HR Force | Strategy
For yourself, the employees
& the organisation
We advise and support you in all
Human Resource Management requirements.
We guide your company overall in your HR-strategy and analyse, redesign and coordinate it with your company objectives, from the perspective of a valueable outside view. Building on that, we support you in, amongst other things, personnel and organisational develpment through proven, tried and tested solutions. In order to ensure mutually defined goals and lasting, measurable results, we pay particular attention to the successful formation of your change processes.
- Change Management
We advise you on the realignment of your company objectives and coordinated HR-strategy.
2. Organisational development
Building on your HR-strategy, we support the reorganisation of the HR-structures and business processes.
3. Personnel Development
In addition to that, we form the developmental measures for your employees and managers.
- Change Management
4. Tried and proven Solutions
In addition to individual advice, we guide you through various completed, tried and proven solutions.
Realignment of your HR-strategy - coodinated to your company objectives/-strategy and to the requirements of your employees.
The continuous, proactive realignment of your HR-strategy, guided, on the one hand, by the strategy and objectives of your company and consideration of the human factor, on the other, makes a significant contribution to the future sustainability of your company.
In the course of a strategy workshop, we assess together with you, which HR-measures are already being implemented in your company and identify strategic potential and room for improvement. Building on that, the requirements and objectives of your future HR-strategy will be defined and their implementation scheduled, with the aid of a GAP-Analysis.
We will summarise the result of the strategy workshop for you – your HR-strategy – in your HR-strategy document.Core issues
- DEVELOPING A MODERN HR-STRATEGY IN THE COURSE OF A WORKSHOP
- COORDINATED TO YOUR INDIVIDUAL COMPANY OBJECTIVES, STRATEGY AND CULTURE
- TAKING INTO ACCOUNT THE NATURE AND REQUIREMENTS OF THE EMPLOYEE
- AN ALL-INCLUSIVE HR-STRATEGY DOCUMENT
Reorganisation/formation of HR-structures and business processes.
In order to achieve the company and HR-objectives or to implement the HR-strategies, necessary organisational measures must be identified and implemented. This can include all or specific individual topics according to your demands, such as the finding and onboarding of suitable employees, company communication, attractive remuneration or motivational working conditions and so on. We support you, building on the overall, company-orientated HR-strategy, with the itemisation of selected measures, in respect of the structures concerned, business processes and competencies, as well as responsibilities, and, if required, we guide you with the implementation of the selected measures.Core issues
- BUSINESS PROCESSES
- CLEAR RESPONSIBILITIES AND COMPETENCIES
- CONTENT AND MOTIVATED EMPLOYEES
- FINDING AND RETAINING THE RIGHT EMPLOYEES
- EMPLOYER BRANDING
- GROWTH IN PRODUCTIVITY
- A REDUCTION IN ERROR RATES AND DUPLICATION OF EFFORTS
Formation and organisation of developmental measures for employees and managers, with particular focus on the exchange of business skills.
The successful implementation of your all-inclusive HR-strategy also requires the identification and implementation of suitable measures for the (further) development of your employees and managers, in respect of their specialist, technical, organisational and personal capabilities and skills.
With our longstanding, practical experience, we support you, on the one hand, with the conception of training concepts and plans for your managers and employees, and, on the other, in the organisation and implementation of education and training. In doing so, we pay particular attention to Business Skills, meaning those personal capabilities and skills that are crucial for professional success.Core issues
- CONCEPTION OF TRAINING AND DEVELOPMENT PLANS
- IMPROVING INDIVIDUAL CAPABILITIES AND SKILLS – TO BE PREPARED FOR EVERDAY WORKING LIFE
- BUSINESS SKILLS
- INTERNALISING ENTREPRENEURIAL THINKING AND CONDUCT
- FOSTERING INDEPENDENCE AND SELF-RESPONSIBILITY
Tried and proven Solutions
Completed, tried and proven solutions for personnel and organisational development, which can be tailored with minimal effort on your part.
A professional, intelligent interview and evaluation solution which quickly enables an overall view into your company and with the help of which implemented quantifiable measures are made in your company.
A top quality, practice-based training programme for the personality development of your employees and management development, as well as the communication
Motivation of the employee through LOB:
A fair, practice-proven „Performance-Orientated Reward System“ that is economical for the company and takes the nature of the human being into account, so that the commitment and independence of the employees are actually encouraged.Core issues
- MOTIVATED THROUGH „LOB“ (Performance-Orientated Reward System) AND RECOGNITION
- FAST DETECTION OF POTENTIALS AND WEAK POINTS IN THE ORGANISATION
- MAKING RESULTS QUANTIFIABLE
- TOP QUALITY TRAINING PROGRAMS FOR THE EXCHANGE OF BUSINESS SKILLS
- EFFECTIVE TIME MANAGEMENT
- COMPETENT PRESENTATION
- STRATEGIC PROFIT CENTRE PLANNING
- EFFECTIVE LEADING OF EMPLOYEES
- SUCCESSFUL DELEGATION
- PRACTICAL COMMUNICATION WITH EMPLOYEES
- PRACTICAL COMMUNICATION WITH CUSTOMERS
We support you in the conception of your change processes and guide you with their implementation, with the aim that the change is not only tolerated but also valued and supported by all parties involved.
The societal and demographic change, the associated skills shortage, trends and developments such as digitalisation, in particular crisis like COVID 19 and the resulting effects, as well as internal innovations, lead to the adaptation of structures and processes in your company, as well as, if necessary, the use of new software. For people, change means stress, especially if it is not or too little integrated. The consequence is rejection, resulting in unnecessary complications and costs or even failure of the project.
It is, therefore, crucial to complete the core activities - which ultimately result from change despite divergent design models – correctly.Core issues
- TIMELY INCORPORATION OF EMPLOYEES AFFECTED
- CLARIFICATION OF THE BENEFIT OF THE CHANGE
- REGULAR COMMUNICATION WITH ALL CONCERNED