Hiring the right people at the right time has an immediate and long-term impact on the company’s profitability, productivity and employee engagement. We help define the best individual pathway for each company to attract the best people. A sustainable recruiting strategy should be immediately linked to the company’s mission, vision and culture.
Defining the roles and responsibilities and therefore providing a clear vision for each employee on their contribution to the overall business goals. The career pathways should be aligned with the company strategy, especially in determining which skills and competences are needed to achieve the company’s overall goals. The focus should be how to keep the most valuable employees engaged and intrinsically motivated to contribute to the company’s success.
The core of a company’s initial “startup” culture needs to be preserved and enhanced, especially in a highly diverse, fast changing environment. The way a company is perceived has effects on all parts of the business: employees, clients and stakeholders. Most importantly, the culture needs to fit the company’s unique style of leadership, values and ideals. Creating a strong company culture is a marathon, not a sprint. Consistency is the key to establishing and maintaining a culture that is understood by everyone.
Alignment of the company’s strategy, vision and goals is critical to building an outstanding, sustainable employer brand, which is also correlated with the overall company’s brand. The success of a campaign is measured by how transparent, authentic and emotive the messages are being transported. Happy and engaged employees are companies’ most valuable multipliers.
Keeping your workforce engaged, motivated and successful is one of the biggest challenges for every company. Implementing the right measures which fit to the diverse, heterogeneous workforce is critical to maintaining a long-lasting success. The key is to implement effective and efficient measures that address the employees’ true needs. For a firm that truly wants to increase diversity, their compensation models have to fit everyone in their company. The outcome of a sustainable Total Rewards program can be better results, and a positive shift in employee behaviour and contributions.
The overall objective is to establish a work culture where employees are enabled and activated to perform at their best. It starts with defining clear roles and responsibilities throughout the organization and ends with implementing clear career paths and performance review cycles. The performance tool needs to reflect the company’s vision, mission and goals and needs to provide orientation and guidance for the workstaff from the day an employee joins the company.
Understanding your company’s goals and culture are crucial to any project, whether you want to build up a new HR department or recreate the HR function. We make it our mission to see your company the way you see it: that way, we can help you make the best decisions for its future! As ‘objective outsiders,’ we bring crafted knowledge and ideas while fully engaging with your company’s vision and goals. Please talk to us for an individual consultation.
Executing on change processes as an opportunity to improve is critical for the workforce to adopt and maintain a positive atmosphere. Outstanding HR Departments can take the lead in facilitating change and can build capacity amongst employees.
Understanding and anticipating the organizational challenges from a business perspective is the key for HR professionals to guide change and manage growth across the organization. This value-added contribution from HR Managers leads to a partnership role amongst HR Executives and the Leadership team. The strategic aspects of the HR role include anticipating the talent needs that result from the new strategy and growth as well as setting the framework for the company’s future development.
The most important resource for every project is its people. Many organizations outline their work structure in focus projects with which they want to achieve their business goals. Next to assessing which skills and competences are needed in the team it is key to define the scope and deliverables of each project. Teaching the necessary Project Management skills are critical to make the project successful.
Creating transparency and predictability is a core characteristic that is valued by the employees and the management. Furthermore, a well documented pathway on the employee life cycles gives credibility towards senior leadership and strengthens the role of HR to contribute to the overall organizational performance. Especially in a high growth environment it is important to focus on building up the right processes to support this growth.
Our approach is based on the Design Thinking principle, which means we carry a user-centered focus to create new, sustainable innovations in interdisciplinary teams. The goal is to obtain a holistic understanding of how the process is lived today and how to form the different values, needs and experiences of users into successful concepts.
|Observation||The foundation for every project is identifying the needs of organizations together with the different stakeholders, including HR specialists, managers, and potential candidates. We identify the expectations, wants, and motivations of all related participants using workshops and interviews.|
|Definition||The next step is to transform these findings into actionable insights that frame the project’s most important challenges. The identified topics are then clustered and prioritized. Choosing the most important “pain points” gives the project structure and creates tangible outcomes.|
|Development||Using these insights and with continuing input from stakeholders, we develop first concepts for project implementation. We agree on project goals with the client and develop a project timeline. The inclusion of all stakeholders is crucial at this stage, as broad acceptance is critical for the overall success of the project.|
|Implementation||Implementation of the project plan begins, with continual refinements and feedback from the different user groups. Ideas are tested and stakeholders are kept informed. Continual iterations of Observation, Definition, and Development occur to ensure the project fully aligns to the client’s needs.|
We are absolute advocates of great conferences, events and meetup formats. This is the best way to exchange ideas, insights, inspirations - and to network in a meaningful way. We are usually everywhere HR innovators & future-of-work heros meet - stay up-to-date to upcoming events here (or let us know about an event we should not miss!) - and schedule a meeting via firstname.lastname@example.org and email@example.com
1. A Berlin and Munich based HR Innovations consultancy founded by Inga Mende and Nina Buschle.
2. A place, physical or abstract, where individuals create interaction bridges across expertises, branches and hierarchies to achieve a state of flow and innovation.
Inga has proved a successful story in the corporate world. Originally from Münster but Düsseldorfer by heart, she’s been working as an HR consultant for many years. After that, she followed her secret passion for medicine and not so secret love for hightech, she worked as a Clinical Sales Manager at Intuitive Surgical for 4 years.
Nina is an HR Innovations Consultant and former Partnerships Director at Somewhere.com. She’s been working at the intersection of Business Development, HR, Cultural Management and Design Thinking. Originally from Rio de Janeiro, she loves travelling to sunny destinations, scuba diving, connecting people and doing improvisational theatre & cooking.