Korus Consulting brought together RKT employees in a single digital space K-Team HRM

2025: K-Team Platform Implementation

GC Corus Consulting"" introduced a corporate HRM platform K-Team for 250 employees of the company "," RKT one of the representatives in the field of procedure support bankruptcies and crisis management. The key objectives of the project were the centralization and automation HR of -processes, increasing the transparency of management and creating a unified digital environment for collaboration, exchange of experience and interaction of employees. This was announced Corus Consulting by "" on October 8, 2025.

Before the introduction of K-Team HRM, the company did not have a single digital HR ecosystem. The staff grew, internal processes became more complicated, the dynamics of projects increased, and disparate folders, e-mail and Excel tables were used to collaborate with documents, which made it difficult to find current data. To solve these problems, RKT management chose the K-Team HRM platform for its flexibility, functionality for automating the full cycle of HR processes, adaptability and security, namely, the ability to deploy the system in a closed loop.

In just 30 days, the KORUS team Consulting implemented K-Team HRM - each stage is documented, so the project was as transparent and predictable as possible. The system was deployed on its own " servers RKT," which ensured maximum control and security. data Executed integration Active Directory 1S:ZUP with and for automatic data synchronization of all enterprise systems.

The system was presented to employees in a game form - they held a 5-day marathon, in which every day employees performed tasks on the portal and received prizes: they generated avatars for a personal account using AI, offered ideas for the development of the portal and information feeds for creating content. Employees are informed through a personalized portal news feed, which allows targeted information delivery to different departments, significantly increasing its relevance and coverage compared to mass email mailings.

HR specialists are gradually filling the portal with useful content. For example, the Knowledge Base module has already posted document templates, regulations, instructions and materials for onboarding. To form a sustainable habit for employees to regularly use the portal, interviews with interns are exclusively published on it, which is part of the talent recognition program and attracts an audience. Internal vacancies are also posted on the portal, and employees actively participate in the referral program, recommending colleagues and receiving remuneration for successful hiring.

The priority for us is the implementation of the Assessment 360 module, which will soon appear in the K-Team HRM. For a law firm, this practice is the "gold standard," which allows you to track the progress of a specialist year to year and objectively determine its growth points, relevant KPIs and the level of remuneration. Automation of such a resource-intensive process will significantly reduce the burden on the HR service and managers, will allow more efficient assessment and work with its results, as well as accumulate and analyze statistics in order to create space for an open dialogue between the head and employees, said Olga Shashkarova, RKT HR director.

Also an important stage for the company will be the launch of the K-Team HRM Target Management and KPI module. If earlier work with goals was carried out in Excel, now the company plans to automate this process, making setting goals, preparing individual development plans and forming a matrix of competencies more understandable and manageable. The chosen approach contributes to the formation of a culture of trust and openness, in which all digital traces and data are reliably stored in the system, excluding their loss and allowing you to quickly make adjustments.

In the future, we plan to combine all strategic HR processes of the company on the portal, including hiring, adaptation and training of employees. To do this, it is necessary to develop an internal knowledge base, creating a convenient, structured center for storing unique corporate experience - judicial practice, design developments of individual divisions, career matrices and not only, which will ultimately help strengthen the company's competitive advantages in the market, "said Elena Bogdanovskaya, head of HR digitalization projects K-Team, KORUS Consulting Group.