Change requires a “motor”. It has to be steered in a targeted way and supervised on a regular basis. We provide pre-defined process monitoring, based on years of experience with complex change projects, to support you in corporate change processes. Our holistic approach to HR development is consistently aligned to the determined and targeted corporate structure. Supportive measures are defined and performed on the basis of your needs and the status of change.
An Outline of HR Consulting
A guideline on leadership and cooperation that is jointly developed with the management creates a persistent understanding for the objectives and values of HR management. This framework for orientation serves as binding guideline for all managers. The employees know what they can expect. And yet the leadership mission provides scope for individual approach - in terms of the respective business divisions and staff typologies. It raises the quality of leadership and sharpens the contour of a unified management culture. The benefit lies in the formation of a strategic management instrument, such as to increase the attractiveness as an employer and to foster staff retention of top performers.
The backbone of professional HR development is a competency model, which is valid throughout the company. Together with a group of executives the company’s specific “success skills” are defined and specified up to the level of detailed behavioral anchors. Personal skills, soft skills, and management skills are of central relevance. Proportions from the area of social competence serve as a communicative link. The competency model is derived from both, the corporate strategy and mission. Already existing instruments such as performance appraisal systems, selection procedures and PE trainings are seamlessly linked to the adopted competency model.
The pace of change is rapidly accelerating. Increasingly complex and changing environments and requirements for companies regularly cause a profound "change" in processes as well as in the organization of a company. These change processes are often a source for skepticism, anxieties or uncertainties with employees. How can acceptance be increased? How can resistance be transformed into approval? As described in the current work "Staff Motivation in Change Processes" (Niermeyer / Postall 2013), companies are accompanied throughout the entire process of change projects, starting from the initiation over communication to the implementation. A theme-centered methodology fosters the commitment of the parties as well as the competences of employees and executives, so that companies emerge strengthened from the change project.
The differentiated skills assessments comprising Strategic Management Audits, Assessment Centers (AC) and 360 Degree Feedback form the basis for strategic HR development. Companies derive transparency on the quality of their management and identify effective managers and high potentials. Candidates discover their talents and define the pathways into further career progress.