HR Consulting
Human Resources as „Business Partner“
The demands on human resources today have become more complex and challenging than ever. Human resource departments today are called upon to take up a strategic, proactive and client-oriented position. These newly positioned HR departments deliver a measurable and sustainable contribution to increase shareholder value. Human resource units which have already established themselves as equal partners with other units of the company assume the following roles for their internal clients:
- Strategic partner
- Competent consultant and facilitator in change processes
- Successful manager for employee satisfaction and performance
- Efficient process expert for the necessary HR infrastructure
Best Practices
On the basis of my many years of experience in human resources and my
day-to-day dealings with "best practice" processes and instruments,
I help companies to further develop and consolidate their human resources
position as a business partner in the roles outlined above.
The main focuses of my work are:
- Personnel Sourcing and Recruitment - how can the process of staff selection be organized more efficiently, what methods should be used when selecting personnel in order to identify and recruit the right candidates in line with the HR strategy, and then ensure their rapid and successful integration into the company?
- Talent Management and Sucession Planning - what distinguishes talents in a company according to its strategy, how can talents be identified and bound to the company, how can the successions for key positions be secured and how can potential successors and identified talents be developed purposefully?
- Performance Management - how does good performance in each business unit differ from poor performance, how can performance be measured, which processes and instruments can help to further improve performance in the future, what are the roles and responsibilities of executives and employees involved in performance management, what role do human resources and employee representatives play, what employment law aspects should be taken into account?
- Executive Development – what is the leadership philosophy in the company, where might there be differences between "target" and "actual” performance, which instruments and processes could help achieve the aspired leadership style and how could these be established or improved within the company, how can their success and sustainability be measured?