyje susijusių valdybų kūrimą ir įgyvendinimą. Mes veikiame kaip Patikimi Patarėjai dinamiškų organizacijų, išsidėsiųsių po visą pasaulį bei įvairiose verslo srityse vykdančiosioms, stebėtojų ir patarėjų valdyboms.\r\n\r\nAmrop globali valdybų paslaugų praktikos grupė veikia trijose susijusiose dimensijose:\r\n<ol>\r\n	<li>Paskyrimai (Valdybų pirmininkai, Nepriklausomi direktoriai, Patarėjų valdybos, Komitetai)</li>\r\n	<li>Valdybų vertinimas</li>\r\n	<li>Konsultavimas valdybų efektyvumo klausimais</li>\r\n	<li>Konsultavimas valdybos atlygio klausimais</li>\r\n</ol>\r\n<b>Mūsų procesas</b>\r\n<ul>\r\n	<li>Atskleidžia įgūdžių, patirties, demografinės ir kognityvinės įvairovės esamose valdybose trūkumus</li>\r\n	<li>Identifikuoja vadovybės stiprybes</li>\r\n	<li>Analizuoja keliamus reikalavimus naujiems demografiniams profiliams, specialistams ir techninėms kompetencijoms</li>\r\n	<li>Integruoja greitai besivystančius valdymo reikalavimus ir organizacinę strategiją</li>\r\n	<li>Identifikuoja, įvertina and pristato Lyderius ateičiai – valdybos narius, kurie gali prisitaikyti prie besikeičiančios strateginės ir operatyvinės aplinkos. Esminiai klausimai: (ypatingai ieškant nepriklausomų Direktorių, apie kuriuos mintis dažnai ateina pavėluotai):\r\n- Ar jis/ji gali numatyti strateginių ir operatyvinių rizikų mąstą bei kompleksiškumą?\r\n- Ar jis/ji gali veikti kaip gerbiamas katalizatorius, prie valdybų diskusijų prisidedantis nauju ir tinkamu būdu?\r\n- Ar jis/ji gali konstruktyviai mesti iššūkį tradicijoms, nuostatoms ar šališkumui?</li>\r\n</ul>\r\n<ul>\r\n	<li>Vadovauja įvdeimo proceso kūrimui ir diegimui</li>\r\n</ul>\r\nAmrop padeda sparčiai augančioms ir globalizacijos įtakojamoms organizacijoms užtikrinti, kad jų valdybų sudėtis balansuoja tarp reprezentatyvumo ir veiksmingumo. Taip pat padeda užtikrinti, kad valdyba atskaitinga ne tik už esamą valdymo struktūrą, bet taip pat atsižvelgia į pasaulines valdymo tendencijas.\r\n\r\nGreta esamų valdybų optimizavimo, Amrop padeda pradedančiosioms organizacijoms suburti valdybas, kurios atitinka jų verslo esmę ir tikslus bei atitinka valdymo standartus.\r\n\r\n<b>Amrop globali valdybų paslaugų praktikos grupė</b>\r\n\r\nAmrop Globali Valdybų paslaugų praktikos grupės, kurią sudaro Amrop Vykdantieji valdybos nariai bei Vykdantieji partneriai, tikslas yra dalintis, sisteminti bei pritaikyti tendencijas, inovacijas bei minties lyderystę visose mūsų 57 rinkose ir būti patikimu kompetencijos centru mūsų narėms šalims – tuo pačiu ir mūsų klientams.\r\n\r\nBaltijos šalyse Amrop glaudžiai bendradarbiauja ir yra <i>Baltic Institute of Corporate Governance</i> narė.\r\n\r\nSpauskite <a href=\"http://amrop.com/board-practice-core-team\" target=\"_blank\">čia</a>, norėdami susipažinti su Globalios valdybų paslaugų praktikos grupės pagrindine komanda.'),
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(4569, 726, 'lower_text', '<h3>Kas gali būti mūsų kandidatais?</h3>\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n<h3>Kaip elgiamės kandidatų atžvilgiu?</h3>\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n<h3>Kodėl naudinga tapti mūsų kandidatu?</h3>\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n<h3>Kaip tapti Amrop duomenų bazės kandidatu?</h3>\r\nSiunčiant CV elektroninio pašto adresu: <a href=\"mailto:vilnius@amrop.com\">vilnius@amrop.com</a>\r\n\r\nGalima naudoti Amrop<a href=\"http://www.amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop1.doc\"><img class=\"alignnone size-full wp-image-256\" src=\"http://www.amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /></a><a href=\"http://www.amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop-2.doc\" rel=\"\">CV formą</a>.