HR megatrends, such as globalization and

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1 group performance. talent. compensation hkp/// group Management Check-Up The hkp/// group approach to an effective and value-adding Management HR megatrends, such as globalization and digitalization, strongly influence the corporate environment. The current diversity of these megatrends as well as market dynamics are forcing companies to become more innovative, digital and agile. In addition, typical issues with Management, such as a shortage of good candidates, a lack of qualified internal successors for key positions or time-consuming processes, point to a strong need for action. More and more organizations are therefore currently revising their Management. In order to provide direction in these times of change, countless Management how-to manuals have been published over the last decade, promising the road to success. These manuals create the notion that Management can be optimized by simply adopting best practices. However, this imitation approach is like flying blind. Best practices need to be checked for fitness with the company s own specific situation because what works for one company might not necessarily work for another. Instead of blindly adopting best practices and trends, organizations should take a step back and start with the purpose of their Management. Alignment and integration are key to an effective and value-adding Management. However, best practices can still serve as an inspiration. Take the opportunity to develop a fit for purpose Management for your organization with the help of the hkp/// group Management Check-Up. Explore our service offering on the following pages which will guide your organization through three steps to your individual roadmap for a fit for purpose Management. To provide the right, company-specific direction for Management, an overarching Management purpose is required. Leon Jacob, Manager hkp/// group

2 1 What is your organization s Management purpose? hkp/// group Management Purpose Pyramid Working session with your top Your Management purpose Identifying your Management purpose To identify your organization s Management purpose from a business perspective, selected top managers (e.g. CEO, divisional heads) rank typical purpose statements into the hkp/// group Management Purpose Pyramid. Afterwards, the rankings are discussed with your top to define your organization s Management purpose. Strengthen relationships between leaders and Help leaders to make best use of their Higher importance Make responsible for their development and career Ensure that key positions are continuously filled Maintain long-term relationships with leaving Establish a performance culture Increase employee retention Promote group-wide collaboration Make transparent within the company Become an employer of choice Drag and drop the statements for ranking Lower importance

3 Stocktaking of your current Management landscape To take stock of your organization s current Management, hkp/// group conducts interviews with selected HR employees and two focus groups (i.e. selected line managers and employees). The primary goal of these interviews is to create an overview of your current Management initiatives, tools and processes by using the hkp/// group Management Landscape. An additional goal is to identify possible pain points and to examine the degree to which Management offerings are known by the business. Management along the employee lifecycle Corporate values Tools & Processes Initiatives Attracting & Recruiting Employer Branding relationship Competencies, Leadership principles and Leadership styles Evaluation of performance & potential Performance identification and review Career models and paths Mapping of HR processes in HR suite Development in current role pools development programs Job change/ placements Succession Placement process Exit Attrition Alumni relationship Executive search diagnostics Corporate academy broker Knowledge Covered Non-covered Pain points hkp/// group Management Landscape Interviews with HR and focus groups from the business Overview of your Management initiatives, tools, processes and pain points 2 What does your current Management look like? What are the pain points?

4 3 How can you create a fit for purpose Management? hkp/// group Management Fit for Purpose Matrix Working session with HR and business representatives Your roadmap for a fit for purpose Management Effective and value-adding Management Setting the roadmap Once your Management purpose is defined and stock has been taken of your Management landscape, each Management initiative, tool or process is assigned a fit for purpose rating on a scale from 0 to 3 that indicates the extent of its fitness to the different purpose statements. Based on the ratings, each Management initiative, tool or process is clustered together with representatives of HR and the business into one of the three categories STOP, CHANGE or CONTINUE. For purpose statements that are insufficiently covered, entirely new Management initiatives, tools or processes are suggested (category START). Lastly, the Management initiatives, tools and processes in the CHANGE and START clusters are prioritized. For those that are to be tackled first (marked with 1 ), project planning templates set your roadmap for a fit for purpose Management. Fit for purpose rating 0 None 1 Low 2 Medium 3 High Management purpose statements (PS) PS 1 PS 2 PS 3 PS 4 Fit for purpose factor STOP CHANGE Employer branding 3 Employer branding 3 3 Alumni relationship 3 Succession Executive search 0 Performance 1 1 Executive search 1 Placement process 1 Performance identification and review CONTINUE START pools 3 3 development programs 2 2 broker pools relationship 2 Coverage factor identification and review 1 Leadership principles 1 Implementation period 1 2 Implementation period 2 3 Implementation period 3 Prioritized

