Category: Human Resources & Corporate Learning

You don‘t live modern personnel management in your company? Are you thinking about how HR Management could look like in the future? THE MAK’ED TEAM makes your human resources work sustainable.

What makes an employer a preferred employer? What makes it attractive on the employer market? These and similar questions are currently on the minds of many companies. In view of growing personnel problems, they are looking for tangible solutions. This was also the case for one of our customers. The medium-sized craft business was having increasing difficulties in finding new employees and was facing more and more bottlenecks. That’s why the traditional family business decided to work with us to develop and implement an employer branding concept. The goal: to make the company more visible, more attractive; in short: to make it a preferred employer, an “Employer of Choice”.

Leaving nothing to chance: step by step to a strong employer brand

First of all, we look at where our client stands: How does the company present itself internally and externally? Which social media channels are used and how? How is the recruiting process set up – including job descriptions and portals. With this transparency and the established objectives, THE MAK`ED TEAM develops suitable measures in an individual employer branding concept, which the company can implement to strengthen its own brand and thus position itself convincingly in the competition. No question: Building a successful employer brand is a long and permanent process. But with the right steps, the first visible successes can already be achieved. Since a brand can only ever be as good as the product or service it offers, authenticity, flexibility and the courage to change are important. An employer that is preferred on the labor market is at the cutting edge with its corporate culture, workplace design and benefits for its employees. Especially among millenials and post-millenials, “soft” factors such as professional self-fulfillment, flexible work models or work-life balance play an important role when choosing a job. And this offer is communicated and implemented with an employer branding concept geared to the target group. That’s why a strategically well-positioned employer brand should now be part of a company’s basic equipment.

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The corporate world is changing dynamically and with it the challenges for leadership and management. Managers are constantly confronted with new tasks as a result of the permanent changes. In order to successfully cope with change, focused further development is essential. Structured development of executives is best achieved using an individually designed development model. It ensures that leaders are best equipped for current and future business tasks and challenges.

Systematic development of executives in medium-sized companies is currently the exception rather than the rule. Leadership development therefore offers many companies a great, previously untapped opportunity to strengthen their team, find new talent and successfully move the company forward even in phases of major change.

Supervisors play a Key Role in Employee Retention

The structured development of managers is an important basis for the company’s future – and for staff retention. According to a recent Personio study*, 46% of employees in small and medium-sized companies across Europe are planning to change jobs in the near future. One of the most important reasons cited for this is a lack of appreciation. Leadership style, social skills, empathy and corporate culture are key factors in determining how much employees identify with the company and feel comfortable there. This means that supervisors play a particularly important role in the onboarding process.

Success is no coincidence

Reflecting on oneself, deepening one’s own competencies, learning, networking, motivating … In times of such rapid and major changes, a modern manager is characterized above all by the willingness and ability to develop further. This applies to younger managers as well as to experienced ones. The concrete design of the personal development model depends on many individual factors such as the management level, the area of responsibility or the personal experience values. A younger manager who wants to prepare optimally for taking on greater management responsibility will set completely different priorities in his development model than an experienced manager who wants to drive major change processes in the company.  The earlier a development model for leadership and management is implemented at all levels, the more promising the results. After all, developing leaders systematically takes time and is an ongoing process.

Leadership Development with Structure, Empathy and 360° View

How can a manager be developed in a goal-oriented manner? When implementing the development model, it is important to look at the individual framework conditions, corporate culture and goals and link them to the internal guidelines for managers. For this purpose, we develop an agile development model. First, the initial situation is analysed and relevant competencies as well as strengths and weaknesses of the executives are identified. On this basis, development areas and goals are defined, and an individual leadership development model is elaborated. The development model is tailored to the individual starting situation of the executive in order to ensure optimal learning and successful transfer to practice. It will initially be launched as a pilot project and, after the test phase, will be successively implemented as a professional infrastructure in the form of coaching, training, and learning-on-the-job elements. Managers can thus achieve their individual development goals in a targeted and efficient manner. The training effects are permanently evaluated and assessed to ensure the best possible development results.

THE MAK`ED TEAM sees leadership development as an essential part of successful business development. We develop agile leadership development models that are easy to implement and focused. Executives benefit from our high level of expertise in corporate business and our interdisciplinary, experienced team.

More about HR Development.

 

 *Source: Personio study “The Great Value Shift”, 2022

Every company knows that it is no longer possible without digital tools – especially in HR management. But how do you implement such a digitization step in a medium-sized company? One of our customers, a medium-sized mechanical engineering company with its own production facilities and around 150 employees, decided to take the step forward with us and digitize its HR processes.