\r\n\r\nSavanoriškai pateikdami savo asmens duomenis Jūs sutinkate, kad šiuos duomenis vadovaujančių darbuotojų paieškų tikslu duomenų valdytojas UAB „Executive Search Baltics“ (juridinio asmens kodas 110895210, adresas Gedimino pr. 1A-14, Vilnius, Lietuva, tel. +370 5 266 0864, el. p. vilnius@amrop.com) (toliau – Amrop) tvarkytų ir saugotų 6 metus. Savanoriškai atsiųsti bei viešai prieinamuose šaltiniuose pateikiami Jūsų asmens duomenys apie išsilavinimą, profesines patirtis ir kvalifikaciją bus tvarkomi Jūsų sutikimo pagrindu.\r\n\r\nJūs turite teisę atšaukti savo sutikimą, taip pat kitas duomenų subjekto teises - prašyti, kad būtų leista susipažinti su Amrop  turimais Jūsų asmens duomenimis ir juos ištaisyti arba ištrinti, arba apriboti duomenų tvarkymą jeigu tam būtų pagrindas, arba teisę nesutikti, kad duomenys būtų tvarkomi, taip pat teisę į duomenų perkeliamumą. Duomenų apsaugos pareigūno, kuriam galite adresuoti savo pašymus ir paklausimus, kontaktiniai duomenys – Mindaugas Valančius, tel. +370 5 266 0864, el.paštas dpo.vilnius@amrop.com. Asmens duomenų apsaugą reglamentuojantys teisės aktai taip pat Jums suteikia teisę pateikti skundą Valstybinei duomenų apsaugos inspekcijai.\r\n\r\nAmrop sprendimu, Jūsų asmens duomenys gali būti perduoti klientams, kurie svarstys kandidatų į vadovaujančius darbuotojus tinkamumą. Jeigu vadovaujančių darbuotojų paiešką vykdytų Amrop partnerystės bendrovės kitose šalyse, Jūsų asmens duomenys gali būti perduoti šioms Amrop bendrovėms. Tuo atveju, jeigu asmens duomenys būtų perduodami minėtiems asmenims už ES ribų, būtų taikomos tinkamos apsaugos priemonės, pavyzdžiui, standartinės duomenų apsaugos sąlygos.'),
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(4580, 728, 'lower_text', '<h3>Who are our candidates?</h3>\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<h3>How we treat our candidates?</h3>\r\nOur candidates are treated by the same principles as we are treating our clients i.e. confidentiality, delicacy and mutual respect. Maybe this is the reason why many of our current candidates become our future clients.\r\n\r\nOur database is closed i.e. seen only by our consultants. We will never give any data about our candidates to the client before asking permission from the candidate.\r\n<h3>What is the benefit of being our candidate?</h3>\r\nBy joining our database our candidate could have possibility to be a part of Amrop international assignments.\r\n\r\nGetting personal notifications of Amrop projects will widen our candidates’ opportunities on labor market.\r\n<h3>How is it possible to join Amrop database?</h3>\r\nBy sending the CV to the address <a>vilnius@amrop.com.</a>\r\n\r\n<a href=\"http://www.amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop1.doc\"><img class=\"alignnone size-full wp-image-260\" src=\"http://www.amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit1.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /></a><a href=\"http://www.amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop-3.doc\" rel=\"\">Please use Amrop CV template</a>.\r\n\r\nBy voluntary submitting your personal data you provide your consent to data controller UAB „Executive Search Baltics“ (legal entity code 110895210, address Gedimino pr. 1A-14, Vilnius, Lithuania, tel. +370 5 266 0864, e-mail vilnius@amrop.com) (hereinafter – Amrop) to process and store your personal data for a period of 6 years for the purpose of executive search. Your voluntary submitted and from public sources collected personal data concerning education, professional experience and qualifications shall be processed on the basis of your consent.