Training of staff
As an integrated part of personnel development, the method of training is to provide people with specific skills and knowledge in order to improve their performance on the job. Training as we think of it is always highly experienced based, with the goal of making a sustainable difference in the mind of the participants.
Our approach of pragmatic implementation
Only by using the experiential learning approach our philosophy is that learning takes place best by hands-on experience. Rather than theoretical knowledge, which usually comes from books, lectures, or other sources, experiential learning refers to doing things in practice, trying things out, making mistakes, and learning from the experience.
Experiential learning is an effective approach to developing skills such as leadership, how to think critically, problem-solving skills, teamwork, and creativity. It allows participants to understand their strengths and weaknesses by learning and making experiments in a safe environment. Reflecting on experiences provides opportunities to receive feedback, generate insights, and reinforce learning.
The goal is basically to improve professional knowledge, increase competencies in specific areas, boost social skills, or even improve technical skills. Through a training, employees should be able to perform better and more efficiently their duties, as well as simply enjoy a high level of job satisfaction!
The implementation of a training "not off the shelf" requires a careful preparation in cooperation with the client regarding the goal, target group, learning preference, method and outcome. The trainings can be implemented externally by us or in "train the trainer" via internal staff or department resources.
Our trainings have the following focus (expertise):
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HR professionalization for executives refers to the development of competencies and skills in the area of Human Resources Management (HRM) to enable executives to be more effective and successful in dealing with employees. This includes all aspects of operational and strategic HRM but from the perspective of departmental responsibility! This includes relevant basic knowledge of HR administration, employment law, recruiting, onboarding, performance appraisals, training, compensation, retention and HR management in general. We build the out-of-the-box solution bridging the improved interaction between HR and the business department to fulfill their role as a leader in people management. The goal is to ensure that leaders have strong knowledge and skills in HR practices to understand, motivate and lead their employees better. Professional HR competency development for executives typically includes the following aspects:
- Knowledge of HR laws and regulations
- Ability to understand and respond to employee needs and expectations.
- Ability to perform effective evaluations of performance and create individual development plans
- Knowledge of how to implement training and development programs
- Ability to troubleshoot problems relating to employee behavior and performance
- Understanding of how to build a strong organizational culture and employee retention
- Knowledge of human resource management in order to implement change and transition
successful
By improving HR skills for executives, companies can ensure that their employees are better managed, their performance is improved, and employee retention is increased. At the same time, it can help leaders understand the impact of HR management on the business as a whole and align their decisions and strategies with it.
Target group: executive
Duration: 2 Days
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The focus of this training refers to improving the qualifications, skills and competencies of employees in the HR department in order to ensure more efficient HR management. This may involve, for example, providing targeted training to HR staff to give them specific skills and knowledge required for their tasks (operational casework, etc.). In addition, standards for work in the HR department can also be introduced to ensure that all employees as well as internal customers of the department have the same knowledge. Furthermore, an essential element is to optimize processes and methods together under the impact of the higher use of HR software or the introduction of best practices. Overall, the professionalization of the HR department should help to ensure high-quality and professional work in HR.
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This training is related to shaping and managing the work with employees in an organization. It is about ensuring successful collaboration within the team and motivating employees in their work in order to achieve the company's goals together. Our approach is a very strong, person-centric approach in dealing with people in dialogue. The own personality in the context of the leadership role and related behaviors in regular communication must be reflected and authentically aligned. The objective is to present an authentic character as a leader for better employee motivation and the promotion of teamwork and cooperation. As an executive, how can I influence the development of employees without any activism in terms of HR development and limited budgets?
Successful people management requires a high level of emotional intelligence, empathy and communication skills. Leaders must be able to understand their employees and meet their needs in order to motivate and engage them. At the same time, they must communicate clear expectations to employees and make difficult decisions when necessary. Modern HR leadership also goes beyond traditional tasks by promoting a positive culture and involving employees in decision-making. It's about creating an environment that supports innovation, collaboration and creativity to ensure long-term success for the organization and its employees. In this training, the basics of this are provided and developed on a customized base.
Target group: Managers
Duration: 2 x 2 days.
Executive Coaching
Coaching focuses on a type of person development in which a coach supports an individual or team to achieve their set goals and improve their skills. The objective of coaching is to improve the coachee's performance, well-being and overall potential. In the coaching process, we work with the coachee to identify their goals and develop a plan to achieve those goals. Many issues are used to reach the goal based on an adept monitoring of reactions and answers, including direct feedback and guidance to expand prospects for new ways of doing things. The focus of coaching is on the individual development and growth of the coachee.
Scope of Practise:
- In personal development at work and in career development
- in the management of business challenges and in leading with responsibility
- in teams and groups in improving their teamwork.
The success of our coaching is based on creating a safe space where the coachee can feel comfortable and the freedom to open up and learn. We are not only good listeners with empathy and understanding, but also with solid professional experience also as executives.
