HR Business model
The transformation of HR strategy, personnel services, processes, HR IT systems, HR roles and especially the right use of HR employees leads to an efficient HR business model. We support you in designing an individual HR business model. Thereby, we emphasize the adequacy for your business environment.
Dave Ulrich described a fundamental order for HR organizations in his pioneering work. A useful design and definition of his roles translated into the daily business is a difficult task. Well defined HR roles give HR employees an orientation and increase the transparency of the actual service provision. We help you designing customer-oriented HR roles.
HR governance is the documentation of a systematic management approach for a faster and more efficient achievement of strategic and operative targets of the HR function. HR governance especially regulates committee work and establishes clear leadership structure in the HR function. We support in establishing clear responsibilities and viable structures.
A lot of companies aim for improvement and development of the whole organization or their HR organization. The employees’ willingness for change underlies personal motives and is differently strong. This is helpful, as change is not an end in itself. Resistance towards change is a healthy power and deserves respect. We as consultants, take reservation and concerns of our customers serious as their demand for change, orientation and stability.
Change can be learned and accompanied. Therefore, we support our customers in change processes. According to the situation we act as a coach, moderator or methods supplier. We praise success before questioning it. We offer a critical sight from outside and offer personal support in developing your organization or HR organization.