The aim of the project is to strengthen the potential of the Hospice Foundation as a civil society organisation by developing its human resources and optimising its operational processes. As part of the project, we plan to undertake a number of activities that will contribute to increasing the effectiveness and efficiency of the Foundation's activities, which, as a consequence, will allow for better use of the Foundation's resources and the implementation of its mission. Despite great commitment and determination, the organization faces limited financial resources, which hinder the implementation of activities aimed at its human resources, lack of funds prevents investment in employee development and optimization of operational processes. The project will allow the implementation of the described activities, addressed to 135 employees of the Organization. Increased efficiency and better management of human resources will allow the Foundation to implement more projects with the same resources, which in the long run will affect the sustainable development of the organization. The implementation of the envisaged tasks will allow employees and co-workers to better adapt to changing market and social conditions. Thanks to this, the Foundation will be able to respond faster to new challenges and needs, which will increase its flexibility and ability to innovate. The project was created on the basis of an initial diagnosis of the needs of the organization, made on the basis of consultations with the management board, employees, volunteers, the Foundation Council, carried out in the period up to June 2024 (i.e. directly for the needs of the project) and the report "Analysis of the state of external and internal communication of the Hospice Foundation at the end of 2021" (submitted in 2022). This extensive material allowed to formulate the main challenges of the organization, which are the skills deficit among employees and collaborators of the Foundation and the need to optimize the operational processes of the organization, the lack of effective tools for learning and working, good practices, standards. The Foundation's employees are people with many years of experience, working according to habits and established paths of action, needing the development of personal and leadership competences. The start of the project involves a detailed study of the Foundation's organizational culture in order to understand the current values, norms and behaviors in the organization. The results of the study will form the basis for assessing the effectiveness of further development activities and will enable the identification of areas requiring intervention. The next step is the development of leadership competences among employees, which will contribute to better team management and increase employee motivation and commitment. To ensure the continuous development of employees, we will implement a feedback culture. In order to monitor and evaluate progress in competence development, we will develop and implement a competence assessment system. Standardization and optimization of HR processes will also be one of the tasks. Standardization of procedures and their improvement will allow for more effective management of human resources. We will also use modern technologies to support HR processes. The implementation of e-learning platforms and learning tools will allow for effective and flexible development of employees' competences. The project closes the task related to the optimization of operational processes in the organization, which is necessary to increase the effectiveness of the entire Foundation. We will analyze and improve existing processes, which will allow for better use of resources and reduction of operating costs. The effect of the actions taken will be effective, efficient and effective use of the Foundation's externally available human, material and financial resources in order to carry out the statutory tasks for which they were appointed. The project activities relate to capacity building of organisations operating in the ESF+ areas, i.e.: employment and labour market policies, (b) social inclusion, (c) adaptability, (d) education, (e) health.