Macht mittelständische Unternehmen stark: Personalabteilung

Whether it’s a small family business or a globally active company: Finding the right staff is becoming increasingly challenging for every HR department. The shortage of skilled workers has become the bottleneck in German SMEs – and good staff has become a critical resource for success. New, good team players are rare. The constant development of the existing team, making it fit for the future and keeping it in the company, is a real challenge. Through professional and strategically anchored personnel work, medium-sized companies can improve their position to meet these challenges.

How to create a good basis for strategically operating human resources work

Not every company needs a whole HR department to effectively manage the human resources and the corporate culture. Sometimes, only one HR officer is enough. This depends on many individual factors of the company, such as size, industry, complexity or planned orientation.

No matter how lean or complex the individual infrastructure is: we accompany and advise medium-sized companies that want to further develop their HR work. The tasks of HR managers are many and diverse. They include:

  • Short- to long-term planning of staffing levels and needs, including succession management.
  • Recruitment: job descriptions, internal and external recruiting, employer branding and employer attractiveness
  • Administrative tasks such as cost planning, contract design, time management or salary and wage accounting
  • Induction of new employees through onboarding
  • Personnel development by promoting and qualifying employees, including development and career paths, management development and performance management
  • Offboarding with the preparation of references and an appreciative farewell.

Ultimately, it is always a matter of establishing processes and tasks related to human resources work in a simple and transparent manner, clarifying responsibilities and implementing all processes in a goal-oriented manner.

Whether small or large: a human resources department ensures that you remain competitive

THE MAK`ED TEAM takes a holistic view of the company and focuses on the individual requirements: What values does the company live by? What processes are there and how are they lived? Who has which roles and responsibilities in the personnel processes? When it comes to planning individual personnel requirements, the following is determined: How many employees with which qualifications does the company need today and in the future for which positions? Long-term human resource planning is important to ensure that the organization remains efficient and competitive in the future. Recruiting and onboarding are also very important milestones in the induction process of new employees. Parallelly, personnel development strategies and concepts are developed to permanently train the existing pool of staff and to ensure succession to positions.

The external image of the company also plays an important role. So-called employer branding is about how our client presents itself attractively to the public as an employer and how it communicates its values and attitude to the outside world. The goal is to build a strong employer brand internally and to communicate this effectively to the outside world. This makes the company visible – and attractive – to new talents and experts.

Next Leadership: At equal ground to an attractive employer

In all topics and personnel processes, the HR department or HR manager works hand in hand with the company management. The management level plays an active role and should plan important personnel aspects such as succession management at an early stage and continuously develop itself in its leadership role. A management with a clear attitude and transparent, appreciative communications ensures that the values of the company become visible and tangible for every employee. This creates meaning and orientation. For in the end, one thing above all decides whether employees leave or stay: Whether they can identify with the company and its values and feel part of the ecosystem – or not. Successful HR work therefore ensures that new employees settle in quickly, develop their full potential, continue to develop it and stay with the company for a long time.