References

HR Projekt-Consulting provides exemplary insight into our work. To the anonymity and privacy of the contracting authority to ensure no names of companies, organizations or their individual employees named.

Classified according to our main topics, we show examples of our projects. Es It is not an exhaustive list, but only a few examples of our performance.



Operational and strategic personnel work

Introduction of a web-based OD tool for a Europe-wide (EMEA) organization with approximately 800 employees in collaboration with the global OD organization (Department of Organizational Development)


Result: There was a ESS / MSS tool for employees and management assessment introduced, which has a button-up process for performance appraisal, management feedback, career planning, succession planning, MBO management and content development.

Initial implementation problems were removed in parallel to the introduction in collaboration with the technical design team, the global OD organization and management. The current local and international privacy regulations and OD exemplary standards were applied.

Duration/expense: HR project manager in 50% part-time for about 12 months




Developing a concept for the recruitment of highly specialized sales professionals in EMEA and its implementation


Result: Based on the concept of expanding the sales organization were in Europe - from Finland to Israel - within one year of approximately 50 sales professionals through internal development, targeted Web Searches and building contacts with key candidates on the market, occupied. There was offered in parallel to a reporting system, which offered the leadership team at any time insight on the progress of the project.

Duration/expense: HR project manager in 40% part-time for approximately 1 year



Merger and Acquisition

Fusion of an organization (approximately 1,400 employees) with a company (about 400 employees); objective was to ensure a smooth integration


Result: HR leadership and implementation, taking into account the global rules and timetables, the monitoring of HR-related topics. These included:


This integration was very successful and the defined time and budget lines were observed.

Duration / expense: From Due diligence up to the complete integration of employees, including the harmonization of service packages needed 1 HR manager for about 28 months, partially part/full-time, depending on the project staffing was supplemented by cooperation from the existing HR team in the subjects Labor, participation, care plan and the financial and legal regarding wages and salaries, fleet management, employee insurance, budgeting measures, corporate legal issues.



Shared Services/Business Process Outsourcing

Local implementation of a global BPO concept with ESS/MSS tools and an EMEA Services Center in collaboration with external BPO partners


The aim of the project was within a global strategy, to assure the implementation of a BPO concept in cooperation with the EMEA HR organization, the regional functional management and the external partner. In addition to the global project objectives, local statutory and collective requirements had to be met.

Result: The company was in collaboration with a global business-process outsourcing partner, a new HR service concept made available to the employees and managers, which covers web-based tools for HR administration, standard information, approval processes, recruitment, training and salary structure and Compensation Administration. This increased the transparency and saved huge litigation costs and resources. Particularly important was the adaptation of the global concept in the implementation of the actual local needs and circumstances.

Duration/expense: The local implementation itself, required 2 years with a full-time HR Manager



Interim HR Management

Stand-in personnel manager during parental leave


It was the task of the management of operational personnel department during long term partental leave. The Department consisted of three employees. The HR core processes were at an external business process outsourcing partner and so the main tasks was the appropriate coordination of the external services and internal need.

Result: The operating personnel business was ensured for employees, managers and BPO partner. The BPO structure was developed to further HR staff complement to meet specific local requirements. Through our work projects, we were able to offset capacity constraints and specifically the "on time" needed know-how as well as services.

Duration/expense: 1 HR Manager, 2 years full-time



Career Management and Coaching

Carrer-Coaching / Individual Coaching, privately financed


Task of individual coaching of a graduate construction engineer with the desire to change professionally and regionally, with the aim to hold the professional status, ideally to improve.

Result: After an orientation talk an MBTI types profile was conducted and the preferred communication and patterns of activity shown.

Duration / expense: General conversation about 2 hours + 3 coaching calls from approximately 1 hour telephone support, MBTI types profile and document drafts.




Management Coaching


Coaching a manager with questions about team development and motivation of employees in a catering company; Situation: dissatisfaction and high turnover of staff and the leadership - resulting in negative impact on customers.

Result: clarification of the expectations and demands of leadership to the team and clarification of the expectations of employees. Feedback rules and communication patterns have been agreed as a basis for future cooperation. It was a team structure implemented, roles and responsibilities were clearly defined, it was a massive discharge of leadership stopped and re-energized. Time and energy for acquisition and conceptual work has been generated.

Duration/expense: general conversation about 2 hours + 5-coaching interviews, each approximately 1 hour





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