HR development
HR development encompasses all the plans and measures required for supporting and further developing employees, young executives and the management team in a targeted way. The core aim is ensuring that the company retains its ability to employ people, safeguarding the company’s long-term success and ensuring that employees remain happy and are retained within the company.
The entirety of HR development is governed by fundamental change. The move towards an employee’s market, the rapid progress in digitalisation and societal influences are challenging HR development managers in companies more than ever before.
Our core areas
Consulting, training and coaching in the HR development sector have been an integral part of our range of services since our company was founded. Each year, the amount of time we spend working in this area is the equivalent of one person working on it exclusively for 1,000 days. We have many customers in Germany, Austria and Switzerland who rely on our expertise in this area.
CREATING TRAINING CONCEPTS
To successfully implement training, a comprehensive training concept needs to be created by a professional. The concept development team can only develop a successful and sustainable training concept if the precise training requirement has been identified, the target group defined and the learning objectives determined.
The landscape of training is constantly changing. Traditional in-person training courses are being increasingly supplemented – or even completely replaced – by digital training formats. Hybrid concepts (blended learning) in particular enable the advantages of both digital and non-digital concepts to be combined.
One of the core skills of our concept development team is creating training concepts for a broad range of customers from various sectors. The concept development team and the training team are closely linked, ensuring that our didactic and methodological approaches work in practice. The emphasis of our content is on communication, leadership, customer-centric strategies, digitalisation and change management. Since 2020, we have been operating our own virtual learning platform, which we use to organise training sessions of our own and for different customers.
GIVING TRAINING SESSIONS
In a time of skills shortages, declining training figures and shortened school and university hours, employers are increasingly being called upon to establish the required skills through targeted training measures and to safeguard them for the long term.
drehmoment is a skilled training partner, both for specialist topics specific to a company and for key qualifications. When we give training sessions, it is always based on a professional training concept that places the wishes and requirements of our employers at its heart. We cover the entire range of key qualifications and provide training in social competence, self-competence, work competence, methodological competence and media competence.
Our training team of around 10 people spends a lot of time giving training sessions every year: the equivalent of one of us working on it exclusively for 1,500 days. The team is not only a popular training partner for small training projects but also for large conferences, forums, product training sessions and IT roll-outs.
MANAGEMENT COACHING
Engaged and talented managers are a very precious asset. Many companies have recognised their value for a long time and are eager to support their managers on an individual basis and with purpose.
It is crucial to remember that every person, and as such every manager, is different, which is why there is no silver bullet for manager development. One-on-one coaching provides a promising and efficient method, putting an experienced coach at the coachee’s side. The support from the coach and the use of different coaching methods aim to improve the coachee’s management skills and strengthen their own strengths, always taking into account mental health and resilience.
Our coaches deployed in the management sector have sound training in pedagogy and/or psychology and have years of experience working with managers, meaning that they are able to adapt to the coachee and develop personalised solutions that meet the individual’s qualities and skills.
New Work
As an initial overview, New Work is the term for a fundamentally new understanding of work in the era of globalisation and digitalisation. Autonomy, freedom and personal responsibility are central values of New Work. Freelancing, the four-day working week, co-working spaces and workations are examples of this new form of work.
The best way to implement these concepts varies from sector to sector. That is why many of the measures that seem to be conventional cannot be used by every company unchanged and have to be customised. Here, we benefit from our comprehensive understanding of digital working and can rely on the diverse experience we have gathered in our own company.
SUITABILITY DIAGNOSTICS
Suitability diagnostics has become one of the most important building blocks of the recruitment process. Even if a gut feeling plays an important role in choosing staff, the importance of objective measurement and selection criteria cannot be underestimated.
The aim of suitability diagnostics is to determine whether an applicant has the technical and personal suitability for a particular job role. Further development and support plays an important role here too. With skills shortages increasing, this discipline will in future be less about selecting staff and more about designing a workplace that places employees at its centre and offers customised development opportunities.
Our team has an established background in pedagogy and psychology. We regularly provide our customers with support in different suitability diagnostics projects and measures, for example when deciding on their location and setting up 360-degree feedback, when selecting staff, as part of assessment centres or when performing certifications.
TALENT MANAGEMENT AND TALENT DEVELOPMENT
Ideally, talent management and development are a continual process to recruit qualified staff and/or retain them within the company for as long as possible. This makes it crucial to develop employees’ technical and personal skills and to constantly motivate them to improve their performance. The motto is: Strengthen strengths.
The pervasive skills shortage has also become palpable in this area. In the past, companies concentrated primarily on employees and managers at the top in their talent development, but today, many companies are also doing it for lower paying jobs, and rightly so.
Talent management and development must be tailored to individual employees. We support you with analyses, recommendations and specific development plans to support employees, tailored in the best possible way towards the company’s development requirements. This creates a win-win situation for everyone.