5 1 2 3 Management purpose hkp/// group supports you to identify your individual Management purpose statements and rank them from highest to lowest in terms of organization-specific importance, using the hkp/// group Management Purpose Pyramid Working session with your top Your Management purpose Current Management landscape and pain points hkp/// group takes stock of your organization s current Management landscape by using the hkp/// group Management Landscape Interviews with HR and focus groups from the business Overview of your Management initiatives, tools, processes and pain points Roadmap for a fit for purpose Management hkp/// group supports you to rate your current Management initiatives, tools and processes regarding the extent of their fitness to your purpose cluster and prioritize all Management initiatives, tools and processes and prepare project planning templates for the subsequent implementation Working session with HR and business representatives Your roadmap for a fit for purpose Management Tool Approach Result How much time does it take and what does it cost? The hkp/// group Management Check-Up is available in three versions and starts at EUR 12,500. The accelerated version (2 weeks) is recommended for small to medium-sized companies that are looking for a short-term intervention and are experienced with working highly agile. The standard version (4 weeks) is recommended for small to medium-sized companies that consider the development of a fit for purpose Management to be a significant change to their organization. The extended version (8 weeks) is suitable for larger companies that require due to their size and higher complexity of their HR processes more time in working sessions as well as more interviews to ensure a thorough check-up. Why hkp/// group? Our values and guiding principles At hkp/// group, we focus not only on our contribution but also on how we work. Our core values performance, passion, partnership guide us in our projects and client relationships. In our assignments, we see ourselves as a competent partner to the executive director and HR function within the client organization. In this role, our goal is twofold: 1. Contribute to finding the best possible solution for the client s problem. 2. Strengthen the role of our counterpart within the client organization. For the hkp/// group Management Check-Up, these goals translate into the following guiding principles: We guide you through the check-up process from beginning to end. We support your organization with market insights, ideas and know-how. We apply working methods that fit your organization s needs, from traditional to highly agile. We adapt to your organization s pace and requirements and provide the flexibility to increase and reduce our involvement as required. If required after the hkp/// group Management Check-Up, we support you with the design and implementation of your prioritized Management initiatives, tools and processes. Our References hkp/// group supports organizations of all sizes and industries to define their Management purpose and to design as well as implement purpose-driven Management initiatives, tools and processes (e.g. Performance Management). hkp/// group clients include listed as well as non-listed German and international companies.

6 hkp/// group experts Dr. Harriet Sebald, Senior Partner, brings to hkp/// her expertise in the area of talent and executive development. As an expert in the development and implementation of processes and systems for attracting, retaining, developing and motivating specialists and executives, Harriet Sebald is a sought-after consultant with extensive international project experience in values and competency, performance, succession planning and staffing processes. She is particularly interested in the efficient integration of talent with other HR processes such as compensation and job evaluation. harriet.sebald@hkp.com Frank Gierschmann, Partner, advises large and medium sized global organizations in all aspects of talent and performance. He began his career at the world s largest global logistics provider. Throughout 11 years, he held different expert and leadership roles in the area of executive and personnel development, most recently the role as VP Corporate Executives Staffing. In 2011, he took the responsibility as global head of talent at a listed global logistics group, headquartered in Switzerland. The scope of his role included the worldwide leadership programs for top executives as well as the identification and development of high potentials. frank.gierschmann@hkp.com Leon Jacob, Manager, studied economics, philosophy and psychology at the Universities of Bayreuth, Stellenbosch and Nottingham. With significant project experience in both compensation and talent he is an expert in developing integrated HR solutions along the employee lifecycle. A member of the performance and talent practice of hkp/// group, Leon is always on the lookout for innovative approaches towards the talent challenges in organizations: talent identification, development, leverage and retention. Leon covers the entire consulting value chain, from strategic questions all the way to the operative rollout of newly developed HR solutions. leon.jacob@hkp.com Laura Hohmann, Consultant, studied psychology with focus on HR and economics at the University of Münster. In her master thesis she developed the first research-based model on success factors of web-based talent systems. Before joining hkp/// group, Laura Hohmann gained professional experiences in the field of HR, among other areas in HR selection as well as in talent in a large German sportswear company. Since joining hkp/// group in 2015, Laura Hohmann has been involved in projects surrounding performance and talent and supports organizations in the design of various HR systems along the employee lifecycle. laura.hohmann@hkp.com Kathrin Lemmes, Senior Analyst, studied Business Psychology and HR Management in Cologne, Lüneburg and Brisbane (M.A.) before joining hkp/// group in She did various internships in the areas of performance and talent as well as in personnel diagnostics. At hkp/// group, Kathrin Lemmes advises in German and international client projects regarding various HR topics, from her consulting focus performance and talent through HR strategy and process topics to compensation. She is particularly interested in developing individual fit for purpose solutions for clients with a priority on their fit to corporate strategy and context. kathrin.lemmes@hkp.com Contact For questions about hkp/// or the services we offer, please contact: Thomas Müller, Lead Marketing & Communication International hkp Deutschland GmbH Phone Mobile thomas.mueller@hkp.com Amsterdam Vondelstraat 89 A 1054 GM Amsterdam The Netherlands Phone amsterdam@hkp.com Dordrecht Singel HM Dordrecht The Netherlands Phone dordrecht@hkp.com Frankfurt Friedrich-Ebert-Anlage Frankfurt am Main Germany Phone frankfurt@hkp.com Zurich General-Guisan-Quai Zurich Switzerland Phone zurich@hkp.com