Examples – What we can do
Transportation company - two divisions are net performing, why?
Approach:
Screening (interviews with selected employees) –SWOT questionnaire for employees – survey of the internal culture of the divisions – identification of problem areas – action proposal (organizational design) – facilitation of meetings to kick off changes
Merger of two telecommunications companies – how to merge Corporate Sales into one division
Approach:
Questionnaires (evaluation by superiors) – Development Centre (Psychological testing, individual activities, group activities, interviews) – identification of talents and weak points – organizational design – feedback
Output:
Individual reports (development areas, strengths), development plans and individual feedback for participants
Team analysis / optimization of the composition of regional sales teams – coaching of managers „How to work with my team“ (Individual needs, strengths, development areas)
Side effects:
Comparison of the quality of human capital in both companies, identification of potential problem areas for both groups
Teambuilding role – tearing down preconceptions about the „other side“, allowing contact of the groups before the merger itself.
Utility company – how to work with the organization’s human capital
Approach:
Screening (individual interviews) – assertation that the system for working with human capital must be redefined
A) preparation of a Development Centre for the identification of training needs – basic managerial skills training –advanced managerial skills training according to the weakest areas identified in the basic training
B) design of a personnel management system including guidelines and forms
Utility company – creation of a programme for the attraction and development of „talents“
Design of the entire programme from recruitment to individual development plans
Approach:
Creation of an internal and external communication plan - Screening received CVs and motivation letters – telephone language knowledge screening - Assessment Centre (design, organization, implementation) – selection of appropriate talents – communication with unsuccessful candidates / placement of successful candidates – preparation of individual development plans.
Food company – kick-off meeting for the Financial Department
Approach:
Preparation of a workshop with the theme: „Improving company (not just financial) processes“ - Facilitation of the workshop using the method „Open Space Technology“ – preparation of outputs and next step proposals
Pharmaceutical company – a new Country Manager needs to get to know his team
Approach:
Definition of key evaluation areas – preparation and implementation of an Assessment Centre according to specific company needs – final management report – individual reports and feedback for participants
Telecommunications company under new ownership - HR Manager for the transformation period
Approach:
Clarification of the client‘s specific tasks for the HR Manager and placement of an experienced consultant whose role was to carry the company through a major transformation, including a change of organizational structure, lay-offs, ensuring Internal Communication, setting up of new HR processes and stabilization of the company from the human resources point.