\r\n\r\nYou have a right to revoke your consent, and other data subject rights – the right to request from Amrop rectification or erasure of personal data or restriction of processing of personal data concerning the data subject or to object to such processing, the right to data portability. Requests and inquires can be addressed to data protection officer, whose contact details are as follows – Mindaugas Valančius, tel. +370 5 266 0864, e-mail: dpo.vilnius@amrop.com. Under applicable data protection laws you also have a right to submit a complaint to the State Data Protection Inspectorate.\r\n\r\nUpon decision of Amrop, your personal data can be transferred to its clients, in respect of which candidates are being considered for a potential role within that clients’ organisation. In case executive search is also performed by other Amrop partnership companies in other countries, your personal data can be transferred to these Amrop companies. Where personal data are transferred to the said persons outside the EU, appropriate safeguards shall be applicable in the course of the transfer, for example, standard contractual clauses.'),
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(3920, 591, 'lower_text', '<h3>Kas gali būti mūsų kandidatais?</h3>\r\nAmrop kandidatai yra aukščiausios ir viduriniosios grandies vadovai bei aukštos kompetencijos specialistai.\r\n\r\nIeškodami naujų iššūkių kai kurie jų šiandien yra pasirinkimo kryžkelėje. Daugelis kandidatų yra dirbantys bei turintys aukštas atsakomybes šiandieniniame versle, tačiau, būdami smalsūs bei neturėdami išankstinio nusistatymo, jie domisi įvairiais darbo rinkos pasiūlymais ir yra pasirengę aptarti naujas galimybes.\r\n<h3>Kaip elgiamės kandidatų atžvilgiu?</h3>\r\nBendraudami su kandidatais mes vadovaujamės tais pačiais principais kaip ir bendraudami su klientais, t.y. laikomės konfidencialumo įsipareigojimų, bendraujame taktiškai ir su visapusiška pagarba. Tikėtina, tai yra priežastis, dėl ko daugelis mūsų kandidatų tampa vėlesniais mūsų klientais.\r\n\r\nMūsų duomenų bazės yra uždara sistema, prieinama tik konsultantams. Klientams teikiame informaciją apie kandidatus tik gavę pačių kandidatų sutikimą.\r\n<h3>Kodėl naudinga tapti mūsų kandidatu?</h3>\r\nBūti mūsų duomenų bazės kandidatu reiškia, kad esate potencialus kandidatas Amrop konsultantų vykdomuose vietiniuose ir tarptautiniuose vadovų paieškos projektuose.\r\n\r\nMes teiksime tik geriausiai Jūsų patirtį, kompetencijas ir karjeros lūkesčius atitinkančius pasiūlymus.\r\n<h3>Kaip tapti Amrop duomenų bazės kandidatu?</h3>\r\nSiunčiant CV elektroninio pašto adresu: <a href=\"mailto:vilnius@amrop.com\">vilnius@amrop.com</a>\r\n\r\nGalima naudoti Amrop<a href=\"http://www.amrop.lt/wp-content/uploads/2015/08/CV-template_Amrop.doc\"><img class=\"alignnone size-full wp-image-256\" src=\"http://www.amrop.lt/wp-content/uploads/2015/08/1440511090_icon-136-document-edit.png\" alt=\"1440511090_icon-136-document-edit\" width=\"20\" height=\"20\" /> CV formą</a>.\r\n\r\nJūsų pateiktas CV ir kiti duomenys bus laikomi konfidencialia informacija ir neatskleidžiami tretiesiems asmenims, išskyrus duomenų naudojimą vadovų paieškos procesuose.'),
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(3253, 532, 'lower_text', '<span id=\"yui_3_16_0_1_1444850597752_9816\">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.</span>\r\n<h3>Why is it useful?</h3>\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<h3>When is it needed?</h3>\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 &amp; 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<h3>How is it performed?</h3>\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<h3>What is the result?</h3>\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, etc.).\r\n<h3>Typical process:</h3>\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). Follow up on client and on each Manager.'),
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