Consulting
Unconventional business consulting simply relates to our method of consulting, which is different from traditional business consulting models. Different from traditional methods, which often focus on using proven methods (evidence) and best practices, unconventional management consulting focuses on creative solutions and innovative ways to help companies solve their problems. We focus on the needs and requirements of clients and look for solutions that meet their specific needs rather than a strict set of methods.
We bring together experts from different backgrounds and professional skills in order to find innovative solutions. We work independent from traditional consulting firms, bringing fresh new outlook to your organization. Your benefit: If you are facing challenges that require a new way of thinking and traditional solutions are no longer sufficient to solve problems.
What we do:
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An HR Innovation Lab is an activity within an organization that focuses on the development and deployment of new HR innovations. In an HR Innovation Lab, ideas for new HR strategies, programs and technologies are developed and tested to improve HR effectiveness and employee satisfaction. The HR Innovation Lab can also act as a think tank where HR professionals and other employees collaborate to develop new ideas and blueprints for improving the way the organization operates. Such a Lab can also be a space for innovation experiments, where new HR technologies and methodologies are tested before they are implemented in the organization.
An HR Innovation Lab can also work in collaboration with external partners and startups to identify and leverage the latest developments in HR. This may include prototyping and piloting to test the impact of new HR technologies and methods. Overall, an HR Innovation Lab is designed to help ensure that HR is up to date and stands out from a competitive business environment, ensuring that it does not lose the "human resource" and make business models fall apart.
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HR IT (Human Resources Information Technology) refers to the use of IT systems and technologies to support an organization's operational and strategic human resources management. HR IT covers a wide range of Applications and Solutions that support core HR processes such as recruiting, onboarding, staff development, payroll, benefits administration to talent management. Typical HR IT solutions include human capital management (HCM) systems, talent management systems (TMS), applicant tracking systems (ATS), learning management systems (LMS) and performance management systems (PMS). In addition, they can provide analytics and reporting tools, perfectly, to help HR monitor and optimize HR processes and employee performance.
We support you on the path of useful selection of HR IT systems and can also provide operational input based on hands-on experience to simplify HR processes digital and increase productivity. In today's digital world of business, HR IT solutions are essential for companies and organizations to manage HR workflows in an effective and efficient way and to stay ahead of the market.
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With increasing requirements and control of any standards in social aspects, we are engaged in business with the people focus. They are more and more asked to take into account the responsibility for social aspects in their business decisions and processes and to positively change the community!
We support you in creating a concept that does not "only" focus your company on economic success, but also on the consequences that your decisions and activities have on the community. According to this, companies should make sure that they conduct their business ethically and sustainably, considering the interests of the local community in which they operate. This relates to various areas such as the environment, social issues and working conditions. For example, it is about implementing sustainable practices and environmentally friendly processes in production, promoting workers' legal rights and ensuring fair working conditions, investing in education and the development of diverse communities, and paying attention to diversity and inclusion. We can help you do this adequately, with the objective of improving the reputation and credibility of your company.
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As an example, the outsourcing of payroll and related processes to a third-party provider has been made wrong in recent years! Lack of expertise in the operational implementation of a payroll, but also strong sales talent of the third-party providers have caused many Organizations to make wrong decisions! Third-party providers are usually specialized companies that provide payroll services on behalf of another company or organization.
Outsourcing a payroll service to a provider offers a variety of benefits, including reducing costs and improving operational efficiency. By outsourcing payroll, companies can focus their internal resources on other strategic tasks while the service provider handles payroll and ensures that it is performed compliant with relevant law and regulations. A service provider may also have specialized expertise and technology that a company may not have. This can help improve Payroll accounting operations' overall level of efficiency as well as avoid any potential errors or non-compliances.
Another benefit of outsourcing payroll is flexibility. Because companies can use their services as needed, it's easier to respond to changes in staffing needs or payroll requirements. So far as the ideal, which is certainly what a third-party vendor would also state in their sales brochure.
However, the overall view also has proven disadvantages, such as the loss of direct control over payroll, flexibility in the payroll period, dependency on an external service provider and, last but not least, increased costs! The prominent costs per payroll are always associated with hidden costs in the context of further services and benefits, which are not always visible even in a complex set of agreements. There is no "0:1" or "black / white" but we support organizations on this path of outsourcing or professionalizing their own resources not only in payroll.
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In our role and responsibility as HR Advisory Board, we are an expert advisor on HR issues based on our professional standing and experience from various industries. We have specific skills and background in recruitment, Employer Brand Positioning, Human Resource Management, People Development, Talent Management and other relevant HR topics. Our role is to provide strategic support and advice to the company's management. The HR Advisory Board makes specific recommendations and provides implementation-oriented guidance to improve HR operations, optimize work processes, increase employee satisfaction and motivation, and find and retain talents. Based on our experience, the establishment of an HR Advisory Board at an early stage can be very useful for organizations, because it brings in a valuable external focus, with relevant professional practical knowledge.