The particular challenge was that, at the start of the project, a lot of data and information was still in paper form and very little in Word or Excel. In addition, the company’s resources for this project were very limited. Despite the hurdles, the software was successfully implemented, and the entire company benefited greatly. Many processes have been automated since the system was introduced, which has freed up valuable personnel and financial capacities in the company. Managers, HR managers and employees benefit from greater transparency and 24/7 access to the data they need for their tasks.

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As the management or HR director of a medium-sized company, do you want to digitize your HR management processes? Then we invite you to our Event & Dialogue “HR: Digitalization in Practice” on July 20, 2022. In cooperation with Deinzerconsult, we will devote this evening to the topics surrounding the digitalization of HR management: How do you set up the requirements for the selection of a tool? How do you select a system? How do you implement it? We will present and discuss trends, tips and tools and address the individual situation of your company with recommendations for action in interactive sessions. In addition to new impulses and exciting discussions, you can expect the following topics:

  • Overview & trends of HR digitalization
  • Selection & implementation of suitable tools
  • Examples & tips from practice
  • Development of solutions & recommendations for action

Finally, we will round off the evening together with culinary delicacies and a beautiful view. We look forward to seeing you – and to a great “Event & Dialogue”!

Save the Date: July 20, 2022, starting at 5:00 p.m. at Äußere Sulzbacher Str. 124, 90491 Nuremberg, Germany.

If you are interested, you can register here

The world of work is changing dramatically and is challenging HR managers. Whether it’s the shortage of skilled workers, succession management or digitalization: there’s a lack of personnel here, a lack of sufficient skills there. These dynamics have led to an increasing professionalization of HR management. State-of-the-art planning of personnel requirements forms an important and valid basis here.

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Does HR management still handle a lot of time-consuming, administrative work? Then it’s high time to change that. Societal changes such as the shortage of skilled workers or digitalization are presenting human resources management (HRM) with a major change process. HR must continue to evolve – just like all other areas of business. And technologies make an important contribution to this development. Digitization makes many of the processes more consistent, transparent and error-free. It is a must for all companies that want to develop positively and ensure future-proof HR management. In the HR area, the right software can take away many administrative, time-consuming processes, so that HR managers can devote more time to their employees. And the employees themselves also benefit in many ways from digitized and individualized processes in their everyday work. But as often as one hears and reads about the need for digitalization, so little has actually happened in many companies.

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The shortage of skilled workers continues to worsen. New employees are desperately sought across all industries, and it has never been more important for companies to retain their employees. At the same time, many transformation processes are changing the demands on employees, work models and corporate processes.

It is well known how difficult the current framework conditions are for the HR sector.

Those responsible are responding to all these hurdles by rethinking HR management. An appreciative work culture among employees and positive interaction are crucial to success and are top priorities for contemporary HR managers. After all, only companies that stand out from the competition with particularly attractive working conditions and a positive employer image, that successfully implement important transformation processes and establish forward-looking HR models and new ways of working have a chance of attracting good personnel.

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Kompetenzmanagement

Key competences are a valuable and vital resource in companies. A competent team makes the organization capable of action and brings the desired success. With the major transformation processes in the world of work, the demands on competences are also changing. At the same time, competent employees are becoming increasingly rare due to the shortage of skilled workers. Strategic competence management is therefore an elementary factor of future-oriented personnel development. Which core competencies are in focus varies from company to company and from sector to sector.

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BVMW Expertentkreis HR Personalmanagement

THE MAK`ED TEAM is a member of the expert group “human resources” of the BVMW – the network for the German small and medium-sized businesses. The representation of THE MAK’ED TEAM in the expert group as well as one of the working groups there has been taken over by the managing director Ann-Katrin Hardenberg.

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Up and down the country, companies are rumbling. There are already too few skilled workers and in the coming years masses of baby boomers will leave the labour market. The large vacancies that will arise here cannot be covered by the next generation by a long shot. In parallel, current topics such as digitalisation, sustainability or supply chains demand fundamental transformation processes from companies. New structures and competences are needed for all these challenges. This presents HR managers with the task of mastering the balancing act between the changed labour market and the changed corporate world. To do this, they need a systematic and structured approach to competences. Thus, competence management is increasingly moving into the focus of many companies. Never before has it been more urgent to know the competencies of employees and to develop personnel in a targeted manner in order to secure the company’s ability to act and innovate.

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