The pressure on HR organisations to adapt and optimise is enormous: digital transformation and the introduction of new technologies, the recruitment and retention of qualified specialists in a highly competitive and demographically changing labour market, an attractive employer brand, a differentiated HR policy, individual career planning and development as well as fair and performance-related remuneration and the promotion of a diverse, inclusive and healthy work culture in the New Work context: these are the most important drivers for companies and HR departments. Added to this are changing global conditions and unpredictability in this complex environment.
The (HR) world in transition
Our offer:
What sets us apart is the combination of in-depth experience and expertise in transformation and change processes and many years of experience as internal HR managers in various industries. We have implemented HR projects ourselves and are familiar with the challenges faced in internal roles, especially in SMEs: Too many issues on the table at the same time and hardly any peace of mind, capacities and budgets to position yourself for the long term. Our motto is not: “The more, the better”, but rather we join forces with you to focus on the essentials and support HR in the transformation. We can support you as required: This can be a sparring session, an analysis workshop, the design and support of a strategy process, moderation , an organisational analysis, through to a further training programme for managers. With us, you save time and resources for your core HR business.
HR strategy
Without a clear HR strategy that is derived from the corporate strategy, it will be difficult to maintain an overview even in turbulent times. The HR strategy is the compass that keeps you on course in rough waters and helps to focus HR activities – especially when budgets are not overflowing and/or in smaller organisations not all the necessary competencies can be mapped for capacity reasons.
Developing a strategic and proactive role for HR that creates added value for the business and fulfils the requirements of stakeholders is a real challenge and part of the transformation that many companies find themselves in today.
We support your HR organisation on the basis of an initial or updated strategy development individually along the following guidelines:
- Analysis of the internal and external challenges facing the organisation
- Purpose and role of the HR department
- A definition of HR goals and priorities derived from the corporate strategy
- An action plan with concrete measures, responsibilities, time frames and success criteria
- A monitoring and evaluation system to measure the progress and effectiveness of the HR strategy
- A communication and participation strategy to communicate the HR strategy internally and externally and to obtain feedback
HR structures and processes
HR structures and processes are significantly influenced by the employee lifecycle in various ways: the task of HR management is to support employees in all phases of the employee lifecycle and create a positive employee experience. And at the same time, to carry out all transactional processes in a legally compliant manner. The world is turning faster. The classic phases are still valid. But they have become more permeable in times of lifelong learning, the recovery of former employees, disruptions and new roles. This must also be reflected in HR management. In addition, the lifecycle phases should be viewed primarily from the perspective of the workforce and those who apply: What do they want?
Based on the HR strategic orientation, we support you along the employee life cycle with a comprehensive analysis of the existing organisational structure and processes and the HR practices, processes and guidelines in order to identify areas for improvement and make recommendations for changes and further development of the team.
(work)culture
The promotion of a diverse, inclusive and healthy work culture that takes into account the different needs and expectations of employees and the requirements of value creation at the same time is the task of management and (co-)responsibility of the HR department with appropriate guidelines. This requires open and appreciative leadership within the organisation, active employee participation, a variety of working models and locations as well as comprehensive health promotion and prevention.
At the same time, we know that you cannot simply influence “the” culture or even the “mindset” of employees in the desired way as and when required and that many change projects fail precisely because of these assumptions.
Organisational culture describes the shared explicit and implicit assumptions with regard to cooperation and the do’s and don’ts that shape the behaviour and, in particular, the interaction of the various stakeholders and stakeholder groups in an organisation. In times of change, these assumptions also influence the view of the desired change and can promote or inhibit it. In order to bring about sustainable change, you first need to understand how the organisation really works and what it really believes in.
We work with you to analyse which interventions in your organisation will promote the desired work culture, depending on the initial situation, and support you in implementing them.
We will be happy to advise you on a customised offer:
Authorised Signatory and Senior Consultant
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