VITA INSTITUT in cooperation with IT company PRYMAPPS, provide unique methodology for implementation of HRM SYSTEMS, which is adapted to the level of development and scope of the company.

Through the experience of this methodology so far in three countries, it can be concluded that the establishment of HR systems in companies, besides modernizing the HRM processes, achieves overall improvement of the management processes in the company. It is used as a strategic tool to elevate the company’s business to a new level and ensure sustainability.

The advantage this methodology offers is a complete systemic approach to efficiently and effectively implement an HR system that does not disrupt the company’s operational everyday work..

The methodology of work follows two main pillars: 

  •  HR Methodology (integrated HRM model) and,
  •  Implementation of HR Software – FledgeHR cloud based software


Striving to expand its business activities and to increase overall efficiency of the company, which required numerous HRM practices to be implemented; many companies are facing the need to implement Operational HR Model, supported by HRM Software that will help bring the company vision to reality. Implementation of operational HRM model that is based on integration of all HRM processes and Creation of HR strategy that follows the business strategy of the company.

Having internal structure that will stimulate productive and goal oriented environment, and will take care of the wellbeing of employees and their needs, leading them to meet the business goals, is one of the main priority of the company’s strategy.

-Purpose of the implementation of HRM System is to establish a modern organization and define HR processes integrated in tailor made Operational HR Model that will ensure the company’s ability to respond swiftly to market changes and consequently stimulate the growth and development of the company.

Enterprise level HCM solution for companies of all sizes

Enterprise level HCM solution for companies of all sizes.
FledgeHR is comprehensive software solution for human capital management, which helps create high performing culture by developing motivated, competent and satisfied employees

“Role of HR as a change agent

Every moment is a subject of change. We are witnessing the rapid pace of change in everyday life, everything that surrounds us. First, we could mention the globalization, the technological innovations and inventions, brutal market competition, endless clients’ requests… Organizations are subject of change as well, and they have to predict the change, to have a contingency plan, in order to adjust to the new situation. Otherwise, they might not be able to continue their work (Bradford & Bruke, 2005). In these kinds of change, or generally, in every change there is a need for something or someone who will cope fast with the change and will make it less painful for the organization – ‘a change agent’. In times of change, the organization has to maintain the same operating pace and to ensure the future performance, which will be the main challenge for the change agent. The change agent will be expected to (Sims, 2002, pp. 107-108):

• Enable people to work effectively as they plan, implement and experience change
• Improve the employees’ ability to manage successfully the coming change

In this context, the HR function plays a major role, finding its place in the process of adapting the organization to emergency. As Ulrich (1997, p.31) argues ‘The actions of change agents include identifying and framing problems, building relationships of trust, solving problems, and creating and fulfilling action plans’. This author has conducted an extensive and detailed research on this issue. However, one of the main focuses was the description and listing of the requirements and the desired capabilities that effective HR change agent should hold (Ulrich, 1998, pp. 38-41):

• To diagnose problems;
• To build close relationship with the stakeholders and clients;
• To make sure that the employees identify themselves with the organization’s vision;
• To set an agenda with activities, which should be accomplished by the leaders;
• To implement the solutions for the current problems;
• To implement an appropriate strategy into the organization in order to achieve the goals of the change.

Adding the HR change agent function in the job description, the HR professionals add much more value to the organization. Acknowledging the major contribution of the HR professionals towards the organization, they are labeled as ‘business partners’ to the organization. Another author (Caldwell, 2001) emphasizes the HR role as a change agent: ‘At the centre of many HRM approaches to the organizational transformation and culture change is the concept of the personnel or HR professional as change agent… the change agent role has grown in significance and complexity. To partly capture these changes, a new four- fold typology of HR change agent roles is proposed: champions, adapters, consultants and synergists’ (quoted by Turner, 2003, p.20).”

FROM THE BOOK:” Integrated HRM model of the central bank “, 2018, author, Hristina Lozanoska

The leadership development training program maximizes team productivity, explores the basics of leadership, and helps you gain competitive edge for your company.


VITA’s Leadership Programs are modular programs, that cover the core aspects of the personal development needs of managers and leaders. At the core of these programs is the coaching method, as a leadership style and a way of unlocking personal potential, as well as the potential of the team in which the manager is actively involved in the job activities.

Тhe program is based on the following modules:

Module 1: Self-leadership 

  • General Leadership concepts    
  • Personal leadership Style
  • Meta programs
  • Values and deep motivational drivers    
  • Decision making process
  • Change management 
  • Stress management techniques
Module 2: Leading others

  • Coaching skills for managers
  • Leading teams    
  • Communication model
  • Diversity management
  • Conflict resolution
  • Setting goals & giving constructive feedback  
  • Emotional Intelligence
  • “Reframing” & Organizational culture


The goal of the coaching process is to develop and realize а system of empowerment of women in leadership and management positions, through coaching, mentorship and support. We work in small groups and individually.

The modules of the small group workshops will consist of and not limited to the following topics inspired by Playing Big methodology:

  •   Defining personal goals for the process
  •   Quieting the inner critic
  •   Discovering your inner mentor
  •   Overcoming fear
  •   Unhooking from praise and criticism
  •   Finding your own brilliance
  •   Making a leap – testing new ideas
  •   Navigating negotiations and difficult conversations
  •   Communicating with power
  •   Playing Big while care giving