Targeted HR development implemented – future secured

The merger of four IT Service Providers turned a German company into one of the largest, most competitive IT Service Providers in Europe. This called for new strategic competence management, which should be oriented on the company strategy and should be integrated into existing HR development instruments.

The company asked itself: how can we save external labour while simultaneously developing our employees? What will our market position be tomorrow? And which HR competences will we need for that?

Together with the IT Service Provider’s project team, we first worked out an employee development concept that took up and expanded the existing HR-Development instruments: blended learning, diagnosis tools, competence models and role models.

With the support of the upper management and the labour counsel, we drafted a labour-management contract and supported both parties throughout the negotiations. Moreover, we interviewed managers and top-performers in order to get an impression of the necessary skills for the individual job profiles. The results were summarised in a competence catalogue.

Internal communication also needed to be cleaned up: through stakeholder analysis we recognized who should be informed when, how and of what. And so we trained the managers as well as the employees in the IT areas. The result was better communication: shorter decision paths, fewer conditions and conflicts between IT and other divisions, based on new customer awareness. And, with the introduction of a usage-based practice handbook, project management could be optimised.

Internal communication also needed to be cleaned up: through stakeholder analysis we recognized who should be informed when, how and of what. And so we trained the managers as well as the employees in the IT areas. The result was better communication: shorter decision paths, fewer conditions and conflicts between IT and other divisions, based on new customer awareness. And, with the introduction of a usage-based practice handbook, project management could be optimised.

And: motivation is noticeably higher than before; everyone works with more commitment.