The harmonisation of speed, complexity and efficiency dictates a need for new approaches and innovative solutions in human resources management.
The speed at which new mega-trends are emerging along with a concurrent need for corporate managers to institute new change processes continues to accelerate. Requirements encompassing the entire organisation ranging from demographic change to sustainability, digitalisation or Industry 4.0 – to take just a few examples – must be taken into account in HR by onboarding current technical trends like employee engagement, people analytics, self-organised learning and democratised coaching. Grabbing this challenge by the horns makes it possible to maintain the quality of day-to-day HR work on the one hand while enabling even faster implementation and growing profitability at the same time.
The use of interim managers has been shown to help in difficult situations to quickly and competently lift projects with high levels of complexity. When filling vacant positions, the stringent demands placed on professional and personal skillsets of candidates is becoming ever more important and will be the decisive factor conditioning success in the long term. Whether temporary know-how is needed for restructuring, out-/insourcing, transformations, etc., or a company is looking for just the right person with just the right skills at just the right time – we help you to close these vacancies quickly and without a fuss.
Recruiting – active-sourcing, full-cycle/360º-recruiting, II recruiting
Business partnering – partnership, process steering, qualification/coaching, HR controlling
Development and talent management – employee retention, training and education programs, employee development and coaching
Grading, compensation and benefits – job evaluation, remuneration systems, collective agreements
Employer branding – personnel marketing, strategic employer branding, employer/brand strategy
Project management – change/transformation projects, implementation projects, (re-)structuring projects