Determination of future personnel requirements:
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Analysis of trends based on business strategy
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Derivation of future required skills and functions
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Creation of competence profiles
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Determination of employee groups most affected qualitatively and quantitatively
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Job architectures
Introduction of standard job profiles (global salary structure):
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Definition of core competencies, identification of key competencies
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Creation of competence framework / guide for employee evaluation
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Definition of standard jobs based on core competencies for Germany / Spain and Netherlands / Backing of job codes / Mercer Grading (around 6000 job profiles cataloged incl. annual and regional market data)
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Standardization of around 80 job profiles incl. salary bands (salary benchmark via Mercer)
Knowledge preservation / knowledge transfer:
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Setup of an internal online academy platform moodle for knowledge preservation / transfer
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Creation of digital content and setup of a Q&A platform for employees
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Conception and implementation of workshops for integration of New Work principles as leadership culture in the company
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Coordination of service providers for content creation and video production
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Collaboration with external service providers
Achievements:
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Online academy launched with 3 modules (online workshops), video (unified onboarding / company presentation etc.) (process ongoing)
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Definition and cataloging of around 80 standardized job profiles based on core competencies (standard functions)
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Derivation of future personnel requirements (estimated)
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Definition of career paths -> what are the next steps