• Human Resources & Corporate Learning
You are here: / / Human Resources & Corporate Learning

Systematically making employees effective

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.

Your employees are the decisive competitive factor. Professional and modern human resources work is the basis for ensuring that you have committed, properly trained, innovative, reliable and loyal employees in your company and that you can continue to attract them in the future.

The constant change in the markets in which you operate demands ongoing development of your employees’ competencies. This competence development is part of strategic HR work and ensures that you remain competitive in the future.

Experience shows that even a few steps towards professionalising HR work lead to significant results. The forward-looking approach creates transparency and clarity for your employees and for your company. The chart below provides an overview of the levels of maturity that HR work can attain in a company.

THE MAK’ED TEAM offers you comprehensive services on the following key factors in Human Resources (HR). Here you can find our project examples.

  • Level 1: HR as a necessary Secondary Activity

    1
    • The necessary basic HR tasks are performed
    • HR work is not highly valued in the company
    • There are no clearly defined processes and structures
    • HR decisions are made ad-hoc by the management

    Stepps to level 2:

    • Creation of a structural framework for action
    • Definition and staffing of the relevant HR roles

  • Level 2: HR as an Administrator and Service Provider

    2
    • HR acts as the administrator of personnel documents
    • The first simple processes are in place, but HR work is largely done manually
    • HR decisions are made by the management and communicated by HR
    • Managers are the first point of contact for their employees

    Stepps to level 3:

    • Creation of a structural framework for action
    • Definition and staffing of the relevant HR roles

  • Level 3: HR as an Organiser and Coordinator

    3
    • There is an HR team with clear responsibilities
    • The focus is on administrative and organisational tasks
    • HR prepares the basis for management decisions
    • The fundamental processes are automated
    • There is capacity to take on additional topics

    Stepps to level 4:

    • Expansion of HR tasks, roles and competences
    • Expansion of HR structures and systems
    • Digitalisation of processes

  • Level 4: HR as a Co-Designer of the Company

    4
    • Administrative tasks are equivalent to topics along the employee journey
    • HR topics are proactively designed and implemented
    • There are clear HR structures with mostly digitalised processes
    • HR acts as a consultant and advisor for management and executives

    Stepps to level 5: 

    • Positioning HR work at the same level as all other management functions
    • Assuming responsibility as a strategic business partner
    • Maximum digitalisation of all HR processes

  • Level 5: HR as a Driver of Transformation

    5
    • The HR team is positioned at management level and works according to progressive principles
    • HR is involved in all strategic decisions with an impact on employees
    • HR proactively drives change and innovation
    • HR processes are digitalised and optimised as far as possible
Click here to download the maturity model

Link to: Human Resources Management

Human Resources Management

How a modern HR department helps shaping the company’s future
Link to: Strategic HR Planning

Strategic HR Planning

Planning personnel requirements is an important task for ensuring competitiveness.

Competence Management

Part of future-proof and efficient HR work: the Digitalization of HR topics and processes

Link to: HR Development

HR Development

Personnel development – some entrepreneurs don’t like to hear this word. In most cases, it is closely associated with expensive seminars, training courses, and continuing education.

Link to: Digitalization of HR Topics and Processes

Digitalization of HR Topics and Processes

Part of future-proof and efficient HR work: the Digitalization of HR topics and processes

Link to: Employer Branding

Employer Branding

Present your company as an attractive employer brand!
Link to: Onboarding

Onboarding

With THE MAK’ED TEAM you bring your employees quickly “on board” – with concepts and methods that fit your company and your employees

Link to: Employee Retention

Employee Retention

Employee retention as a part or your business success

Link to: Performance & Compensation Management

Performance & Compensation Management

How to present your company as an attractive employer through successful performance and compensation management
Link zu: Fair compensation in small and medium-sized enterprises: Why clear and transparent compensation principles are crucial
Fair compensation in small and medium-sized enterprises: Why clear and transparent compensation principles are crucial

Fair compensation in small and medium-sized enterprises: Why clear and transparent compensation principles are crucial

At a time when securing skilled workers, transparency, and strategic alignment are key challenges for small and medium-sized enterprises, the topic of compensation is becoming increasingly important. A fair, comprehensible, and future-oriented compensation structure is no longer a “nice-to-have”—it is a decisive competitive factor that is also accompanied by increasing compensation transparency requirements.

Lesen →
Link zu: Future Skills: What Skills will be needed in HR Management tomorrow
Future Skills: What Skills will be needed in HR Management tomorrow

Future Skills: What Skills will be needed in HR Management tomorrow

The world of work, with all its demands and tasks for each individual, is changing at breakneck speed. The advent of new technologies such as AI-based tools requires HR employees to have a wide range of new skills. Technical and digital skills play an important role in successfully shaping the HR management of the future. […]

Lesen →
Link zu: Smart, patient, available around the clock: The Role of Intelligent Chatbots in HR
Smart, patient, available around the clock: The Role of Intelligent Chatbots in HR

Smart, patient, available around the clock: The Role of Intelligent Chatbots in HR

Recruitment used to be a time-consuming business: HR employees spent hours sifting through applications, conducting interviews and evaluating potential candidates. This is changing fundamentally with the use of intelligent chatbots. The use of artificial intelligence (AI) and the automation of processes are on the rise in German companies and their HR departments. Only a few […]

Lesen →
Link zu: A Priority for SMEs: Strengthening Employee Loyalty
A Priority for SMEs: Strengthening Employee Loyalty

A Priority for SMEs: Strengthening Employee Loyalty

Stable employee retention is a top issue at management level today and a decisive factor for corporate success. For many companies, the issue is exerting enormous pressure in view of the increasing shortage of skilled labour and rising staff turnover. If employees resign or have already quietly resigned and are only doing the bare minimum […]

Lesen →