Your challenge
My experience
Our solution
Over the past 30 years, I have been able to design, manage, anchor and secure the success of initiatives and projects with significant economic, corporate and personnel strategy effects.
This was done, among other things, by providing HR KPI systems relevant to decision-making and management. By developing pragmatic solutions to complex issues, I laid the foundations for successful decisions and negotiations.
Classic HR controlling
- Regular reporting
- Development of dashboards (BI), simulation tools and calculation tools
- Creation of standards, harmonization of heterogeneous HR key figure terms
- Establishment and anchoring of HR controlling
- Conducting analyses on isolated HR issues
- HR sustainability reporting (ESG, CSRD, ESRS)
HR controlling in a corporate strategy context
- Restructuring (e.g. site closures, IASPs, relocations)
- Service portfolio (make or buy, joint ventures)
- Mergers & acquisitions (due diligence, benchmarking)
- Relocations & outsourcings
- Standardization and consolidation of remuneration systems, e.g. in the event of business transfers
HR controlling - specific monitoring
- Hiring freeze
- Staff reduction programs
- Health management
- Short-time work and overtime
- Remuneration rounds
- Performance-related remuneration / bonus systems
HR controlling in a strategic HR context
- Development of remuneration systems
- Benchmarking of remuneration and employment conditions
- Development of tools to support practical HR work (e.g. employee counseling tools)
- Strategic personnel planning
- Development and introduction of HR performance indicators
Negotiations
- Collective bargaining on remuneration, structure and employment conditions
- Reconciliation of interests and social plans (IASPs)
- Arbitration proceedings and conciliation bodies
- Company agreements on remuneration and productivity
Central processes in the company
- Personnel budget
- Resource management (personnel planning and deployment)
- job management
- Organizational development
Customers & network partners
Teaching and lecturing
A customized consulting concept
Depending on the degree of maturity of your HR controlling, your individual issue and the urgency of your topic, you can also choose only individual or several consulting modules . Together, we will determine the scope of consulting that best suits your needs.
01
Analyze problems
During initial workshops, the need for action and the scope are jointly developed and objectives defined.
02
Create transparency
Based on data already available in your company, the necessary transparency is created with regard to relevant HR key figures. The principles we follow are: Speed and the greatest possible accuracy.
03
Evidence-based advice
Target states and target values are described on the basis of created HR key figure transparency and in relation to the respective issues. Suitable options for action are developed and helpful analysis and simulation tools are developed for successful target achievement.
04
Accompany implementation
During implementation, target achievement is monitored on a KPI basis. Where necessary, target values and target systems are adjusted analytically and based on data.
05
HR controlling in your company
By developing, introducing and strengthening HR controlling, project successes are secured in the long term and the basis for transparency-driven decision-making is created.
How can I support you?
Tell me about your question or the topic for which you are looking for support and give me the opportunity to present my service portfolio.