Whether it is a small family business or a global corporation, finding the right personnel is becoming increasingly challenging for every HR department. The shortage of skilled workers has become a major pain point for German SMEs, making good personnel a mission-critical resource. New, high-quality team players are rare. Furthermore, continuously developing the existing team, preparing them for the future, and retaining them within the company is a real challenge. Through professional and strategically anchored HR work, medium-sized companies can position themselves more effectively to meet these challenges.
How to create a solid foundation for strategic HR work
Not every company needs an entire HR department to effectively manage human resources and corporate culture. Sometimes, a single HR manager is enough. This depends on many individual company factors, such as size, industry, complexity, or planned strategic direction.
Regardless of how lean or complex your individual infrastructure is, we support and advise medium-sized companies that want to further develop their HR operations. The tasks of HR professionals are diverse and include:
- Short- to long-term planning of workforce levels and requirements, including succession management
- Personnel recruitment: job descriptions, internal and external recruiting, employer branding, and employer attractiveness
- Administrative tasks such as cost planning, contract drafting, time management, and payroll accounting
- Onboarding of new employees
- Staff development through the promotion and qualification of employees, including development and career paths, leadership development, and performance management
- Offboarding, including the preparation of employment references and a respectful farewell
Ultimately, it is always about establishing simple and transparent processes and tasks related to HR, clarifying responsibilities, and implementing all processes in a goal-oriented manner.
Whether small or large: An HR department ensures that you remain competitive
THE MAK'ED TEAM takes a holistic view of the company and focuses on individual requirements: What values does the company live by? What processes are in place and how are they practiced? Who has which roles and responsibilities within the HR processes?
When it comes to planning individual personnel requirements, we determine: How many employees with which qualifications does the company need today and in the future for which positions? Long-term workforce planning is essential to ensure that the organization remains high-performing and competitive in the future. In this context, recruiting and onboarding are also very significant milestones in the integration process for new employees. In parallel, HR development strategies and concepts are created to continuously train the existing talent pool and secure succession for key positions.
The company's external image also plays an important role. Employer branding is about how our client presents themselves as an attractive employer to the public and how they convey their values and stance. The goal is to build a strong employer brand internally and communicate it effectively to the outside world. This makes the company visible—and attractive—to new talent and experts.
Next Leadership: Becoming an attractive employer on equal terms
In all topics and HR processes, the HR department or the HR manager works hand-in-hand with company leadership. The management level plays an active role here and should plan important HR aspects, such as succession management, at an early stage and continuously develop their own leadership skills.
Company leadership with a clear stance and transparent, appreciative communication ensures that the company's values become visible and tangible for every employee. This provides meaning and creates orientation. Ultimately, one thing above all else determines whether employees leave or stay: whether they can identify with the company and its values and feel like part of the ecosystem—or not. Successful HR work therefore primarily ensures that new employees settle in quickly, fully unfold their potential, continuously develop it, and remain with the company for the long term.
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